evaluating a

résumé credit score

Ten to 20 seconds - that is the life span of a résumé on a prospective employer’s desk.1 While most people know that, they still send in a résumé with typographical flaws, formatting issues, inaccuracies and weak descriptions of their past employment. In other words, they have a poor résumé credit score.

A résumé credit score, a term coined by AccruePartners to describe how employers rank an employee when they see their résumé, and it is similar to the more familiar credit score evaluation. A credit score is “a number that represents your calculated measure of credit risk. These credit scores are the result of a complex mathematical formula that takes into account numerous factors in your credit history.” 2 A résumé credit score is, in much the same way, a means of gauging the risk an employee poses, or the potential they offer, to employers based on a number of résumé features including content, formatting, the accuracy of the information, etc.

For an employee, the résumé credit score is critical during the job search. While networking can get select individuals through the door,

most must pass the résumé test. When only a small percentage of résumés reviewed merit an interview, you can’t afford a poor, or even a mediocre, résumé. As an employer, you can’t waste time with candidates who don’t understand how to write a great résumé and earn a high résumé credit score. Evaluating or improving a résumé credit score requires an understanding of the key criteria for a high résumé credit score, a guide to correct formatting, length and a few do’s and don’ts. Most résumés can have a high résumé credit score; however, a bit of understanding, a work history that supports the objectives of the individual and a rigorous attention to detail are required.

How to EvaluatE a Résumé CREdit sCoREAll employers evaluate résumés, but with widely variable criteria. Many times it is based on their own job criteria, their gut feelings about what matters or, more often than not, commonalities between them and the applicant. Employers have, in many cases, acknowledged their own shortcomings in résumé evaluation and are spending more time checking all the evidence; according to the Society for Human Resource Management, almost 40 percent of human resources professionals surveyed reported they’ve increased the amount of time they spend checking references.3 Employers are increasingly frustrated with the quality of résumés and candidates.

However, a quick and accurate evaluation of a candidate’s résumé credit score can reduce the time spent on follow-up for less-than-stellar candidates.

Research shows that only one interview is granted for every 200 resumes received by the average

employer. Ten to 20 seconds is all the time you have to persuade a

prospective employer to read further.“How to Write a masterpiece of a resume”

1 “How to Write a Masterpiece of a Résumé.” Rockport Institute.2 “What is A Credit Score?” CreditReport.com3 DuBose Tomassi, Kate. “Most Common Résumé Lies.” Forbes,

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The key criteria for evaluating a résumé credit score are:

• Employment history and accomplishments• Education• Formatting and grammar

EmploymEnt HistoRyWhen evaluating a potental employee’s résumé, many employers look to the employment history before they review anything else in the document. The employer is evaluating their tenure at each firm and accomplishments, their progression between positions and any gaps in employment.

To employers, the tenure at each job is critical when evaluating a résumé credit score. A large number of jobs with very short tenures can imply that the candidate is flighty, unsure of their career path or unable to work with management. In Charlotte, three years is the average employee tenure, and employers must evaluate their candidates accordingly. In a résumé, most people do not put why they left, but a string of jobs with short tenures implies repeated firings.

If an employee has an average or greater than average tenure at their former jobs, the next item to look for is career progression and accomplishments, significant contributions to the company or the department. Within three years, an employee should experience at least one raise in pay or responsibility. If not, there are many

reasons from a set hierarchy to a skill set suited to a specific job.

Finally, an employer can gather information about a candidate from gaps between positions. If the employee was out of work for longer than three months, this may indicate a series of failed interviews and ineligibility on the part of the candidate for positions in their field.

EduCationWhile most employers seek candidates with education credentials in their field, the type of school they attended and their GPA is highly relevant early on in their career. The difference between an employee educated at a first-tier school and one who received an education at a second-tier school can be significant in select fields. Additionally, employers who value a GPA can safely assume that if a new graduate did not put their GPA, it is most likely because it falls below a 3.0.

The final criterion in education is the candidate’s major. A new graduate will most likely have little to no hands-on experience in their career field, and any knowledge of the business was acquired in classes. The purpose of a résumé credit score is to reduce risk, and education is a means to evaluate which employee or new graduate poses the least risk, and the least potential for increased training costs, to your company.

Professional certifications and association memberships are a critical component of a résumé credit score. A professional with experience

The purpose of a résumé credit score is to reduce risk.

in their field should have all the professional certifications typical to that field. In addition, he or she will most likely have a membership, and possibly a leadership role, in local professional associations. Both of these indicate a dedication to the field and a competency that is recognized by the professional peer group.

FoRmatting and gRammaRA sloppy résumé scores low - and this is a feature that is agreed upon and easily spotted by employers. According to a recent article, “61 percent of hiring managers said typos would make them automatically dismiss a candidate from consideration.”4 However, many candidates fail to carefully proofread, or pay someone else to proofread, their résumés. The most common, and easy-to-spot, flaws in a résumé are in the formatting.

Common formatting errors in résumés are inconsistent spacing, randomly colored fonts, misspellings and bad punctuation. A good and bad résumé on the following page show examples of what to do and not to do. Non-essential information, such as marital status, fraternity affiliations, religious affiliations, favorite color and top movie picks will most likely hurt a candidate’s résumé credit score.

They indicate a lack of business demeanor or a general understanding of the business world and could cause an increased risk for the employer. The manager’s previous experience will determine the result of personal information on a résumé.

How to impRovE a Résumé CREdit sCoREAs an employee, your résumé credit score is critical - you can’t afford to miss out on a great job opportunity because of a typo or poor wording. Many of the changes to your résumé that will provide a dramatic increase to your résumé credit score are minor and almost universal. The simplest changes can be competed in a matter of hours but may make the difference in your job acquisition time or salary; those changes include:

• Focus on the job you want• List accomplishments (quantitative) vs.

duties• Choose an appropriate length• Correct the formatting

Focus on tHe JobEmployers want to know that you are the best candidate for the job - not just any job, but their job. If your objective is “an entry-level position in accounting,” an employer who is looking for a candidate to groom for growth into an advisory role for their executive team that requires an interest and an understanding of their business will most likely turn you down. If this is your dream job, say so! If you don’t make it clear to the company that you read their requisition, website, corporate materials, etc., it indicates a lack of interest in the job and a lack of care on your part.

4 Zappe, John. Raphael, Todd. “We Tried to Avoid the Typos in Today’s Roundup.” ere.net.

61% of hiring managers said typos would make them automatically

dismiss a candidate from consideration.

“We tried to Avoid the typos in today’s roundup”

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Take the time to customize your résumé (especially the objective if you have one and cover letter for each position you want, and don’t apply to those jobs in which you are not interested. If your resume doesn’t reflect the job they’re hiring for, the only thing you’ve done is waste their 20 seconds and a stamp.

list aCComplisHmEnts vs. dutiEs“Checked orders and sent out P.O.s” is a completely unimpressive, as is a common job description. An employer would be more likely to call if you mentioned that you “managed a revenue of $2.5 million annually and supervised all incoming and outgoing payments.” The more specific you can be, and the more accomplishments you can offer an employer, the better your résumé credit score. Every job has duties, as does the one you are applying for, and these most commonly are listed on the requisition. However, an

SAP, AS400strong career progression,focus on accomplishments

1st tier schoolindustry certification

advanced degree related to career

strong systems experience

employer is more interested to hear how you can exceed those duties to help their company grow and excel.It’s great that you can do the job, but how can you excel? Employers base your potential for future success on your past - wow them.

CHoosE an appRopRiatE lEngtH While most résumé writing books say one page is appropriate, learn when to cross the line. If you were the controller for a Fortune 500 company and managed the talent portfolio, you can most likely fill two pages with work history and relevant accomplishments. According to Monster.com, “A résumé should be long enough to entice hiring managers to call you for job interviews.”5

5 Isaacs, Kim. “How to Decide on Resume Length.” monster.com.

focused on duties rather than accomplishments no career progression or consistency in position type

no school name recognitioncertification in progress

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Consider a one-page résumé if:• You have less than 10 years of experience.• You’re pursuing a radical career change,

and your experience isn’t relevant to your new goal.

• You’ve held one or two positions with one employer.

Consider a two-page résumé if:• You have 10 or more years of experience

related to your goal.• Your field requires technical or engineering

skills, and you need space to list and prove your technical knowledge.

While the absolute mandate of one page is out of vogue, it is critical that your résumé be no longer than it needs to be. If you find yourself increasing the font size, making 1.5” margins or pondering additional bullet points for each job, cut a page.

FoRmattingAs mentioned previously, no grammatical errors, no funky colors, no fun fonts and no clip art in a standard résumé. If you are an art director, a cartoonist or a make-up artist, you are the exception to the formatting rules. Otherwise, present a résumé that is, above all else, clean and easy to read. The same thought process is behind this rule as with interviewing - you want the employer to remember your presentation, your skills and your demeanor rather than the hideously

inappropriate shoes or the latte spilled on the front of your shirt. Don’t be that guy - in your interview or on your résumé.

A few simple tips for résumé formatting:• Use a standard font (Times New Roman,

Arial, Helvetica, etc.)• Use no more than two fonts• Use no smaller than a 10-point font and no

larger than a 12-point one• Keep top, left and right margins to 1”• Use black ink on white or off-white paper• Use standard bullets

Be memorable, be exceptional, be precisely who you are, and take a bit of care to make sure that person comes through in your résumé. Your résumé credit score is critical to your success as a future employee - take the time to get it right.

CONTACT US TODAY FOR FULL ACCESS TO UNIQUE OPPORTUNITIES, TOP-NOTCH TALENT, INSIGHTS ON THE LATEST STAFFING TRENDS & THE MOST UP-TO-DATE ON CAREER PLACEMENT & STAFFING.

6 Ibid

Be memorable, be exceptional, be precisely who you are.