-----Original Message-----
From: tekjobs [mailto:bob@tekjobs.com]
Sent: Thursday, August 22, 2002 5:50 PM
To: Resume Doctor
Subject: "Pet Peeves" Recruiters Have About Resumes


"Pet Peeves" Recruiters Have About Resumes

1. Too long. Longer than 4 pages. Gives too many details for jobs than are more
than 5 years old.

2. Font size is too small (Arial 8, Times New Roman 10, etc)

3. Resume is in boxes

4. Resume is in WordPerfect instead of Word.

BOB MOORE
computer Recruiters, Inc
818 704 7722
www.tekjobs.com
http://webs.topechelon.com/itjobsonly
bob@tekjobs.com

-----Original Message-----
From: BNoehren@aol.com [mailto:BNoehren@aol.com]
Sent: Thursday, August 22, 2002 5:45 PM
To: Resume Doctor
Subject: Pet Peeves

My Resume Peeves

1. The resume doesn't say anything that tells me exactly what they do.

2. Terrible misspellings

3. Obvious typos


Bruce Noehren
J. Douglas Scott & Associates
(402) 496-5332
bnoehren@aol.com

-----Original Message-----
From: Kathi Bradley [mailto:kathi@bradleyresources.com]
Sent: Monday, July 22, 2002 12:30 PM
To: 'Mike@ResumeDoctor.com'
Subject: Resume Pet Peeves

My Resume Pet Peeves


Being a Recruiter, and working in Recruiting, Staffing, Human Resources and Corporate for many years, I have seen a variety of trends and versions of resumes. Basically, what I want and need to see, along with my clients, is a clean, clear, non-cluttered looking resume, with precise and direct information relating to the candidates background, skills and experience. Items which can be assumed (reference information, etc.) or "fluffy" items (such as hobbies, family activities and religious preference) should be excluded. Currently, I need to change or reformat resumes approximately 95% of the time before submitting them to my client for consideration.

My top 3 "pet peeves" regarding resumes would be:

1. Work related experience listing timeframes are left open or there are "gaps" in the work history - sometimes several months. Experience should only go back about 7-10 years, listing only specific “job related" items.

2. Too wordy or fluffy - also listing unnecessary explanations for job changes, lay off's, etc. This information can be explained in the recruiter/client interview with the candidate if required.

3. Formatting should be in simple, plain text, eliminating any special fonts, tables, graphics
or pictures.

Kathi Bradley
BRADLEY RESOURCES
Professional Search Division
Office: (925) 978-JOBS (5627)
Cell: (925) 783-7501
kathi@bradleyresources.com
http://www.bradleyresources.com