Career Toolkit

Following are a number of resume suggestions we have found to be helpful to our candidates.

Resume Length

Keeping your resume to one-page is the misconception we hear most often. It does not apply. The length of your resume is not important. What is important is the quality of the content. We’ve seen awful one-page resumes and stellar three page-resumes. Keep the content relevant, succinct, and impactful.

White Space

White space on your resume is essential. As stated above, don’t try to cram all your information onto one page. Suggested page margins:

 

  • Top: .75”
  • Sides: 1.00″-1.25” (no less than 1.00″)
  • Bottom: .50”

 

Font Treatment

Use one or two font styles only. Times and Arial are the most common business fonts. Too much bolding of text, using more than two font styles, colored text, “fancy” bullet points, or adding graphical elements will typically render your resume looking unprofessional.

Objective/Overview Section

If you have less than five years work experience, it can be helpful to have an Objective section at the top of your resume. After five years, it best to utilize an Overview section instead. The Overview section should summarize your work history, and should never be longer than seven-to eight lines.

Education Section

If you have less than five years work experience, it can be helpful to have the Education section at the top of your resume. After five years, it’s best to place the Education section at the end of your resume.

Work History Section

For Each Employer, in paragraph format, 3-4 sentences (only) outlining the following:

 

  • The product category you sold/managed, such as Cosmeceuticals, Pharmaceuticals, Medical Device… if it is pharmaceutical, also list the disease state(s) the products are indicated for
  • The targets (Dermatologists, Plastic Surgeons, Medi-Spas, Salons…) you call on/market to
  • The territory (geography) you cover or are responsible for
  • If you are a manger, also list the size of your team (headcount) and scope of revenue responsibility (or other measurement of your success)

 

Then, list in bullet point format:

 

  • List in chronological order (most recent first) tangible, quantifiable accomplishments and achievements
  • Keep the each bullet-point to 1-line if possible (2-lines max, 1-line is better)
  • If you are in Sales, list sales accomplishments, such as percentage to goal, number of new accounts opened, awards, revenue/marketshare growth
  • If you are in Marketing, list key Marketing programs you orchestrated and some measure of success if possible; (Ship a product on time and under budget? List that on your resume)

 

Page Numbers

Page numbers are helpful if you have more than two pages. Use the Page Number feature in your word processor to insert page numbers. (Do not manually insert or list page numbers as formatting/page flow can change.)

 

Questions

Make a list of ten written questions to take to the interview. When you move to the next interview, make a list of ten new questions. You may not get a chance to ask all your questions, but you never want to run out of questions.  Here are some that can give you more insight into the position:

 

  • What are the duties and responsibilities of the position? This is an excellent icebreaker question for the hiring authority and a great start to a successful interview.
  • What is my number one priority during the first 90 days?
  • What are the production or sales goals? What obstacles would prevent me from reaching my goals?
  • What does management consider to be successful in this role? What performance criteria or performance measurement will be used? (This will be important for you to understand.)
  • What are the short and long term goals set for the person in this position?

 

Compensation

If compensation is brought up, “What are you looking to make?”

 

  • Let the hiring manager know what you make, but not what you would take. Be open and flexible. Any number you provide could be too low, or be perceived as too high. It’s best to remain open on the topic until both sides see what the other has to offer.

 

Close: 3-Step

 

  • Check for any objections or concerns or if more information is needed (it’s not unusual to have an unstated objection in an interview, so you’ll need to probe: there maybe aspects to your background the hiring manager does not know about yet).
  • Let the interviewer know why you would be the best person for the role: The best way to do this is to echo the key 3-4 job requirements you heard during the interview, and briefly and succinctly describe how you meet those requirements.
  • Close on moving forward to the next interview. If it is a final interview and you want the job, be sure to let them know. The four words, “I want this job” are powerful.

 

Follow-up

Always send a follow-up email to the interviewer within 24 hours of the interview, ideally the same day. It should be a short email thanking them for the opportunity to learn about the opportunity. (No one has time to read a long email). If you want, you can underscore one aspect of what you bring to the table, but the follow-up email is not a “selling opportunity,” it is a demonstration of your professionalism and communication skills.

Note: These suggestions are building blocks. You have to be yourself. Don’t be scripted, don’t say anything that is “not you.” Use these ideas as you see fit within the context of your interview.