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March 19, 2008
Are Achievements All That Matter on a Resume?
This morning I came across this nugget from Penelope Trunk in a blog post about writing your resume:
"Don’t focus on your responsibilities, focus on what you achieved. A resume is not your life story. No one cares. If your life story were so interesting, you’d have a book deal. The only things that should be on your resume are achievements."
I don’t agree.
As important as achievements are -- and you can read our articles from Joe Turner and Monster Resume Expert Kim Isaacs on the value of selling your top accomplishments on your resume -- including some of your specific duties from former jobs is helpful for a recruiter, too.
"Achievements are great, but I like to get into the nitty-gritty of what [candidates] are doing daily," says Melissa Shaw, an HR manager for Perkett PR.
Monster senior recruiter Dianne Iannelli offers similar sentiments. Iannelli, who reviews some 150 resumes every week, says that understanding some of a candidate’s previous day-to-day responsibilities gives her a good initial sense of whether that person’s experience would be a good match for the position she’s trying to fill. If she were to only see achievements on a resume, Iannelli says, making the links between the roles would be more difficult.
The How Matters
In other words, including bullet points on your resume about what you actually did to win that award -- managed the project with the help of 10 direct reports, wrote the concept plan and then coordinated the execution with a team developers and designers, etc. -- can provide a recruiter with more meaningful information about you than simply trying to make the honor stand on its own. You need to provide context.
Here’s how one corporate recruiter friend, who asked not to be named, put it to me: "If I just see achievements, I don’t [really] know what you did."
What do you think?
So, what’s your take on the extent to which you should highlight achievements on your resume?
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Posted by Bryan on March 19, 2008 at 05:23 PM in Resume | Permalink | Comments (27) | TrackBack (0)
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I think it depends on the industry and type of organization one works in. At my last job we worked in teams under a "Senior." This Senior received credit for the accomplishments of the team. In this type organization a worker would have to highlight the responsibilities that contributed to the accomplishments attained by the Senior.
Posted by: Emma Devlin | Mar 20, 2008 12:49:44 PM
While you bring up good points for inlcluding the how and the what you do, often there is not enough space. Most recruiters and managers do not want to spend a long time reading a resume. The longer it is, the less likely they'll read it. Given the choice between including achievements or descriptions of how and what, I will always vote for the achievements. Let them ask you how in the interview.
Posted by: george zeller | Mar 20, 2008 1:55:32 PM
Achievements are like gold on a resume and I agree with you that they are only part of the story. Writing about your achievements really is in how you tell the story. For a full-bodied and clear rendition include:
1. Context - What role and level of authority? Were you part of a team? If so, how big a team? What role did you play on the team?
2. Challenge - What was the mess you walked into? What were the over-riding problems you had to overcome?
3. Actions - What did you do to overcome the problems and get results? (this is the "how" mentioned in the post)
4. Results - These are the actual end-point achievements. Quantify them for added clarity and impact.
BTW, these four steps do not necessarily have to be laid out in this sequence. You should start with the achievement first to grab attention and then pull in the other three points to flesh it out and add a layer of understanding and depth.
As a professional resume writer and career counselor/coach, I would estimate that 98% of the resumes I see lack all four of the above. So, make YOUR resume really pack some punch by "telling" an impressive story. And keep it concise!
Posted by: Susan Guarneri | Mar 20, 2008 6:11:33 PM
As a professional resume writer, I deal with this question every day. And the answer is...it depends.
Some people have jobs that are common across the world. In that case it would be a waste of space to list the the job description information. So focus on the accomplishments.
Other people have jobs that are not as common, and in that case must explain what they do as well as what they accomplished while doing it.
The key is to differientiate yourself from all those competing for the same position. So tell what makes you special, whether that is "what" you do or "how well" you do it. And then use truthful information to make the resume as interesting to read AND as easy to read as possible.
Use your judgement...put yourself in the place of the reader...then include the information that would make the resume most helpful to them.
Better yet, talk to a professional resume writer to strategize on what information is best to put on your resume.
Posted by: Kathy Warwick | Mar 21, 2008 9:21:35 AM
I think that Penelope's point was that a resume should not be a laundry list of everything you ever did and that achievements better portray a candidate's value-add. Most resumes simply list job tasks and do nothing to differentiate candidates. She is reminding job seekers that they must prove past success in order to capture the attention of the hiring manager. Yes, job seekers need to put their successes in context and need to briefly describe their work environment, job scope, and responsibilities. Penelope is simply saying that this information should not be the focal point of the document.
Posted by: Barbara Safani | Mar 24, 2008 11:54:41 PM
Indeed, I think both of them matter, and there is certainly something more also matters.
Posted by: Jeffwangbest | Mar 25, 2008 9:46:04 AM
OK, so I've been in the sales workforce many years. I have a high school education, turned 60 recently and I am burned out on sales.
My cover letter speaks about the change I am looking for.
My qualifications are directed at the employer. How I can help him or her.
BUT the resume reflects accomplishments and life experience.
Posted by: Mary Fencl | Mar 26, 2008 12:32:37 AM
I agree with Kathy's comment. The biggest problem I see with 90% or more of the resumes I come across is that it looks like the jobseeker has simply taken the job description and put it into bullet format. Of course the nuts and bolts are important, but the impact on the bottom line, and how clearly (and concisely) you show your achievements is what sets you apart from the average jobseeker.
Particularly once you get past entry-level, you should understand that the language management, particularly upper management, speaks is largely comprised of numbers. So use numbers to quantify your results and stand out from the crowd.
And balance that by showing a few of the most important tasks you perform. Look at it with an eye on the Pareto principle, or the "80/20 rule". Focus on the 20% of tasks that got you 80% of the results.
Posted by: David B. Wright | Mar 27, 2008 7:58:36 PM
I agree with Susan and the unknown writer,{like myself} I think it really does depend on the industry in which your seeking employment. I would also like to speak from experience,when I say that sometimes its not always what you know but who? Truth be told!! Then what....oh I still have to comply with the rules in the world of employers .vs employees. so the resume will also be open to new and informal information as long as humanity changes.
Posted by: Angel Hodges | Mar 27, 2008 9:25:51 PM
Personally, I think achievements can go in the cover letter, and ONLY those that are relevant to the position for which one is applying. Details can be filled in during any interviews one is granted.
The reason for this--from my understanding--is that when you are one of umpteen applicants for a position, your resume gets visually scanned. That would lead me to believe you want to show on your resume that you have done/can do the job for which you are applying. When your resume gets bumped up to someone for whom it's relevant, they will see your comments in your cover letter and can decide from there.
I'm speaking as a writer/editor and an administrative professional. It probably DOES depend on your background/field and the position for which you are applying, but this is how I handle stuff like that.
~JM
Posted by: Jen M. | Apr 1, 2008 11:13:19 AM
What would you say to help someone who was in a position in which "achievement" just doesn't describe how they contributed? I was an editor and proofreader for a newspaper and a market research company. It sounds terrible, but I have no idea whatsoever what "achievements" I have. I was good at what I did -- very good. And everyone said so. But nothing I did stands out.
Posted by: Ana | Apr 2, 2008 9:18:48 AM
As a Regional Director in my former career, I saw plenty of resumes of people that were eminently qualified but marginally capable. I also saw plenty of resumes of people that had lots of responsibilities but few accomplishments. Accordingly, if I saw a resume with lots of 'responsible for...' it quickly went to the reject pile. On the other hand, resumes that cited many accomplishments quickly rose to the top. Employers want employees that can solve (or even better, prevent) problems, and can demonstrate the creativity and drive to advance the organization.
Posted by: arboldt | Apr 2, 2008 10:03:55 AM
Ana, I was in a situation similar to yours where it was often difficult to describe specific achievements.
I recommend sitting down with a pad of paper, a pen, and a copy of your resume and (if available) a recent written evaluation, to jog your memory. Think about such things as how well you worked with colleagues, completed tasks effectively under deadline pressure, or approached complex documents, and jot down your thoughts briefly. You can work on sentence wording and structure later.
Describe your achievements along these lines and be as specific as possible. Even an example or two will help support your descriptions and bolster your confidence. This exercise will also come in handy when interviewers ask about your accomplishments.
Hope this helps... good luck!
Posted by: Audrey R. | Apr 2, 2008 12:28:41 PM
Like Susan, I am a professional resume writer - and I agree with many of her points. The resumes I generate have a small section on duties and responsibilities and a larger section on achievements (bulleted). Career changers, in particular, need to ensure the new industry understands the former industry in generic terms. The same is true for Military transitions, one of our specialties. Jargon and acronyms will put your resume in the circular file!
Posted by: Doris Appelbaum | Apr 2, 2008 1:16:24 PM
I worked for a wholesale food distributor for almost 7-years managing a tobacco route. I did a great job, the route was profitable and I got good reviews. I subsequently moved into the warehouse and met with disastrous results. It didn't work out with my new supervisor although all indications lead me to believe that it would. I didn't get the support I needed to succeed and essentially failed at my assigned tasks. My only recourse was to leave and they seemed to be relieved that I did. I'm not a failure but it appears that I did indeed fail. It would seem that 6.5 years of success is over shadowed by a half a year of non-achievement. I do I portray that in a cover letter.
Posted by: Jason Camacho | Apr 2, 2008 1:17:25 PM
A good resume should be like a story. Whilst the achievements are important, setting the scene in the lead up to the achievements is also essential.
I coach all my clients that a good resume should give both a 3-4 line snapshot of the position including its scope and challenges, followed by a strong list of achievements that showcase what you delivered and how you did it! (Remember to keep them short and punchy and start with a power verb to get their attention!)
If you do this well the employer will see what you were tasked with, the circumstances you faced, how you responded and your successes. If they can see what you have done in the past, they know what you can do for them in the future and this is what will get them to pick up the phone and call you!
Posted by: Jill Kelly, Certified Expert Resume Writer | Apr 2, 2008 6:36:08 PM
I follow Penelope's blog and fully agree with her. By the way, you might want to check out her blog. (To the left of this column, click on "the Brazen Careerist".)
Too often, candidates write resumes with long lists of skills and leave off the most important part - the employer benefit. After all, no one wants to read resumes, the less time spent on it the better. After 15 years as a recruiter, it sure wasn't my favorite job. The question I always ask is, "so what?" Try the same on your own resume after each statement, duty or role you've listed. If you can put a specific benefit that an employer can relate to for at least 5 or 6 of these, you'll be miles ahead of your competitors.
The busy recruiters and hiring managers don't have the time to pour over your resume to try to figure out who you are. There's just no time. They don't have patience for clichés or fluff. They want results and they want it fast. Make it easy for them and list your achievements at the top of the fold (top of page one) of your resume.
Posted by: Joe Turner | Apr 2, 2008 8:15:09 PM
Re: Resumes
I think that resumes are highly over rated. They don't really do much for the individual. I sell real estate. I find that a one on one face to face has a far better connection rate than if I just send out a bunch of flyers with my picture on it and a bunch of words. Until you actually sit down and talk to someone....anyone, you are just a name and/or face. It is the personal interaction that makes the connection.
Also, how silly is it? Everyone wants a resume now and then when you get to the interview,,,,if they are lucky enough to get one, the employer wants you to fill out an application by hand. However, the app requires you to write in very small blocks of space. And then those stupid little blocks never allow enough space to fill in the info. anyway. Then, you usually can't read the writing anyway, because the space is far too small to fit all of the info that is required in to it. You would think someone would have come up with a better design by now wouldn’t you???????? Why in the world would anyone want to try to read a hand written app. when they have insisted on getting a resume in the first place and it has a whole lot more info on it, even if it is impersonal? At least it is far more legible. If it is a matter of legality to get a handwritten signature............have the applicant SIGN their name on the resume. Duh!!!!!!!!!!!
Posted by: yvdc17a | Apr 3, 2008 4:04:27 AM
I live in a world that eveybody knows everything. You can speak to various HR people, and they practice what they preach. However, they all have a common goal, HOW IS THE BEST CANDIDATE SELECTED!! In my experience, it is simply "WHAT have you Achieved in your previous employments and how can you help them complete " Their Mission" on " Selecting " the candidate??
In my 20 years +, I have not been subjected to " Textbook " interviews. With this being said, I have been interviewed, for very specific "JOB" sessions. This is not easy. They will ask you how you can help them in the "Short Term & Long Term" goals. TOUGH.
Before you can answer this question, pause. Ask them what their "goals" are for the short term and the long term to be successful in fullfiling their needs. They will ponder the question, and thus, a "dialogue" will commence. It is extemely important to be very well prepared in the innsuing converseration, as you well know that will follow. If you are a "NOVICE", please, communicate this to them. However, focus on your STRENGTHS, and Not on your Weaknesses!! The reason I say this is that as a "Novice",you do not KNOW what your weaknesses are until you have acknowleged them in the workplace!! If the question is asked about your weaknesses, DO NOT give them to much to dwell on. Be truthfull, and let them know that you are a "novice" and are willing to learn about how to "master" your strengths and better yourself to "Improve" on your weaknesses!!
In Conclusion, I "HIGHLY" recommend that we give 90% of what we have achieved and 10% of what we want to learn.
Sincerely,
Eddy C.
Posted by: Eddy | Apr 3, 2008 12:55:53 PM
Hello Joe Turner!!! I could not agree more with your comments!! You are so dead-on! I KNOW there are many jobs out there that I could do, do well and enjoy, but I can't get to the interview, because the only thing a potential employer knows about me is this piece of paper. You can't get to know a personality unless you experience it in person. Many potential employers do not know what they are missing by dismissing me based on the resume. It's not that I don't have a good resume...I do, but if an employer is only looking for an expereinced person...well then! How is one to get the required experience if no one is willing to take a chance and hire someone that is highly capable and willing to be trained for the position they seek.
You go Joe Turner!!!
Posted by: Charlotte | Apr 3, 2008 1:16:59 PM
Yup! Joe Turner and Eddy both hit it square on the head! The RESUME will hopefully lead to an INTERVIEW. The resume review process SAVES the employer the time of interviewing ALL applicants. But it's so hectic now that employers don't even want to commit PEOPLE to review resumes! (Look up Trovix, Silkroad Technologies, and others.) They want to press a button to get the optimal applicant. OK, now what format resumes do these parsing machines want? How about defining several standard resume formats that these machines can digest easily? Likewise, since from this thread it is obvious that one type of resume DOES NOT fit all, let's define several standard resume formats that suit each type of HR resume reviewer. These could be "A" for Achievement (the abovementioned Context-Challenge-Actions-Results format), "D" for Detailed (abovementioned daily activities), and I'm sure we can think of others! This format preference should be listed in job postings. OK, Let's hear it now, HR folks! Why can't this be done? It will make things easier and more efficient for all of us. The Applicant almost never knows who will first review their resume or their preferred format. While you're at it, make sure ALL applicants receive at least a verification that their application or resume has been received, even if it's automated. It's a matter of common courtesy which is now almost unheard of. "Do unto others..."
Posted by: Seeker | Apr 4, 2008 1:17:12 AM
I don't think achievements are all that matter on a resume. People not only look at your achievements but also your work history, your education level and your professionalism level.
Posted by: Richard Rios | Apr 4, 2008 11:19:23 AM
I haven’t read every opinion so I hope I am not repeating something that has been said. I did see a post about it possibly being industry specific which is probably true. However, when you talk about occupations that have true day to day national and/or global implications accomplishment is everything once you reach a certain level. Earlier in my career people cared where I had been and what my responsibilities were. Once I passed middle management neither of those things mattered. I recently put my resume together (after many years) and included a career highlights page. A couple head hunters told me that it was a waste of time but every potential employer has told me they didn’t need to read the rest of my resume because they were familiar with my accomplishments and/or said my short summaries of my work summed up how I think.
Maybe it is because of my industry that has its own trade press and is highly visible (Advertising). However, I have heard the same things about Investment Banking and Law for example. Employers might not know who you are, specifically, but they know the industry and the results of your work. They don’t care where or how you did it (as long as you did it ethically of course) – Only if you did it successfully. If they want to know "how" they are most likely looking for you to bring in new methodologies in which case they brought you in because of your results.
Posted by: Jonathan | Apr 4, 2008 7:14:45 PM
I agree with Richard Rios. When your working contract assignments, it is even harder to list achievements in a number or quanity. Your achievements are the many different tasks that you have done for various clients. Obtainining and using many technical skills are achievements. Not everyone is in marketing that can state a increase in sales. You have to sell the employer or client that you already have the skills that are needed for the position. Giving him numbers or dollar signs will not answer his need, but worked performed will.
Posted by: Contract Pro | Apr 5, 2008 12:14:22 PM
I've sat on all sides of the desk: as an executive recruiter, as a hiring manager, and as a candidate.
Managers are hiring people to solve problems - that's the first thing they are looking for in a resume. So, on first read your resume must present the credentials: programming languages, platforms, associations, education, former employers... whatever the hiring criteria, your resume must have it in easily readable form. You will only have a few seconds to catch the eye of the reader before your resume is set aside for the next one in the stack (or inbox).
Once you pass that hurdle, then you must pass the "whole person" test; this is where your story must be told. The chronology of your career must make sense. This is where the "beef" must be.
But don't miss the first hurdle and get tossed in the reject pile! You can try so hard to tell your story that your resume doesn't pass the readability test and never gets read.
Posted by: Steve Ratliff | Apr 6, 2008 10:04:08 PM
The difficult thing, I find, being back in the market after 8 years, is knowing which of the contradicting rules to follow. Do you make your resume full of key words so you get picked up by the mechanical readers? Do you put accompishments up top? Is an objective that tells the employer what you can do for them the best way? I've read so many different things and revised my resume several times but I'm not getting to many bites for work I could do but I don't have the "traditional" background for. I wish employers were tell what they are looking for - I worry about getting passed over for the wrong reasons...and wish someone would decide what the final rules are!!
Posted by: Susan | Apr 17, 2008 5:01:48 PM
I think achievements are important. But there are two classes--there are the awards that anyone can win that have empty slots each year that will go to people, and there are things that a person's done to go above and beyond, such as innovating a new process or something like that.
I think they're vital. Along with showing what someone does, it's good to help them stand out.
Posted by: creativelyselfemployed.com | Apr 26, 2008 5:10:00 PM
