Update all prior role in the resume
- If you have not updated your resume since applying for your most recent position, the first thing you should do is include it, as well as any new role.
Check the font and format for consistency
- Having a resume with a professional font like Times New Roman as the right font can make a big difference and will most likely capture the attention of a hiring manager. Ensure that the formatting is consistent throughout and check to see that the font is consistent, indents are even, and bullets line up properly.
Rearrange sections properly
- Depending on professionals with some work experience should rearrange sections properly with skills first then experience, followed by education towards the end.
Add your LinkedIn profile
- Add LinkedIn profile is a must-have for many employers. Access to your profile in resumes can make you a more enticing prospect to a hiring manager and who to bring in for an interview.
Provide hyperlink to your website
- Do not forget to provide hyperlinks to any website where your accomplishments can be viewed. Convert your resume to a.PDF file so that a hiring manager can view any hyperlinks.
Keep the number of bullets for any single position
- When updating your resume, make sure to keep the number of bullet points no more than five as the hiring manager will not read through every single bullet point.
Quantify your accomplishment
- How to quantify your accomplishment? Make use of any numbers you can highlight on your resume. Numbers and percentages are not only appealing to potential employers, but they also give them a better picture of what they may anticipate from you if you are employed.
Update the skills section
- Try and update the skills section you have gained over time. Also, make sure to include any new hard and soft skills you have learned and gained from job experience.
Jobseeker Perspective
A jobseeker updates their resume to highlight relevance and competitiveness. They focus on tailoring skills to match the job description, quantifying achievements, updating recent experiences, polishing formatting, removing outdated details, adding certifications, aligning keywords with the role, and customizing the summary statement. From their perspective, the resume is their personal marketing tool to stand out.
Recruiter Perspective
Recruiters want resumes to be clear, concise, and keyword-optimized so they can quickly assess fit. The 8 updates they emphasize are: alignment with job posting, ATS-friendly formatting, consistent employment history, clear role responsibilities, quantifiable results, industry-relevant skills, professional tone, and removal of fluff or vague wording. Recruiters value resumes that save them time in screening.
Company Perspective
From a company’s point of view, resumes should reflect culture fit and long-term value. The top updates are: clarity of career goals, evidence of adaptability, alignment with company values, demonstration of leadership potential, current certifications, relevant project experience, measurable business impact, and professional presentation. Companies see resumes as signals of whether someone will thrive in their ecosystem.
Staffing Perspective
Staffing firms look for resumes that are versatile and marketable across multiple clients. They suggest updating transferable skills, highlighting industry experience, ensuring consistency across roles, including contract/project work, showcasing technical proficiency, simplifying formatting for ATS, emphasizing reliability/consistency, and tailoring keywords for various industries. They want resumes that can fit multiple openings with minimal edits.
CEO Perspective
From a CEO’s lens, resumes must reflect strategic value and future potential. The 8 updates include: highlighting leadership experience, showing innovation or problem-solving, demonstrating measurable growth impact, emphasizing adaptability in change, showcasing continuous learning, aligning with organizational mission, proof of resilience (e.g., handling crises), and concise communication. CEOs see resumes less as job histories and more as indicators of how someone could drive the company forward.
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