When it comes to job applications, it can be pretty daunting to decide exactly what information to include. Candidate applications contain all sorts of information, from education history to career objectives to most recent responsibilities. As the rise of AI recruitment measures and even more extensive pre-hiring processes drives the job search to even more exhaustive lengths, job seekers need to know what to do in order to retain visibility among the waves of other applicants.
So, does some information help candidates better stand out among the crowd? To lend their insight, we asked 12 members of Forbes Human Resources Council to discuss the single piece of information on an application that tells an employer if they want to interview an applicant or not, and why that component is so important. Here’s what they had to say:
1. Stable Work History
When reviewing a resume, it is important to review the past work history and how long the candidate has stayed with a company. Candidates who do not have a stable work history and switch jobs every other year, may not stand out to the hiring manager who is reviewing the resumes. Typically, candidates with a stable work history demonstrate commitment and the ability to grow in their position. - Debi Bliazis, Champions School of Real Estate
2. Career Progression
A person’s career progression tells such an interesting story of where they have been, what they learned and what has shaped who they are today. It’s not just about promotion, but rather understanding how the culmination of their experiences — knowledge of industries, skills, leadership, exposure to different cultures and business models — uniquely prepares a person for their next opportunity. - Alina Shaffer, LivingHR, Inc.
3. Actual Results
I look for real results on a person’s resume or profile. There is a big difference between being “responsible” for something and actually delivering results. “Responsible for increasing revenue” is fine. But “Drove the sales organization to achieve a 25% increase in top line revenue resulting in a 15% bottom line increase” is a real result. I’ll take that over responsibilities any day. - Stephen Lowisz, Qualigence International
4. Hobbies And Charitable Work
Personal interests, such as hobbies and charitable work, give me the best insights as to who the person is, not just what they've done. It's the quickest way to sense culture fit and put a candidate at ease as they are talking about their passion. - Kristin Williams, Ultra Mobile
5. Connections In Common
I'm looking for connections we have in common — people we both know, professional organizations we participate in and evidence of the person taking the initiative to join and lead relevant projects outside of his or her workplace. No matter what the resume says, getting insights from a mutual acquaintance carries significant weight in helping me make a hiring decision. - Joyce Maroney, Kronos Incorporated
6. Recent Relevant Experience
Since we're narrowing it down to one thing, I'm looking at most recent work history, say over the past five years. It needs to be relevant to the job they're applying for. Education (which shouldn't be a requirement anyway, but that's a topic for another day), career objective, etc. make no difference to getting an interview in general and are mostly just talking points to possibly break the ice. - Evan Lassiter, Contino
7. Why They Want The Job
The answer to that question tells me everything. How enthusiastic are you about my company and this job? It tells me if this job is an aspirational move or a role you have succeeded in before. Sometimes people making sideways moves make great hires, but if they don't explain why they want the role then they will get overlooked. Where possible, make sure you put this in all your applications. - Karla Reffold, BeecherMadden
8. Problem-Solving Skills
Personal achievements are key. Every application will spell out what a candidate did in a prior role. But what did he or she accomplish there? How did the candidate make a difference? Achievements can pertain to problem-solving, opportunistic growth, implementing a game-changing process, etc. When a candidate includes evidence of the positive results of his or her work, it jumps off the page. - Genine Wilson, Kelly Services
9. The Desire To Learn
A candidate’s education, training and work history are important, but these won’t determine his or her success in future roles. The common denominator all successful employees share is the desire to learn new skills, acquire knowledge and take on challenges. A candidate with a demonstrated history of progressive learning throughout his or her career will likely outperform others once hired. - John Feldmann, Insperity
10. Increased Levels Of Responsibilities
While tenure is something I look for, I want to see candidates who increase their scope and level of responsibilities. This applies to both high performing individual practitioners as well as those who follow a management track. It shows me they take their career path seriously and, if hired, will be an actively engaged member of the team. - Cat Graham, Cheer Partners
11. Consistency
Consistency is key to many different parts of a resume. It is important to look for both good and bad consistencies. Are they consistently in the same type of position? Or are they consistently changing career paths? This will tell a lot about how dedicated and focused an individual is on their professional growth. Consistency is also important in the layout of the resume. - Tiffany Jensen, Pure Grips
12. Passion
An application should tell a career story. If I had to determine an interview based on one piece of information, it would be the ability to identify a candidate’s passion through experiences. If you can recognize passion from a piece of paper, you can paint a picture for a candidate in a role and ultimately your company. - Chatelle Lynch, McAfee
