(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 [email protected].
Last updated on January 15th, 2026 at 11:11 pm
