Why job seekers use 1-page resumes
While it’s true that recruiters and hiring managers prefer to review resumes that are scannable and concise, substance is more important than length. There was a time when job seekers needed to fax or mail their resumes, so they made great efforts to shorten them to only a page in length. This ensured they didn’t lose part of their resume due to a fax machine error or if a page was misplaced.
Many applicants still believe they need a single-page resume, but it’s okay if they include a second or third page now. There are many reasons that applicants may choose to submit a longer resume.
When should candidates have a 1-page resume?
A 1-page resume is the best case for candidates who don’t have a lot of work experience. Job seekers looking for entry-level positions are more likely to fit all their information on a single page because it mostly pertains to their education, academic achievements and internship experience. As people gain more experience throughout their careers, they may no longer be able to provide all the information you need to decide if they’re a good fit on a single page.
Can a resume be two pages?
If someone has worked multiple jobs and received recognition throughout their career, they may dedicate an entire resume page to their achievements and past positions. This lets them also include their degrees, certifications and advanced education on the first page. Providing more information about their work history lets you see how relevant their experience is to the position they’re seeking and whether they have the skill set you’re looking for.
Resumes are normally submitted electronically, so candidates no longer need to worry about whether they can condense all their information to a single page. Recruiters and hiring managers can still scan a well-written resume with ease, even if it exceeds a page in length.
When you might see a 3-page resume
If you’re looking for a senior position or need to hire an executive to fill a role at your company, the potential candidates may have accumulated a ton of experience. They may have also pursued advanced degrees they’d like to highlight on their resumes. Some positions require pretty specific skill sets, so a programmer might include how much experience they have working with each coding language or program.
What to look for on a resume
Rather than focusing on the length of a candidate’s resume, pay attention to how the information is organized and presented. Resumes that are easy to scan and digest reflect extra effort and professionalism, making them stand out instantly. Check how much of the information is relevant to the role you’re looking to fill. Just because a candidate has a lot of work experience doesn’t mean they have experience that applies to the role.
Some things you may look for when reviewing resumes could include the following:
Anything that appears disingenuous
Candidates may attempt to impress you by exaggerating on their resumes. Be careful with resumes that appear as though the skill sets are way too good to be true or not realistic for the amount of education and work history the candidate has. See if the candidate has included stories that back their accomplishments and look for honesty in resumes.
Inconsistencies
Note if the resume doesn’t explain employment gaps or things aren’t in order. This often signals that the candidate has something to hide about their work history or isn’t being completely honest with you.
How the candidate has progressed
When you review a candidate’s job history and experience, a story quickly unfolds that reveals how reliable, determined and resilient they are. Candidates handed more responsibility with each new position they take may be better leaders, motivators and communicators than those who seem to be simply getting by.
In addition to reading about a candidate’s accomplishments, pay attention to their past titles. Also, review the key skills needed for their past positions and whether they match the required skills for the role you’re trying to fill.
Keyword searching
Many hiring managers review resumes for specific keywords relevant to the position. Keywords can include character traits, skills, job titles, educational requirements and certifications. When reviewing a large number of resumes, this process helps eliminate candidates who don’t have the required skills and intangible assets you’re looking for.
When sponsoring a job on Indeed, our matching technology can streamline this process by providing a comprehensive pool of candidates with the necessary skills, experience, and qualifications based on your job’s criteria.
Social media presence
More companies are researching potential hires by searching for them on social media. It’s becoming common for people to include their social media information on their resumes to make it easy for employers to find them, and some businesses hire people through social media searches. You can tell a lot about a candidate’s personality traits, what’s important to them and if they’re motivated to succeed by what they’re posting on their social media accounts and how well they interact with other people.
Relevance
You can tell how much time a candidate has put into their resume by how relevant it is to the job posting. Those who are most interested in your position and driven to get the job will take the time to tailor their resume to your post. They will communicate how their skills can benefit your business and how they can help you realize your company vision and goals.
Resumes vs. cover letters
Job seekers may want to sell their experience and skill set by including a cover letter with their resume. This is an excellent way for them to show you how interested they are in the role and why they’re a great fit. When you receive a cover letter, make sure that it’s not just repeating the same information provided in the resume.
If a candidate has written the cover letter correctly, it should be short and to the point. It should show they researched your company and reflect that in their reasons for seeking the job. A good cover letter also explains what benefits they bring to the table if you add them to your team.
The bottom line
Job seekers may submit 2-page resumes for many reasons, and you don’t need to disqualify a potential candidate because they didn’t have a 1-page resume. What’s more important is how relevant the resume is to the position you’re trying to fill and whether it’s scannable, honest and reflects the skill set and experience you’re looking for in an ideal candidate.
