(Part two of a three-part series)

In part one of our series on resume design for nonprofit professionals, we got into what you accomplish by putting together a good resume and the necessary areas to include.  In this part, we’re going to look into what sections aren’t necessary.

Sections you don’t need to include in a resume (unless they’re asked for in the posting) are:

Goals or objectives:  I don’t recommend including these.  They may be useful if one is new to the job market or if you’re posting your resume online for general distribution, but if you’re looking at a particular position, leave this out.    A wise person once told me when you apply for a job, you want to convey the message that you’re the answer to something the organization is seeking, and sometimes you’re the answer to a problem they don’t even know they have.  In my opinion, an objective is about what you want (I want to be 5’8”), but from a hiring manager’s perspective landing a job isn’t about what you want.  It’s about what the client is looking for.  In the best-case scenario, everyone benefits.  A goal of “seeking a position in a Fortune 500 company” can be an immediate turnoff, even if you’re applying to one of them. The same can be said about skills summaries.  A well-written resume will have one’s skills incorporated in its bullet points.

References or “References on request.”  Duh.  Recruiters know how to get references and if/when we want them, we’ll ask for them.  Otherwise, we have broad networks and can get information on just about anyone.  If a recruiter is interested in you, chances are that they will do references before they advance you in a search.  If we haven’t asked for names, we may do what is called off-line references in such a way as to keep your job search confidential (e.g., checking to find out how reliable a source you might be).  You may not even know they’ve been done.  Some of you might be amazed about what’s out there that can be uncovered with a single WhatsApp inquiry or phone call.  Surprises are not a search consultant’s friend.  Everyone has both strengths and areas that need to be developed.  It’s all in the context of the role.   

In part three, I will cover the appropriate length for a resume, formatting, and Automatic Tracking Systems (ATS).

Dr. Nancy Sobel is a senior search consultant, resume writer, online profile auditor, and career coach. Learn more about our career coaching, job application preparation, and interview readiness services, or write to Dr. Sobel at nancys@execsearches.com.

Last updated on January 11th, 2023 at 04:08 pm