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What Recruiters Look At During The 6 Seconds They Spend On

Your ResumeVivian Giang | Apr. 9, 2012, 12:04 PM | 934,085 | 155

Although we may never know why we didn't get chosen for a job interview, a recent study is shedding some light

on recruiters' decision-making behavior. According to TheLadders research, recruiters spend an average of "six

seconds before they make the initial 'fit or no fit' decision" on candidates.

The study used a scientific technique called eye tracking on 30 professional recruiters and examined their eye

movements during a 10-week period to "record and analyze where and how long someone focuses when digesting apiece of information or completing a task."

In the short time that they spend with your resume, the study showed recruiters will look at your name, current

title and company, current position start and end dates, previous title and company, previous position start and

end dates, and education.

The two resumes below include a heat map of recruiters' eye movements. The one on the right was looked at more

thoroughly than the one ofthe left because of its clear and concise format:

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With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a

resume with a clear visual hierarchy and don't include distracting visuals since "such visual elements reduced recruiters

analytical capability and hampered decision-making" and kept them from "locating the most relevant information, like skills

and experience."

NOW READ: 11 things you should never include on your resume>

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The Water Cooler155 Comments

52 27

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Abbey Sheridan onApr 9, 5:00 PM said:

"The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format."

Vivian, as a professional executive search consultant, I have to ask how the Ladders reached this conclusion, please..?

Most recruiters don't spend much time looking at a resume (primarily due to the sheer volume of resumes and applications received with the advent of recruitmenttechnology). But spending more time looking at a resume doesn't naturally correlate with how engaging and interesting a resume is. The resume on the r ight is farharder to read - at first glance, there's too much information in the first few sentences/ paragraphs to absorb in 7 seconds - and therefore I might have spent moretime looking at the resume on the right merely to digest the same amount of information contained in the resume on the left .

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Vivian GiangonApr 9, 5:17 PM said:

@Abbey Sheridan: Hi Abbey. Here's what the study says:

"This groundbreaking research employed a scientific technique called eye tracking

a technologically advanced assessment of eye movement that recordsand analyzes where and how long a person focuses when digestinginformation or completing activities. The study gauged specific behaviorsof actual recruiters as they performed online tasks, including resumeand candidate profile reviews."

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Ryan (URL)onApr 10, 12:35 AM said:

@Vivian Giang: Yes this is an unfortunate truth in the industry. 6 seconds is an outrageously short time period, and making a decision on'facts' gathered in 6 seconds is just crazy. For most recruiters it is a volume game and that is why paper resums are going to be a thing ofthe past.

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Paul Jacinto onApr 10, 2:04 AM said:

@Abbey Sheridan: @Abbey Sheridan: Hi Abbey, I'm an executive search consultant as well, have been for 6 years.

The main difference between the left and right CVs, even if having the same content, is that the right one has the right form--breaking down the information intosegments using block breaks which allows for easier scanning. The left one has a flowing format, which if I were given a 7-second take on each of the CVs I'ddefinitely feel as if the first one was endless. The 7-seconds should be considered here--recruiters usually take more time and care in looking at CVs EXCEPT incases of volume hires where time 'efficiency' plays more weight.

@Time Woods: In my experience, you have a better chance with Executive Search Recruiters since they're least likely barraged with a ton of CVs, given that theprocess is more on targeted selection rather than a hit-and-miss approach of traditional recruiting which uses job ads that anyone can respond to. So it means thatmore time CAN be devoted in browsing via CVs.

And if I were a hiring manager, I'd go with smaller recruiting firms that can give more focus on my requirements. Plus, smaller firms means that they have lesser

clients, hence broader talent pool to work with. Otherwise, I wouldn't want to work with a firm that poaches from their clients as well, as they most definitely can doit to me.

This exercise is an AID at making your CV more appealing and informative when given a quick look. In today's competitive job market and rising unemployment, Ibelieve that ANY advantage makes a huge difference hence I find the exercise rather interesting and valuable.

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Areyoukidding me onApr 10, 8:52 AM said:

@Paul Jacinto: There is a difference between a CV and a Resume, they are not synonymous. CV is used in fields where research,projects, academics, teaching, publications and education are the experience. Much more space would be used in a CV to explain whatthe research was being used for, where the funding came from, who got it and what the outcome was, much different from a resume. It is mainly used to apply forgrants and Fellowships. It often has information on it that is illegal to ask in the HR community. If your search firm calls your resume a CV then they are trying touse a BUZZ WORD that does not fit and that may be costing you opportunities because HR thinks you do not know what you are talking about. It is NOT up

marketing to call your Resume a CV, it does not distinguish it, it does not make it better and it does not get you the interview UNLESS you are applying for afellowship, grant or publication.
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Showing first 5 of 25 replies. View All

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E Roley onApr 10, 10:16 AM said:

@Abbey Sheridan: When speaking about the Ladders, I think of high priced scams for idiots. anyone who would actually pay for a job isout of thier minds and I would not hire anyone through that media.Depending upon the position, I look for content, realism, format and puncutation. period.just scanning a resume in just a few seconds, is not providing your client with the real services they hired you for in the first place.I do get a lot of complaints about it being a big hurry up and wait game. Perhaps instead, the recruiting world should approach this as, Let's understand what theclient is really looking for in a candidate and then also, really read what is being presented in the form of a potential suitor for your client. Using the "super scan"method is more inefficient, does not provide your client with the best options and lulls recruiters in to a lowered standard.

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Tim Woods onApr 9, 6:17 PM said:

Assuming that this article is true (and I have no reason to question its validity), then this proves an important fact -- recruiters don't spendnearly enough time looking for quality candidates. Considering that the average recruiter makes five figures on every placement s/he makes,sometimes I wonder why they deserve that money. This is especially true considering the fact that I have applied for countless jobs, included the key phrases theyare looking for VERBATIM and still don't a second glance.

If I were a hiring manager (again), I would avoid using recruiters at all costs and rely on myself to source and staff my team whether that is by leveraging my ownnetwork or sourcing/reading resumes myself.

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Nihal onApr 9, 7:44 PM said:

@Tim Woods: Tim, actually most recruiters work on 100% commission and the staffing company typically take 65-75% of the profit perplacement. So a $20K fee nets the recruiter about $6k which about $2-$3k goes toward his salary and the rest is commission.

Also, the demand for hiring is so high, recruiters have to find an efficient way to go through all the resumes while carefully looking for key words, roles, andresponsibilities that would perk a hiring manager's interest. In this market, it's more than just matching skills...it's really finding out what the candidate is looking forand matching the interests with the opportunity. And it's mainly passive candidates that are getting hired for perm position and not the unemployed ones so thestrategy is different.

Reason why all my clients are needing help is that they do not have the t ime and resources to dedicate for filling positions and are way too busy to wade throughresumes, sell the opportunity, setup interviews and negotiate salary.

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Cary Wong onApr 9, 7:48 PM said:

@Tim Woods: @Tim

I'm not sure what field you're in, but I specialize in the Information Technology sector. If you'd like, I'd be more than happy to take a look at your resume andprovide you with some feedback.

cwong at true-source dot com

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Andrew SchneideronApr 10, 11:45 AM said:

@Tim Woods: As a recruiter I have a few comments...

First as a recruiter there are certain things we can tell very quickly, such as your primary industry (financial clients want resources with financial experience) so Ican very quickly see that by a cursory glance at your employers. We also know the there are lengths of employment our clients like, and specific years ofexperience they are looking for. All this information can be gathered in a quick 3 seconds by taking one look at a resume.

Second, you assume it's easy/cheap to find good candidates. Job boards charge fees for access that would not be feasible to give every hiring manager, norwould it be a good use of your time to spend hours going through resumes. For every 10 people you call one calls back. Throw that on top of the fact that 9/10resumes received from a job posting are even remotely applicable for the job, trust me you just want the menu, you don't want to be the butcher.

Hiring managers demand very specific things from recruiters which establishes this sort of behavior. I'm sure if this study were done with hiring managers resultswould be pretty similar...

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ITRecruiteronApr 10, 1:12 PM said:

@Tim Woods: @Tim"Considering that the average recruiter makes five figures on every placement s/he makes, sometimes I wonder why they deserve thatmoney."

Tim,I've been a recruiter for over 5 years now, and I spend much more time reviewing a resume than this article states. If I was going to just throw a guess out there,I'd say about 20-30 seconds, for those that are qualified. How does a recruiter know if someone's qualified? If they are looking for an Infrastructure ProjectManager for example, they'll expect that type of candidate will apply. What the recruiter gets(that's me!) is 75% of applications that don't have the requiredexperience whatsoever(retail manager, construction manager, the list goes on and on). Those resumes, I don't address because even though a candidate can

click a button that says "apply now" and the job site sends their resume, I don't have a button to click that says "reject now" and would rather not reply than to craftan email that will take longer for me to write than it took for me to review the resume or the amount of time it took for that person to apply to the job.I've never worked with any recruiters that are making five figures on every placement. Are those people out there? Absolutely. They're doing executive searchesand are putting in a lot of time screening and vetting candidates. I work primarily in contract and time is of essence. I might find the right candidate in my first callor it could take 70 calls. The great thing about talking to so many people, is that I can build a bench for future positions. If I don't fi ll that position I called you for,hopefully I can find something else for you. I have people that I've talked to for 5+ years that I've never placed.I'm sorry you haven't had the type of response from recruiters that you'd expect. I can make excuses until I'm blue in the face, but that probably won't change youropinion. Good luck in your search and I sincerely hope you find what your'e looking for.

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Another IT RecruiteronApr 10, 5:08 PM said:

@ITRecruiter: Tim Woods has not had the success with recruiters because of his attitude towards us. People like him do not see the valuein working with us and we can usually tell that on the first call. There are enough engineers out there that value my help, and I would rather

give them more than 6 seconds to review their resume.

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7null onApr 9, 9:06 PM said:

the people looking at the left one must have been cockeyed ... why is there a heat map spot in the right margin?

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Brian SmithonApr 9, 9:21 PM said:

@7null: That was when the recruiter dozed off.

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d0ugonApr 10, 12:26 PM said:

@7null: The sensor recorded where they focused their eyes while thinking (digesting). If they are practicing a speed reading (glancing)technique, then the sensor will record little time spent on the actual information gathering process which is what most resume writers areconcerned with. People gaze at all sorts of things while pondering a thought but that is not really important.

"record and analyze where and how long someone focuses when digesting a piece of information or completing a task."

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st8181onApr 9, 10:16 PM said:

To any job seekers reading this, you should understand that this just underscores how resumes are an entirely antiquated part of the hiringprocess. In the 1940s resumes may have been the best available option, but they just dont make sense anymore.I want less information, not more; it just has to be top-notch-intel. Between Linkedin, Facebook and Google, finding the details about candidates is easy.Job seekers must all be reading from the same book, because after you have read 100 they all start to look the same. There are so many Bachelors now that peopleare getting masters just to differentiate, a single letter on their resume: from B.A. to M.A. Its gotten crazy. I read that one study found 35% of resumes actuallylie/embellish about education and training. More than a third?!What do I want to know? Show me that you are smart, that you can learn, and that youll get the job done. Dont tell me show me, I want evidence not pandering. Ina nut shell, businesses and industries are changing so fast that more experience isnt necessarily a good thing. Often for skilled positions, if I see more than 5 yearsexperience, I get worried that the skills wont be relevant. At the same time, I cant go to a client recommending a recent graduate who isnt an obvious hot shot. Ineed proof.

Understand it from my perspective. My reputation is on the line, and if I dont make great placements reliably then Ill lose repeat business. I need to focus on placingcandidates, not looking for customers because I pissed off my last customers.To my peers! A word to the wise: I gave up on resumes in January. I have had great results screening applicants www.cream.hr . I still collect resumes, but file themaway and I just focus on reading the ones on the shortlist. At 6 seconds a resume, it isnt like I am reading them anyway.
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Is using a screening test cold an impersonal? Sure. But when job seekers are applying to 300 jobs a week or more, and often arent even reading the jobdescriptions, there isnt much alternative.

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sharn cedaronApr 10, 7:51 AM said:

@st8181: I had great luck applying to internal recruiters that work for the company. I had terrible luck applying with external recruiters forthe reasons you mention. The external recruiters seem more interested in selling themselves to the client, and they are verydiscriminatory and ignorant. A lot of times they refuse to put up a good candidate for a job that matches simply because they have another candidate they are

sending to that job, or they are trying to bait and switch you to a job you don't want. They are looking for the quick sell, the easy sell. The internal recruiter has adifferent motivation, and is much more willing to take the time to find a good candidate.

The external recruiter is like a used car dealer, the internal recruiter is like a person seeking to buy or sell a car. The external recruiter is a hustler, tends to lie toeveryone, and is only interested in a quick turnaround for a quick buck. Slimy.

Luckily, more and more businesses are dispensing with external recruiters. It is cheaper for them to hire one person in HR to read and scan resumes than to payrecruiter fees. You only have to hire about 5 or 6 employees a year to make a full-time in-house recruiter profitable. In those terms, each position would have 2months of attention from an in-house recruiter, while the external body bagger might give a few hours to each placement at most. So you see why most firms aregoing internal these days. Much better for everyone, get the sketchy, selfish, unreliable middleman out of the business.

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TJ onApr 10, 11:16 AM said:

@sharn cedar: Nice comment ,but I have to disagree. The external recruiters are telling you exactly what they know. Sometimes there is adisconnect between the external recruiters and the clients. The clients will say one thing and then do another. This happens a lot in theindustry. I know for my company we do not try to do a "bait and switch" We try to learn the client and clearly and effectively communicate the company to thecandidates.

The market is moving to more external recruiters. The clients themselves are not capable of recruiting technical people. This is why companies are using externalagencies. The client has the ability to post a job and that is it. They call it posting and praying. The advantage of using an agency is the ability to get technicalpeople in a short period of time.

I realize there are recruiters out there that are "slimy", but this is not the case for 70 percent of them. They care and they try to find the best fit for their clients. Ourjob is hard work and we do the best we can to service the clients and the candidates.

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Ryan Formato onApr 10, 12:27 PM said:

@st8181: I looked for cream.hr, but the link seems to be broken. I found creamhr.co.uk and creammetrics.com when searching. Which oneare you referring to as they both seem intriguing to me? Thanks.

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st8181onApr 10, 12:33 PM said:

@Ryan Formato: @Ryan Formato I have been using www.creammetrics.com... I have never heard about the UK company.

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Ray onApr 11, 10:34 AM said:

@sharn cedar: Excellent observation.

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Marian onApr 11, 8:19 PM said:

@TJ: I agree more with Sharn. Some organisations are moving back to internal recruitment as they are not getting the benefits for the costsfrom externals.

Yes there are some really good professional agencies out there who provide great service to their customers i.e. both the recruiting company and candidateshowever I would say they are the minority. The market is saturated with 'used car sales' types who are after 'quick sales', meeting monthly sales targets andmaximising their fees all at the expense of their clients. I personally have seen and been victim of some appalling behaviour from agencies and believe theindustry needs to be regulated better e.g. compulsory to display their full fees to both the candidate and the company

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criticatlargeonApr 12, 1:08 AM said:

@st8181: Amen, st8181. Rsums are extremely pass, I stopped using them mmmm over 25 years ago, along with 'job placementspecialists', the state 'employment services bureau' et al. A -simple-, one-page qualifications brief which outlines how your experiencerelates -directly- to the position you're attempting to interview for works MUCH better, IMNSHO. Especially if you can quantify things like time / money savings,process improvement, even intangible gains which make things work better. They may be called something else now, I haven't written one in quite a long time.FYI there's an article on them at the DAILYKOS.COM website, but I do not agree with everything Diana in NoVa put forward; for instance I would not recommendsaying you have 'X years in the food and beverage service industry'. Most recruiters CAN add and subtract, and how LONG is not as important has how WELLyou did your (last, other, similar or not) job(s). If innerested, email me, I have a particular tome I'm enamored of which does a great job of explaining the how's andwhy's of QB's.

Like st8181 sez (more or less): SHOW me the talent, I might just show you your new cubicle.

Hmm. Arrggh!

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Nick onApr 9, 10:53 PM said:

Thank you for the tip regarding cream HR.

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David G onApr 10, 1:53 AM said:

The Ladders is a scam, just like 90% of recruiters.

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XdwolfX onApr 10, 2:11 AM said:

The hell with resumes, and "jobs".

Step 1Find something broken If you didnt find something broken, find something (preferable something that doesn't belong to you) and break it.

Step 2Offer to fix it, or to dispose of said broken thing, for a fee.

Step 3Continue to repeat steps 1 and 2, until a govt agency starts to harrass you for "licenses, permits, fines, violations, bla bla bla bla bla bla bla" at which point you ignorethem for as long as possible.When legal fees from said annoyances rack up high enough, burry your profits in the back yard... and declare bankruptcy.Step 4Rinse and repeat as often as possible.

You are now running a legitimate business in America.

Congratulations

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Paul Jacinto onApr 10, 2:13 AM said:

Another thing, 6 seconds is the AVERAGE time; an experienced recruiter would have developed certain skills in looking for the pertinent detailsin a CV without having to read word-for-word. Hence in a pile of CVs you can spend 6 seconds average (or less) on most CVs, but more timeon those that are deemed fit based on content and form. If a person has put enough effort in the form of his/her CV, it says a lot to me compared to those who can'tcome up with an above-average CV--might even take it that the person isn't seriously looking at all.

And to st8181, I believe you are right that CVs are starting to become antiquated, but for most it still is the primary means of getting a "foot-in-the-door". But as asearch consultant I am relying more than ever on LinkedIn, and as your "virtual CV" I think people should put more effort in constructing their LinkedIn profiles.

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Rui onApr 10, 5:08 AM said:

How about recruiters taking more more time to examine a CV, not just look at it???After all, that's what they are paid to do, isn't it???

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RJ onApr 10, 2:19 PM said:
http://www.businessinsider.com/c/4f8479a9eab8eab11a000011http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/c/4f83f89becad042b22000059http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/c/4f83cf84eab8eac74300001chttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/c/4f83cf0f6bb3f7ef26000011http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/c/4f83caeceab8eace4f000006http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/c/4f83a0946bb3f7d546000001http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-4f8397f3ecad04cf5600001fhttp://www.businessinsider.com/c/4f86634a6bb3f7110400000fhttp://www.businessinsider.com/commenter?id=4f865cc06bb3f7b06c000018http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#comment-formhttp://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#


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Flag as Offensive@Rui: Okay, so if the recruiter only spends 6 seconds looking at an average resume, lets do the math: This would mean an averagerecruiter could scan (I wont give them credit for reading or actually reviewing) eight resumes per minute. Possibly, up to four hundred andeighty resumes per hour. Over three thousand resumes a day. Are they really that inundated with that many resumes and if they spend solittle time looking at them, why are clients not happy with the results? Obviously it cant be a lack of talented candidates to choose from. You know the other day inthe supermarket; I spent a minute and a half picking out a cabbage to cook for dinner. Maybe thats what is wrong with the whole process!

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Felts onApr 10, 7:01 PM said:

@RJ: @Rui. No recruiters are not paid to examine CV's. Recruiters are paid for matching relevant candidates to relevant requirements, thusgetting paid. Who pays recruiters to examine CV's? If you are offering money for me to examine CV's then by all means get in touch!

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Thamir GhaslanonApr 10, 6:11 AM said:

Taking into account that I don't randomly shoot my CV and only do so when I carefully see a match. Fine, I'll just shrink my CVfrom 1 to 2 pages to 2 paragraphs so it would fit into their 6 seconds precious time. Considering you've seen enough CVs I'm sure

this format will grab your ADHD attention span. Current role & degree should be enough. Want more info on my awesomeness and how well rounded my previousroles made me? Talk to me for more details.

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Shokran onApr 10, 11:49 AM said:

@Thamir Ghaslan: Your mentioning of ADHD here is out of context and disrespectful to those afflicted by this disorder. So thumbs down toyou!

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Jim Peak onApr 11, 4:13 PM said:

@Shokran: Ah, c'mon- that seems a little bit oversensitive. I disagree. Saying ADHD is a way of characterizing behavior that suffers from aparticular weakness. Haven't you ever shouted, "Are you blind?" to a ref? I take psych meds, but I don't get upset when people talk aboutpsychos. In fact, I *enjoy* good psycho jokes! IMO, this is not insulting people who suffer from ADHD- it's saying that someone is acting similar to those who sufferfrom the "deficit," and the "disorder" (the Ds in ADHD).

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Owais OB Baig onApr 10, 6:21 AM said:

For any serious recruiter for any serious roles, this isn't true at all

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whatseansaw (URL)onApr 10, 8:21 AM said:

I was initially very taken by this research so I took a look at the supporting material available from the l ink in the article. Having done that I waspleased to see that the report was based on a study. I went looking for the study* and this is where I hit a problem. This study, research and"scientific" method would appear to have been carried out by a web developer. Whilst its not unbelievable that a web developer would be able to follow the scientificmethod it seems unlikely that this employee of TheLadders might have the same dispassionate lack of bias that one might expect of an independent scientist.

Having read the report which is based on the study it confirms that bad CVs are bad and that good ones are good. Recruiters spend most time looking at your name(!), current job and company, past job and company and finally your education. I wasn't aware that most CVs contained much more than this.

The report then moves on to explain, at some length, why a profile with TheLadders is better than a profile on LinkedIn.

I would be interested in an independent study of CVs, if anyone comes across one, do please let me know.

In the meantime, Business Insider, perhaps scrutinise the sources of your articles a little more thoroughly. This took me less than 15 minutes!

*Eye Tracking Online Metacognition: Cognitive Complexity and Recruiter Decision Making. Will Evans, Head of User Experience Design, TheLadders. 2012.

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Katy CastoronApr 10, 8:26 AM said:

I have worked in both the staffing world and now am an internal recruiter at a company, and I don't see how either or the environments make adifference. I have always heard recruiters being taught to not judge someone on a resume and DON'T over-analyze a resume, just pick up thephone and call. I think people are missing the point, when a recruiter scans a resume for 6 seconds, if the recruiter is doing it correctly, this can be a good thing for a
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Tony BoyceonApr 10, 9:54 AM said:

LinkedIn had a bit of a discussion on the subject of recuiters and cover letters and I remarked about them taking all of 15 secondsor so to look at a resume and got blasted for it. Nice to see I was waay off in my assumptions. /banghead

How in the world are we the job seekers supposed to write our resumes when we have all of 6 seconds of a recuiters attention? It's bad enough you have whatseems to be 18 different ways to write a resume and everybody wants it in their format, yet no one wants to say what format is the preferred one to send out to thebusinesses.

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Karl onApr 10, 10:16 AM said:

Interesting, and probably something to be learned from this study. It should be noted however, that the research was conducted by a resumewriting service. This makes it's conclusions that resumes should be written by professionals and that LinkedIn profiles - a.k.a. competingresumes - are distracting and less effective than TheLadders service. See: http://cdn.theladders.net/static/images/basicSite/pdfs/TheLadders-EyeTracking-StudyB.pdf

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casas panama (URL)onApr 10, 11:00 AM said:

I'm intrigued that Education is at the bottom yet it seems to get a lot of attention. Particularly in the right CV.

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Andrew SchneideronApr 10, 11:27 AM said:

Most likely that is where the scroll button wood be on the initial page load

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Adriana Zapata onApr 10, 11:41 AM said:

Hi Vivian,

Can we have a templete similar to the CV on the right?

Thanks in advance

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7of7CsonApr 10, 11:47 AM said:

I realize that job title is definitely a deciding factor on whether or not to take a more in depth look at a resume, but what if your current job titledoes not represent your role properly? Is it acceptable to change the title you "officially" have with your current employer to give a better pictureof what it is you do for that first-glance impression?

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So I guess the unemployed are screwed (way to rebuild America) (URL)onApr 10, 12:00 PM said:

So if the unemployed aren't working (obviously), then they are not worth further investigation? If they (or someone else) takes a job "becauseany job is better than none" (according to the same recruitiers) that doesn't precisely fit the job they are applying for, they are screwed. Onewonders how American companies were hiring millions and millions of workers for two centuries before HR, recruiters, social media, and every other hurdle out there.When workers were recruited and went overseas within months to fight in WWI and WII and Vietnam, one wonders how, oh how, did companies replace them soquickly with women and workers and farmers from other areas and industries without previous experience and yet train them so quickly and effectively? Was HRand/or recruiters involved? Nope, but it worked and worked well for the USA. Now look at we have and what we have become.

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SKM onApr 10, 1:00 PM said:

@So I guess the unemployed are screwed (way to rebuild America): Here, Here!

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RJ onApr 10, 2:02 PM said:

@So I guess the unemployed are screwed (way to rebuild America): I wish I understood what works any more. Everybody has a different
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idea on what should be on a resume. Everybody wants it in their own format (to more easily forward to the hir ing manager and NOT haveto actually understand what the candidate has to offer). Most recruiters now want the buzz words and they themselves have absolutely no clue to what theymean. Everybody has had to deal with a salesman that does not know what they are talking about and we are usually insulted by that. Most (not all) recruitersdont have a clue, have not spent hundreds of hours in the trenches solving problems and staying up for days with no sleep and lit tle food getting a system backon its feet after a severe crash, yet they are qualified to judge me whether I fit the prospective business profile? Oh come on. They have the nerve to tell me I donthave in-depth knowledge enough on a given technology? Then they ask why have you been out of work for more than a few months? Obviously they have notbeen unemployed, typing up dozens of resumes, filling out hundreds of badly written and crashing on-line web forms, trying to find a fit with a varied background,sending out dozens of e-mails and leaving the recruiters countless messages which they wont even return a simple phone call. You spend countless hours tryingto figure out how you are still going to feed your family, pay the bills and not lose their home they have worked decades to have and starring at piles of bills thatwill take years to recover from providing someone thinks you might fit I have been prepped for interviews that were anything but what the recruiter said it wouldbe indicating that they have no real world experience in this field. Not to mention, no matter how good the resume, the phone screen goes, when you show up, it is

obvious that one cannot hide their age and then you are grilled until the prospective employer finds a fault so that they can tell the recruiter, This person doesnthave enough experience in blah blah blah so they cant be hit with a legal discrimination case. Where do you turn? The unemployment office doesnt want tohelp, they just want to make sure if you make a dime, you report it so that can put your account on hold for thirty days while they decide if you should continue toreceive benefits? Are you kidding me? The recruiter being similar to a used car salesman analogy is absolutely true. Not in all cases, but most and I have had myfill of poor service, no communication, trying to fit a square peg in a round hole, and working for only their best interest and not working with their prospectivecandidates. Resume format? Maybe we should try the Baskin Robbins approach; which of the 31 flavors do you want? I want chocolate. Im sorry we are all out ofchocolate ice cream!

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Outsourcing US companies aren't pulling this overseas onApr 10, 2:16 PM said:

@RJ: You got it right. In the US, Americans with military experience (or without), with every degree under the sun, and the willingness tomove anywhere in the world (for those without families) still won't get hired because they are "overqualified," "too independent," "too muchof a team player (or too lit tle)," "military folks expect to rise too quickly" "people with PhDs cannot work in other industries" blah blah blah. You don't want to hire

smart Americans who want to be loyal, work hard, and simply save a lit tle for their families and come up with every lame excuse and reason not to hire us? Gopeddle those BS wares elseware. I agree 100%. These same hoops don't come into play when they want to hire H-1B visa applicants for pennies on the dollar oroverseas workers in slave-live conditions. Do we think Foxconn is scanning resumes for its workers? Nope. Does Infosys pull this on overseas applicants here inthe US? Nope. Microsoft, Dell, etc. etc.? NOPE. It 's crap and the rules are purposelessly stacked against US citizens that built this country. So Fortune 500companies act all surprised when their corporate intelligence is stolen? Guess what? If they hired Americans (and with 22% real unemployment - they are righthere waiting) they wouldn't lose intel and stregthen their foreign competition and foreign nations. But long-term thinking and planning went out of fashion a coupleof decades ago.

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Marcelle onApr 12, 11:28 AM said:

@RJ: Yes! Yes! Yes! Now this is what I 'm talking about. I totally feel your frustration with recruiters.

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Michael Lear-Olimpi onApr 12, 12:05 PM said:

@So I guess the unemployed are screwed (way to rebuild America): That's often the assumption: You're not working, or self-employed, soyou can't be worth anything. Oh, 'scuse me -- I gotta go play tiddly-winks; the editing and other work I have to do can wait.

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Those 22% unemployed Americans (shadowstats' numbers) must be discardable? onApr 12, 12:40 PM said:

@Michael Lear-Olimpi: Yeah, I guess that's why vets have one of the highest unemployment rates in the country - they were good enoughto serve their country, but beyond that, they arent worth anything?! That's pretty poor logic. What happens when someone takes time off tofurther their education, skills, etc.? Do they have to keep working or i f they have one day of unemployment, they are forever deemed "unemployable"? Doesn'tthat conflict with the meme that all employees and others need to constantly learn and improve themselves. What happens when Jon Corzine f's up an entirebusiness (MF Global) and worker bees at the low levels lose their jobs? How about when a CEO or venture capital firm burdens a firm with massive debt, removestoo much equity and/or is paid too much in compensation, and the company goes belly up. The low level employees are forever unemployable while the brainsurgeons at the top (e.g., Corzine) have no problem getting another gig, earning billions more? I t seems the rules are quite arbitrary, but always enforced againstthose without political or economic clout.

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Spencer Gehring onApr 10, 12:05 PM said:

What I find the most amusing is how much time they spend staring at the white space in the margins! Let's face it. They're human like the restof us. What they look at is exactly what you and I would look at.

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Norma Tassy (URL)onApr 10, 12:27 PM said:

This information is meant to draw attention to the services that The Ladders provides. OF COURSE a recruiter looks for skills, experience and
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education. But this ridiculous and alarmist information is published off the scans of 30 recruiters. C'mon. Recruiters are paid to provide aservice. And that is to present their clients with a slate of qualified clients that the client could not have come up with on their own. There is no magic formula for doingso. Some recruiters read every word, some scan leisurely, some scan quickly. There are as many ways to do the job as there are recruiters. These hastygeneralizations get people thinking "Oh The Ladders knows what they are talking about...I should buy into their service" and that's what The Ladders counts on whenpublishing such nonsense. They are NOT thinking "Hey let's give the people some information they can use and act upon".

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SKM onApr 10, 12:56 PM said:

All of the posts so far, are very diverse, opinionated, and fallaciously argumentative used with deductive reasoning. No wonder our nation is inthe hole. There is no creditability with this study much less from any recruiters statements. Since all of our society has had education,knowledge, experience, and leadership in sociology, psychiatry, law, medicine etc.; you know how to understand multi-generational values in order to critically thinkand above all give a candidate a basic Prove It test for typing, throw into the mix a Myers-Briggs Test while you are at it. I believe that i t is good that we have all takenthe time to read this article and comment. Let us all come together and get our nation, by creating jobs, back on i ts feet. Let us learn from one another. Ya, Right! Forsome reason all the hands into this mix, all states, all job markets, is the correct set of hands. Who says what is right; who says what is wrong of how a person laysout the context of a resume. How egoistical, narcissistic, and narrow. You cannot put your li fe on one sheet of paper. You cannot conceive or distinguish a candidateand their careers abilities in 6 seconds. Tell You? Show you? How can I physically show you or tell you on one piece of paper how my days are at work on a dailybasis, hour in and out of my week, especially with little to no supervision? We get up out of bed, leave our homes and families, fight traffic, work hard, get home, cookdinner, give baths, and hopefully get a goods nights rest. Our fellow American wants to badger the other and push for perfectionism? All personal aspects of ourworld have depreciated tremendously. I remember walking into a business and asking for the hiring manager. Now it is all a big black hole that resumes are sent outinto. People are treated like herds of cows. Since it is like this in this modern world, I am sure that the next cow can make the same milk as the one standing next to it.Everyone is unique in their own way. If the context listed on the resume is in line with the job description that the employer is looking for; get the interview. Take thetime to meet your possible employee face to face and discover who they are and what they can do for you and your company. They just might bring in some revenueand put you in the New York Times. Your loss I guess. Quit putting our life listed on one piece of paper into a petri dish and under the microscope. People are HumanBeings. A resume is only meant to be a snap shot of saying, Hey, recently this is what I have done and this is what I can do. I sure do miss that old saying. Whencan you start? Oh, and by the way, YOU DO NOT NEET A DEGREE TO GET THE JOB DONE! Show me the money! This all makes me sad to be a Human Beingmuch less an American.

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Rusty S onApr 11, 5:28 PM said:

@SKM: You're yelling into a black hole now. How does it feel to be that which you hate on? By the way, being American is no longersomething to brag about. Time to get over it.

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Marian onApr 11, 8:26 PM said:

@SKM: Hi SKM - there is a whole world outside if the US. LinkedIn is not used solely by Americans

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Charles O onApr 10, 1:04 PM said:

As a job seeker I do find this interesting. Yes the conclusions are 1-biased b/c it's coming from Ladders 2-dependent on the candidate'sexperience and the job applied for (i.e. mileage may vary). However what I do find interesting is where recruiters spend their time on resume 2.As a job seeker, it's hard to know what on my resume recruiters will key off of. This exercise gives me a better idea where to place key information. I would love tosee this info from a more credible source.

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