In the business world, the purpose of the resume is to get you an interview. I've been reading a lot of resumes lately as I evaluate candidates for resource requests from my clients. Let me start with something basic: there should be ZERO mistakes/typos on your resume. You should have multiple people thoroughly review your resume to make sure it's tip-top before submitting it. If I see any mistakes on your resume, it's game over. A basic requirement of the job is attention to detail. If you let mistakes slide on your resume, that shows me you will let mistakes slide in your job.
Now let's move on to the people who pass the resume stage and move on to the interview stage. I remember the days of interviewing people in person. External candidates would usually put their best foot forward in terms of dress and manner. Internal candidates were a mixed bag. Some took the position that since we know them, they don't have to do anything special, e.g., dress up, or present themselves professionally. That's yet another rookie move.
My interviews are exclusively online these days and preferably on camera because the client may request resources to be on camera. Here's a free tip for anyone planning to be on camera for an interview: you might want to think twice about wearing that Adidas hoodie. You might also want to set a background so I don't see all the junk you have everywhere in your "home office." Also, if I hear or see you clicking away at your keyboard during the interview, I will assume whatever you are doing is more important than the interview.
In addition to assessing skills and experience and fit for roles, I'm also assessing how candidates will be perceived as representatives of my company to clients. We don't play around in the consultant world. If you have 10 or 15 or 20 years of experience in the industry, then I expect you to be a professional.
Now let's move on to the people who pass the resume stage and move on to the interview stage. I remember the days of interviewing people in person. External candidates would usually put their best foot forward in terms of dress and manner. Internal candidates were a mixed bag. Some took the position that since we know them, they don't have to do anything special, e.g., dress up, or present themselves professionally. That's yet another rookie move.
My interviews are exclusively online these days and preferably on camera because the client may request resources to be on camera. Here's a free tip for anyone planning to be on camera for an interview: you might want to think twice about wearing that Adidas hoodie. You might also want to set a background so I don't see all the junk you have everywhere in your "home office." Also, if I hear or see you clicking away at your keyboard during the interview, I will assume whatever you are doing is more important than the interview.
In addition to assessing skills and experience and fit for roles, I'm also assessing how candidates will be perceived as representatives of my company to clients. We don't play around in the consultant world. If you have 10 or 15 or 20 years of experience in the industry, then I expect you to be a professional.