Numbers Don't Add Up. If accomplishments can be quantified, do it-but use discretion. Brandishing borderline performance numbers signals a lack of experience and bad judgment. "Phrases like 'Managed a budget of $500,000' or 'Led a team of two' might catch my eye in a bad way," warns Olaf Weckesser, who recruits for McKinsey & Co. Better to spin it as "Managed company's largest budget." Adds Alexandra DeMarino, a Citigroup recruiter: "If a small number is impressive, you absolutely have to put it in context." Because you can't provide context for academic numbers, don't include GMAT scores below 650 if you're targeting a top firm. DeMarino suggests bragging about nothing less than a 3.7 GPA.
Formality Takes a Vacation. Don't succumb to the informality of e-mail. "If you send a cover letter by e-mail that starts with 'Hi,' it and your resumé will probably end up in the trash," says Cynthia Shore, assistant dean at the University of Buffalo's School of Management and director of its career-resource center. Treat an e-mail as you would a proper letter: Instead of "Hi," write "Dear Mr. Case." Instead of "Thanks," conclude with "Sincerely."
Keywords Are Overused. It's true that recruiters sometimes use scanners to sort through resumés looking for certain keywords. But resumés appear contrived when candidates consciously try to include them. Describing a business-development position using such terms as needs assessment and contract analysis in order to squeeze in more keywords is a misguided strategy. Assume that a person-not a computer-will be reading the resumé. After all, fewer than 25 percent of recruiters even use scanners.
Things Get Too Personal. "If you mention your age, we have to trash your resumé," says Jeremy Eskenazi, vice president of talent acquisition at Idealab!, the California incubator firm. Since it's illegal for a company to solicit a candidate's age, race, or marital status during the hiring process, firms have adopted a "don't tell" policy to avoid potential bias suits. Many won't risk even having it handed to them.
It Looks Too Fancy. "A recruiter who receives resumés in pretty plastic folders will likely toss them," says Dave Opton, former VP of personnel for Sterling Drug International. "I just don't have time to take the damn things apart." Another faux pas: Folding a resumé so that it fits into a standard business envelope. Heavy-stock paper that retains its crease can be a nuisance. Says Opton: "They're easier to store and photocopy if they're flat." Also, don't try to differentiate your resumé with boxes, bars, or ornate lettering. When recruiters see a resumé that's designed differently, they think the person's trying to hide something. Instead, focus on content and your resumé will rise to the top of the pile.
