How long should my resume be?

Trying to compress a lengthy resume into a single page is, at this point, a professional rite of passage. We’ve all done it - combined bullet points, removed perfectly valid work experience, and skipped over contextual elements that would otherwise complement our background. But is this minimization of our professional history really necessary? In this day and age when printed resumes are all but dead, does the single page resume still hold power? The short answer is no, it isn’t necessary to cram a lifetime of professional achievements onto an 8x11” piece of paper. That is, unless your professional history has been relatively short. Keep reading for the optimal resume length given your career and aspirations:

What recruiters like to see, according to science.

We’re not the first people to ask this question - in fact, the question has been hotly debated since the invention of the resume, and especially contentious since Applicant Tracking Systems (ATS: ...
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5 unconventional ways to leverage your Millennial workforce

The last thing we want is to generalize a few statistics to an entire population. We’ve worked with enough millennials to know that a cherry-picked selection of trendy research does little in the way of describing their lived experience, capturing their desires, and painting an accurate picture of their values. More than that, generational statistics are more often than not used as grounds to belittle or degrade the ‘offending’ generation - millennials are frivolous and ambitionless; Boomers are power-hungry and domineering. What we’ve done is collect key statistics that do the exact opposite; we’re showcasing what makes millennials excellent and innovative workers - and why you need more of them in your workforce. 1. Millennials love their work - so long as it loves them back Millennials are unusually value-driven; they want a company that

Early career professionals are taking on temp-to-hire

We know what you’re thinking: why take the risk? Why not just wait for an ideal permanent position? We’re asked this question every day. And no, we don’t have a vested interest in you taking a temporary position over a permanent role. The answer is simple: temp-to-hire allows you to fearlessly experiment with new software systems and/or company sizes, while exposing you to a larger network in your industry of choice and allowing you to develop your skills. Best of all, it more often than not results in a permanent position at a company that truly appreciates your value. And honestly, no job - temporary or permanent - is ever guaranteed. At-will employment means you could be fired at any time for any reason. So how do you want to spend your time - at a job that will superdrive your career and challenge you anew, or a job with little movement or opportunity for growth? You tell us. Why do companies opt for temp-to-hire? Temp-to-hire is not atypical and it should ...
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Savvy companies take a different approach to negotiations

Every fresh headline strikes new fear in the hearts of leaders and hiring managers nationwide; ‘2.4 million jobs projected to go unfilled in the next ten years;’ ‘45% of employers reporting extreme difficulty filling roles’; ‘unemployment at lowest rate in five decades’ - the list goes on. In this crazy competitive climate, skilled candidates are empowered to bid up offers, pit companies against one another, and ghost as they please. Hir...
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A job seeker’s guide to marijuana testing

Yes, marijuana will show up in your drug test. And yes, companies still care. Surprise, surprise - just because you live in one of the states that have legalized medical or recreational marijuana (10 states and 33 states, respectively), doesn’t mean you’re in the clear when it comes to pre-employment drug testing. Despite tacit approval for recreational marijuana and widespread support for medical use, companies still rely on drug tests to validate their hiring processes. As recruiters, we speak with hundreds of candidates every month - many of whom believe themselves ‘safe’ from discrimination based on marijuana use. This simply isn’t true. Don’t let your dream job slip away in the last stages: here’s everything you need to know about marijuana testing in today’s post-legalization world. The basics: risks, rules, revelations. Marijuana...
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The death of the pre-employment marijuana test

While drug tests may have, at some point, served as a litmus test for which people are dedicated, focused, and – with no better way to put it – law-abiding, it is now an expendable and potentially unethical measure that does little but limit your candidate pool. To be clear, Proven Recruiting does not condone drug use of any kind. I’ve built a company that is fiercely dedicated to employees’ well-being. And yet, this company – a company whose sole purpose is to identify and engage talented professionals – does not drug test our internal workers. From a purely business perspective, it doesn’t make sense to unquestioningly reject a huge portion of the population - especially in today’s tight labor market. A 2018 Gallup poll found that two-thirds of Americans favor legalizing marijuana. While it’s unlikely two-thirds of Americans ac...
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Counter offers: necessary evil or desirable endgame?

Most counter offer articles hinge on one magical statistic – 60% (or 75% or 90%, depending on the source) of people who accept counter offers leave their company within 6-12 months. These articles, unsurprisingly, are written by recruiting firms. They are also devoid of sources or concrete studies to support their claims. In our extensive research, we haven't been able to uncover a single study to back this commonly quoted statistic. What’s different about this post? We’re also a recruiting firm, and we also don’t want you to take a counter offer; accepting a counter offer means the hours spent finding you a job, coaching you for the interview, debriefing, and negotiating with the hiring manager, were for nothing. And yet, it is in our best interest to encourage trust. So in the spirit of full-disclosure, here’s what you should really know about counter offers - the good and the bad. Counter offers aren’t all bad. Few things are ...
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Forget the talent shortage: what leaders are missing about hiring

The current state of hiring is predicated upon a fundamentally flawed idea; that people can and should be judged almost solely on their present-day skills and experience, and that that limited judgment will allow you to identify the best possible person for your company. What’s going wrong here? To start, this assumption ignores a wealth of information that is likely more predictive of a person’s future performance than skills or experience ever could be. That is - their character, their soft skills, and their willingness to learn. Grit. Gumption. Drive. Cooperation. Leadership. Kindness. Positivity. These are the traits that make for an excellent worker. Resume skills are great - but so-called ‘eulogy’ characteristics are what differentiate your best employees from your worst. Who is your worst employee?<...
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We tried the gender decoder, and the results surprised us.

On the surface, the Gender Decoder seems like an invaluable tool. It helps pinpoint hard-to-identify gendered terms and excise them from your job post lexicon. Based on research from the Journal of Personality and Social Psychology, the software highlights how gendered wording in job posts can propagate inequality by inadvertently excluding one sex or the other. But what happens when words like ‘challenge’ and ‘analyze’ are coded male - and therefore erased from professional job posts? Is that really promoting diversity? As recruiters, we ...
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3 creative ways to take full advantage of your contingent workforce.

Using consultants as seasonal workers or parental leave replacements is one thing. Having them lead an entirely new project or design an original system is another. Too often, companies are restricted by an unnecessarily narrow understanding of what a consultant is – when in reality, they can be whatever you need them to be. According to the Bureau of Labor Statistics, 16.6 million US workers are classified as independent contractors, on-call workers, temporary workers, and contingent workers. Among those 16.6 million people is your next star consultant. Remember, these are highly accomplished professionals, looking to quickly and efficiently leave their mark on your company. Don’t simply use them as a placeholder. Tap into their technical skills, draw from their expertise, and really get your money’s worth. Check out these 3 unusual ways that top companies are using consultants ...
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