Mark J. Landay, managing director of Dynamic Synergy: I look for career progression, increased responsibilities, growth, and overall consistency and success. In a resume, as is written in every career book, I like to see personal results and no lies or embellishments. It's a big mistake to misrepresent education. It is one of the easiest things to check, and if someone is willing to do this, they are likely to have less desirable scruples in other areas. Other examples of distortion are: the individual contributor who makes it sound as though he ran or managed a team; the "western regional sales manager" whose actual title was "account management;" the person who says she was promoted three times in four years but just put that last job on her resume (implying that they have been in a senior-level job for four years).
Allan Brown, resume writer and LinkedIn expert: Although digital is an industry of serial entrepreneurs, hiring managers are looking for someone who will stick around. Stressing entrepreneurial spirit is a negative -- it implies that the candidate may leave for the next great opportunity.
Matt LeBlanc, regional manager of Filter LLC: First of all, I'm not a big fan of objective and goal statements on resumes. Be as detailed as possible about your skills, and, ideally, the resume should help tell the story about where you've been and what you've done in the digital game. If you are a project manager, talk about the tools you've used and the efforts you've led, and include detail about technologies, platforms, and success stories. Drop names (people and companies) and evangelize your passions. This is your chance to tell everyone why you love digital. Two more quick tips: Unless you got a 4.0, don't put your GPA on your resume, and don't overly design your resume even if you're a designer.
Ingham: While years of experience can often be greatly desired, there is something scary about phrases like "more than 20 years or experience" when someone is applying for a current position in the digital industry. Since our industry changes so quickly (and is, indeed, in the midst of another significant cycle of growth and development as segments like mobile and video reach maturity), hiring managers are looking for candidates who are current with the latest technology and sales and marketing trends. So if you started in the print world many years ago, that part of your experience may be helpful in some ways, but it isn't your lead attribute for a digital position. It is much smarter to lead with information that reflects a current understanding of the uniquely complex digital world (whether it be a sales, marketing, technology, creative, or operations position that you seek). Be careful how you handle a long tenure in our industry. Positioned correctly, it is a strength. Positioned incorrectly, it can indicate you are mired in traditional experience and may not be as nimble in the digital environment as our industry requires.
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David as always you're tips were excellent especially if you're not a round peg for a round hole. I will tell you I find that --- Allan Browns statement - Brown: When I see resumes from candidates in the digital space that have had five or six jobs in 10 years, it reflects bad judgment and a lack of commitment. - - to be an insult! Especially when one understands that this industry is changing every day and how can you make that comment when take into account the average job in digital lasts between 13 to 18 month's and senior position less then a year and some jobs descriptions not being here last week. As well as funding, when your in a start up. But then again Mr. Brown is a professional and his comment does shows the thought processes that those who have "evolved” with the market and skill set have to contend with. To me, this as much discrimination as using age, sex and race as measure of employ-ability of a candidate. It's a shame that so much talent is held up because of an out of date belief system.
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