Chronological resumes are preferred by hiring managers, they want to know when and where you had the experience. (Accomplishment/Project oriented resumes advocated by Outplacement firms are not preferred)
Put the most recent information first (the last 5 years of your career are most applicable in a job search).
Titles – don’t use internal ones that are obscure, use ones that describe your role. (or match the position you are applying for)
Show progression in your career - If at the same job for years, don’t just put one big paragraph; break it up with promotions, change in responsibilities or any way that shows growth.
Resumes are very important and say a lot about your candidates. If they are messy, badly formatted, contain grammatical errors or annoyingly formatted they make a bad first impression. Crummy resumes generally are disregarded.
Job Hopping is not a good thing. If you have a candidate who is a job hopper, it won’t fly on this requisition. Save your time and ours and save them for a different requisition. If your candidate is a contractor/consultant who has done a number of contracts to completion please make sure that this is clear in your candidate’s documents. If it appears on the resume that the candidate is jumping around from full-time job to full-time job the resume won’t go far in the process.
Director is looking for a candidate that has held a management position for a significant amount of time for a large company that has a controlled environment. Being CIO of a 1 person shop doesn’t meet the spirit of what we are looking for. If the candidate doesn’t have the right experience save the resume for a different req.
If your candidate has the right experience, make sure that you include it on the bio/overview along with the following “what was the size of the company”, “size of their staff”, and “why they left that opportunity”.