How Recruiters Want Résumés Formatted

Résumés FormattedIs there a preferred format for the executive résumé, a way recruiters and hiring managers want it?

According to the Head of ExecuNet Career Strategists, there certainly is a preferred format. It should be chronological, with metrics not in a separate section but incorporated into each of the various roles.

What’s often overlooked in an introduction – sort of like an executive summary. The introduction should, of course, have your name and contact information, but beyond that, it should have your value proposition, 4-5 accomplishments, and 20+ keywords.

Then you get into the experience section. Here you identify the company you worked for, what it does, your title and how long you worked there. The reader will want to know what problem the company had that led to you being hired. You were the solution to a need the company had, so it’s important to identify how you met their need. Don’t tell them what you did. Instead, use metrics to support how you made an impact and made things better by being there.

Listen to this excerpt from a session of ExecuNet Master Class to hear Don Weintraub talk about how recruiters want résumés formatted.

William Flamme

William Flamme

William Flamme is ExecuNet's Marketing Content Manager, where he is responsible for developing engaging career, job search, and leadership insight and delivering executive-level content across the various properties under the ExecuNet brand. Prior to joining ExecuNet in 2008, Will earned a master's degree in education and taught fifth grade and sixth grade. As a teacher, he deepened his appreciation for the written word and mastered skills necessary for managing writers who sometimes view deadlines as homework.

2 Replies to "How Recruiters Want Résumés Formatted"

  • Kamran Khan
    March 30, 2018 (7:17 am)

    Very logical and solid line instructions for resume formatting. Thanks for sharing!!!!

  • Michael A Morton
    October 31, 2017 (1:51 pm)

    Thank you! Very practical recommendations, especially the “legacy” idea. Michael Morton