Debunking some of the key myths surrounding the Australian Résumé

Everyone has his or her opinion on what should, or shouldn’t, be included in an Australian résumé.  In this article I debunk some of the prevailing myths about résumés created for the Australian Market place.

Myth One -A résumé is about YOU

If you think your résumé is about YOU, you need to start thinking about this document in a whole new light. NO a résumé is not about YOU – it is about what YOU can offer THEM! That is – the employer, recruiter, agency and selection panel members (if applying for a government position).

Once you understand this vital principle, then you can start creating a document that meets the needs of the employer.

Myth Two – Only include your last ten years of work history

This is one myth that needs to be busted, as not including older work history could mean you undersell yourself. While you should not include old work history that does not value add, you should be including work history that supports your focus and value proposition.

Yes – it is true that the majority of readers of your résumé will be most interested in your recent experience, BUT there could be real value in going back further than 10 years. Perhaps you want to include older work history that includes working for well-known prestigious companies. Perhaps you have an impressive list of accomplishments in a position that you held 12 years ago. Don’t stop at 10 years if this experience adds value. The 10-year rule is a rule that can and should be broken, if you can strategically incorporate material that enhances your application. Think carefully about what should be included and how much emphasis you put on your older work history. For example, you could focus on your achievements in previous positions and screen out early dates, by providing a summary. If there is solid reasoning behind including older work history – then include it!

Myth Three – Résumés should be limited to 1 or 2 pages

If you undertake a search on how to prepare a résumé, so often you end up on career sites that make a strong suggestion as to the length of your résumé.  Please IGNORE those sites that advise you to limit your résumé to one or two pages. These are usually American or UK sites where the recruiting practices are different from those prevalent in Australia.

Instead, focus on a résumé that truly reflects your skills and experience and even if this takes five pages, so be it (unless a page limit is imposed by the employer). HOWEVER, make sure you don’t waffle, and don’t include information that is not required, repetitive, or irrelevant.

Note: The average length of résumés I professionally prepare for clients is usually anything between three and four pages. This length is usually more than adequate, even at the very senior executive level, and I can include all the relevant details required by employers. So if your résumé runs into six or more pages, it is time to refine your current document.

Ways to prune:

• Make sure you address the needs of your audience. Ask yourself – is your information relevant to the position, and is it something the employer would be interested in? For example, a long list of hobbies is probably irrelevant unless they relate to the position.
• When addressing the needs of your audience, ask yourself – is this information critical? If it was left out, will it jeopardise my application?’
• Delete concepts that repeat themselves. For example, don’t repeat the same duties for each employer you worked for.
• It is not necessary to include all your work history, going back to the ‘year dot’. Not only will this age you unnecessarily, but also much of your older work history will not add value.

Remember, your résumé isn’t your biography and it is unnecessary to include work history that is not relevant to the position.

Myth Four – A résumé should include a strategic objective

I don’t like career objectives and only occasionally utilise them – for example, for a career changer or new graduate. The reason is because a career objective is entirely focusing on

YOUR needs, rather than the employers! Since the most effective résumé is focusing on the potential employer’s needs, why focus the prime real estate space of your document on what you want? (That visual centre, 1/3 down on the first page of your résumé, is where the employer will typically stop first so this is where you should pack your biggest punch!)

A better alternative is to include a Profile, an Introduction, or Qualifications and Experience summary. That way you can really provide focus on the value that you offer the employer.

This critical, but subtle difference might just result in you securing an interview.

Myth Five – Résumés MUST thoroughly describe the responsibilities of each position.

I love busting this myth because it is so prevalent. The answer is no, you don’t need to thoroughly describe the responsibilities of each position. In fact, many of the résumés I create focus entirely on putting my client’s experience into context. For example – number of direct reports; budgets managed; areas of management authority; and scale of company or project.

Then I simply outline what my client achieved.

This also applies to the WIFM principles (what’s in it for me). Employers are looking for someone who solves business problems, meets challenging goals and produces the desired results to improve processes or increase profits.

When outlining responsibilities, all you are stating is what you were supposed to do. Not what you actually did, or achieved, or what value you bring to your new employer.

So focus on documenting your consistent ability to achieve results, rather than long and boring lists of duties and responsibilities within your résumé.