How to snag your dream job in digital

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Words to use -- and avoid -- on your resume

LeBlanc: Assuming these are applicable to your direct experience, the following words show you're knowledgeable: emerging media, emerging technology, open source, Agile/SCRUM, presentation layer, mobile, content management systems, middleware, back-end technologies, VR, and AI. Of course, anything that's going to tip off a recruiter, headhunter, or hiring manager as to what specialties you have or have been exposed to is recommended.

Brown: These words and phrases are typically what I look for in a good resume: collaboration, facilitated, trained and developed, dynamic, forward-thinking, and embraces changes. Words I recommend avoiding are: innovative, dynamic, motivated, extensive experience, results-oriented, proven track record, team player, fast-paced, problem solver, and entrepreneurial.

The role of LinkedIn

Greenwald: If there are discrepancies, even the slightest, between the candidate's resume and their LinkedIn or other social media information, it can be the kiss of death. The applicant will generally never know what happened (unless they are smart enough to do a comparison of this info and correct it to the point of complete and total accuracy across all formats).

Ingham: Candidates should be sure that their LinkedIn profiles are a match with their resumes -- dates, positions, associations, etc. The resume should include a link to the candidate's profile, and it is important to note, in this social networking era, many hiring managers use the size of a candidate's LinkedIn connections to gauge how well-connected they are in the industry. Gone are the days when 100 LinkedIn connections looked impressive. A minimal starting place to demonstrate industry connectedness is achieving that golden, shining 500+ status.

I also look for recommendations on a candidate's LinkedIn profile, and I do follow the recommendation to learn more about the person writing it. Recommendations are like "customer comments" and can say a lot about who the candidate is and how they approach their work that a straight resume or profile cannot. Good candidates tap their extended professional networks and ask for this kind of support, and it makes a difference.



LLoyd Berry
LLoyd Berry February 28, 2013 at 11:11 PM

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.