The do's and don'ts of applying for jobs in the digital space are changing as rapidly as the industry itself. With each new technology comes a new qualification that recruiters and companies are looking for in potential candidates. In addition, the unique set of skills indicative of an attractive digital applicant means that a resume highlight for a traditional gig, like decades of experience, can become a disadvantage.
To get your dream job, you have to not only get your foot in the door with an excellent resume, but also ensure that your online presence is up to par. We rounded up five experts in the space, from digital headhunters to resume specialists, to give readers the rundown on essentials like what words to use -- and avoid -- on a digital resume, red flags for hiring companies, and the most in-demand skill sets in the industry right now.
Resume pointers
Lynn Ingham, digital talent guide: I have a deep appreciation for a finely worded, clean-looking resume, as do my hiring managers. In a world where the resume gets arguably two to three minutes of a hiring manager's full attention, every single word and phrase really counts. Also, applicants should include achievements and milestones and attach numbers and dates (e.g.: No.1 salesperson; grew territory 110 percent in 2011 and 150 percent in 2012; received 2012 award for creativity, etc.). Any time a hiring manager can match a significant milestone with meaningful business indicators and with recent achievements, a candidate's "currency" grows.
David Greenwald, founder, president, and managing director of i2i Placement: Resumes today need to be written dynamically (and professionally). In addition, they should be structured according to the specific job that the candidate is applying for and customized, as best as possible, to the style of the company. This is simply because hiring managers and HR people are looking for ways to dismiss the candidate, not qualify them. This sounds counter to the objective, but if the resume doesn't resonate and hit on the majority of key requirements, then the applicant is dismissed as a potential candidate.
