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Like you, Iâve held positions where Iâve been part of a hiring team and
have reviewed many a resume. I believe there is a time to be conservative
and a time to be flashy, or unconventional.
I've read a lotâand continue to readâabout resume formatting in this modern
age. First and foremost, applicants donât always know when their resume
will be machine-scanned for keywords, and possibly rejected, before any
human has a chance to review it. If a machine can't scan it, the candidate
is summarily rejected; rarely is there a second chance.
Opinions will always vary widely regarding length. For my line of work, I
still believe the condensed two-page resume, laid out in a traditional
format, is best. I grant you that, given this imposed space limitation, it
has a been an ongoing challenge to convey the many ways in which Iâve
contributed to enterprises with which Iâve been associatedâhence my choice
of margins, typefaces, sizes, and overall layout. On the flipside, my
resume has impressed enough companies to want to engage with me (including
[company]), so why change what works? I continue to seek ways to improve it, but
Iâm hoping that my <company> candidacy will make this a moot point.
As for LinkedIn, a complete profile there serves a different purpose than a
resume. Iâve used it as a platform whereby I can tell a much broader story.
However, many LinkedIn consultants would proclaim that my profile is far
too long; Iâve taken this into consideration but have yet to act on it.
On Thu, Jan 1, 2015 at 9:54 AM, Peter Neilson <neilson -at- windstream -dot- net>
> Admiral Hyman Rickover invented the stress interview (or so I have heard),
> in which the candidate (for nuclear submarine operations or command) was
> subject to unexpected difficulties, such as an impossible chair. His
> purpose was to see what you did.
> My very first interview with a high-tech company, when fresh out of
> college, was a stress interview, but I did not know that until years later.
> The result of the interview was that I declined to be employed by them.
> Perhaps they were looking for COBOL programmers who could command a
> submarine, but I doubt it. Instead I think that they merely had one of the
> Admiral's deck hands doing interviews.
> Selection does not always work out as expected. For example, when you do a
> telephone survey or a computer survey, you get responses only from those
> with phones or computers. ("Dewey Defeats Truman") When you do a stress
> interview you get rid of those who reject the technique as unethical.
> On Thu, 01 Jan 2015 02:16:42 -0500, Dave C <davec2468 -at- yahoo -dot- com> wrote:
> Iâm not Elisa nor do I play her on TV. (c;
>> I think she is saying that it is possible that the critique of Chrisâ
>> resume was done strictly to trigger a reaction and watch how he responds,
>> how he âdefends his workâ as someone said. Judging his character and
>> professionalism, as it were.
>> Then again the guy might just be a jerk and Chris should run away. Fast.
>> It has struck me that this is a fine group of people who have come to the
>> aid of one of their own and offered many perspectives and creative
>> suggestions. A fine collection of talent. Iâm learning much here.
>> Chief Lurker
>> Elisa, could you explain what you mean by your comment?
>>> "In a case like this, I would not rule out the possibility that the
>>> of the resume is a red herring."
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