Résumé Keywords Are the Keys to Be Found

Most of the résumés employers receive either as hard copies or that are uploaded electronically reside in databases. If those databases were in graphic form, each résumé would resemble a lonely tombstone in a cemetery. In the majority of cases, submitting résumés is futile because they get resurrected only if they include keywords—specifically, those keywords used via computer queries made by employers, recruiters, or hiring managers.

Typically, keywords are phrases and nouns that have to do with technical and professional areas of expertise; projects; industry-related jargons; tasks; achievements; job titles; and so on. That contradicts what we suggested years ago by saying that it’s verbs that make a résumé desirable. We now find that an effective combination of nouns, phrases, and verbs is necessary because the human eye is attracted to verbs, whereas applicant tracking systems—the kinds of software used by employers and recruiters—are searching for keywords.

Applicant tracking systems are searching for keywords that appear primarily near the top of the résumé. Therefore, it is advisable to include keywords in the résumé’s first paragraph—immediately after the contact information. Additional keywords should appear in lists as bulleted items in the section that follows and that could be titled Skills.

Appropriate keywords should be harvested from job descriptions or ads for job openings. Commonly, a job description is rich in listing a job’s requirements in terms of skills and accomplishments. For instance, if the position is technical, the ad often lists computer languages, proprietary software, and the like.

Pam Dixon lists such examples in her book Job Searching Online for Dummies, as follows.

Keyword summary, example 1	PROFESSIONAL SUMMARY: Award-winning corporate controller with more than 10 years’ experience in two $500-million corporations. Impressive record in implementing financial record database architecture that saved over $2 million annually. Proficient in Oracle, Prism, Red Brick, and SAP systems, as well as MS Project, Excel, Word, PowerPoint, and FrontPage.
Keyword summary, example 2	SKILLS Languages: C, SQL, C++, Assembler, Pascal Software: Oracle Developer 2000, Informix NewEra, FoxPro OS: UNIX, Windows NT/95/3.11, MS-DOS RDBMS: Oracle7, Informix 7

The inclusion of keywords in a résumé requires a combination of art, science, and, often unfortunately, learning via trial and error. The ideal résumé contains 12 to 15 keywords. On one hand, if it does not have enough keywords, chances of its being found are diminished. On the other hand, too many keywords could put the résumé somewhat out of context.

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The Interview Process Needs to Be Understood

Many interviewers don’t know how to interview, and the majority of candidates are not sufficiently prepared for the test. Because that situation is a given, a candidate can improve the chances for hire by better understanding the interview process itself and the emotional aspects of the interview.

Conversely from what our instinct might tell us, the interview focus is not on the candidate but on the interviewer’s needs and on satisfying them. And by the way, this is done on a competitive basis, because the candidate who appears to be the best fit into the interviewer’s company’s culture and who shows passion and excitement will be offered the job.

This may sound obvious, but beyond the exchange of information and the validation of career facts are a lot of emotions that intrude themselves into the interview process. For example, a candidate’s natural tendency is to walk into the interview and start selling because the clock is ticking. My suggestion, however, is to hold off the selling and instead, start easy talk. Establish a relationship with the other party, and work on strengthening that relationship until the interviewer stops it when it’s time to move on with the interview.

At that point, the interviewer will ask a guided, open-ended question such as, “Tell me about yourself” or “Why are you interested in this job?” because he wants to obtain a point of reference for how the candidate is positioning himself. A candidate who understands the interview process will give a very brief answer to the question and then turn the conversation so that the interviewer starts talking about his problems. After all, this is what the interview is really all about.

The candidate should indeed bring up and interject facts from past professional experience to prove a history of dealing with similar issues and being able to resolve them to the satisfaction of customers, bosses, and others. Make sure you provide such facts, because otherwise, whatever you say is no more than anecdotal hearsay or your opinion. This phase is most likely the crux of the interview, since now, the interviewer is analyzing your candidacy for fit, skills, and character. This is when you have to project lots of confidence. This is what you’re selling, and this is what the interviewer wants to buy.

If you can follow the foregoing guidelines, you’ll improve your chances to win the competition. The last step before you formally accept an offer involves learning the tactics of negotiating a compensation package.

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