How Long Was an Average US Resume in 2024?

Resume Header Section of US Resumes in 2024

Resume Summary And Objective Section in 2024

Side Projects Presented in 2024 US Resumes

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2024 Resume Statistics From Over 12 000 US-Based Job-Seekers

How do applicant tracking systems (ATS) work

Myth 1: ATS Don’t Read Double-Column Resumes Well

Myth 3: Infographics Don't Work with Your Resume

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Busting ATS Myths: Comprehensive Testing of Popular Resume Builders in 2024

Even before a candidate’s resume lands on a hiring manager's desk, it has to pass through a lot of hoops, the digital gatekeeper known as an Applicant Tracking System (ATS) being the most dreaded one.
There is a plethora of myths circulating about how those systems work—such as the notion that ATS systems are incapable of processing double-column resumes, reject PDF file formats outright, or are incompatible with resumes featuring infographics. Such misconceptions can lead to unnecessary anxiety and hinder the jobseekers’ strategic approach to job applications.
To address the various concerns surrounding the effectiveness of different resume formats and templates in passing through Applicant Tracking Systems, we undertook a comprehensive research project aimed at separating the myths from the realities. Utilizing a variety of the most popular ATS systems available in the market, we tested several widely used resume-building platforms to provide an impartial evaluation of their performance. This included mainstream tools like Google Docs and Microsoft Word, general-purpose design-centric software Canva, as well as a specialized resume-building platform - our very own Enhancv.
We included our own product, Enhancv, in this research for a couple of crucial reasons. 
First, we believe in the efficacy and quality of our own platform, and we thought it was essential to see how it stacks up against other well-regarded solutions. 
We are committed to transparency and continuous improvement, and including Enhancv in the test allows us to identify areas for enhancement based on empirical data. 
Second, by including Enhancv in an impartial research setting that also evaluates competitors, we are promoting a level playing field that enriches the integrity of our study. 
It's important to note that this research was executed using an external ATS system to maintain the objectivity of the results. Our belief in our product is grounded in its design, features, and the value it offers to job seekers, but we recognize the importance of substantiating these qualities through rigorous, independent testing.
By examining ATS scores and parsing capabilities across these various platforms, we aim to provide concrete insights that can guide users in choosing the most effective tools for their job application processes.How do applicant tracking systems (ATS) work

Imagine you have hundreds of resumes for just one job posting; it's a mess to sort through all of them manually. That's where an ATS comes in. It takes all those resumes, reads them, and puts the info in a database so it's easy to search and organize, all to find the best candidates.


When sourcing for an open position, recruiters can use it to post job openings, go through resumes quickly, set up interviews, and even check some stats on how well your hiring process is doing. It makes the whole "finding the perfect employee" thing a lot less of a headache, which comes even more handy for large companies. 


Basically, it's a one-stop shop for all hiring needs for the recruiting teams, 


Many ATS systems also come with additional features such as automated resume screening, interview scheduling, and analytics to help companies understand their hiring processes better. Some systems integrate with other HR software for a more seamless employee onboarding experience once a candidate is hired.


Typically, when a job seeker applies for a position, their resume and application materials are uploaded into the ATS. The system then parses the information and stores it in a database. Recruiters and hiring managers can then search the database using keywords, skills, educational background, experience, and other filters to find candidates who match the job requirements.


Understanding how an ATS parses resumes is crucial for job hunters.


It's looking for specific keywords, skills, or experience that match the job description. 


If the resume doesn't have what the ATS is programmed to find, it might get skipped over, no matter how qualified a person is. 


That’s the reason why many job applicants try to "game" Applicant Tracking Systems to increase their chances of landing an interview.


As stated before, these systems automatically filter and rank resumes based on specific keywords, qualifications, and other criteria set by employers, so the people are basically trying to beat the computer at its own game. 


As a result, people might resort to tactics like sticking to specific resume templates, avoiding infographics, or keyword stuffing—inserting relevant keywords or phrases excessively or out of context—in their resumes to pass through the system's initial screening. 


Others may use creative formatting or designs that they believe will make their resume stand out, although this cansometimes backfire since some ATS software struggles to accurately read unconventional layouts. 


The attempt to outsmart applicant tracking systems reflects the often frustrating and opaque nature of automated hiring processes. Still, it also poses ethical questions and can result in a poor fit between the candidate and the job role. 


It's a risky strategy that may offer short-term gains, but often at the cost of long-term career success and credibility. And, more importantly, very often is based on urban myths that have little to do with reality.

Researching the most common ATS myths

There are many myths circulating about how these systems work and how to "beat" them. 


We decided to tackle some of the most common misconceptions about ATS systems, backed by research and evidence, to set the record straight.


There's a lot of folklore about what Applicant Tracking Systems can and can't do, very often causing needless stress and missteps for job seekers. 


Among the most talked-about myths are the belief that ATS systems can't handle double-column resumes, that they reject PDF formats, and that infographics will doom your application straight to the reject pile. 

Myth 1: ATS Don’t Read Double-Column Resumes Well

The Myth: Many job seekers have heard that using a double-column resume format will result in automatic disqualification by ATS systems, which supposedly can't read or understand the layout.


The Reality: Modern ATS systems are increasingly sophisticated and capable of parsing a variety of layouts, including double-column formats. Our study showed that the most popular ATS systems are fine with scanning and interpreting double-column resumes. 


However, the key is to ensure that the important information—like your contact details, experience, and education—is easily accessible and not buried within the layout.



Single-column templates fare overall a bit better than double-column, with average scores of 93% for single-column and 86% for double-column.
When researched in detail, the findings seem far less obvious - while still true for resumes built with MS Office and Canva, the data is reverted for Google Docs and Enhancv, both having surprisingly scored higher with resumes with double-columns than with single-column designs. Ehnancv scored 95% with single-column designs and 98% with double-column, and Google Docs 95% and a staggering 99% with single and double-column designs respectively.
Single-column layouts usually perform well, but they have some instances where the 'Location' and 'Linkedin' scores are 0%, affecting the overall ATS score.


Double-column layouts also perform well overall, especially those from Enhancv and Google Docs. However, some from MS Office and Canva showed drastically lower scores, pulling down the average for double-column layouts.


The ATS struggled the most in all researched cases with parsing the skills sections of the resumes. On average the parse rate for the skills section for single-column resumes was 65%, while with the double-column resumes was only 46%.


Both layouts also had issues with having the ‘location’ part of the resume header parsed, but surprisingly double-column resumes scored better than single-column ones.


However, where double-column templates fell short was the parsing rates of LinkedIn information and candidate summary/objective, with only 82% and 89% being correctly parsed, as opposed to 100% and 97% respectively when the single-column template was used.


A similar situation occurred with parsing the ‘Education’ and ‘Certifications’ sections. Single-column templates scored almost 100%, while double-column ones only scored 88% and 86%.

Overall, single-column templates perform slightly better than double-column layouts.


However, we wanted to dig a bit deeper.


So–


After a closer inspection and limiting the outcomes to Google Docs and Enhancv, we noted that, in some cases, double-column layouts scored higher than single-column ones.

The readability of single-column resumes was at 95%, while, surprisingly enough, the double-column layouts scored at almost 98%.


The biggest challenge and what subsequently lowered the scores for the single-column templates was parsing the ‘Location’ section from the resume header, scoring as low as 75%, compared to 89% in double-column layouts.


The skills put on the resumes were also not fully parsed, reaching 85% parse rate for single-column resumes and 81% for double-column layouts.


Keep in mind that these are the results of limited research conducted on best-performing resume-building software selected from the previous outcomes, beings Google Docs and Enhancv. The conclusion is - if the software was built or optimized for resume building and ATS in mind, like Enhancv, there is little to no difference in parse rates between single- or double-column layouts. In other cases, it’s still best for the jobseekers to stick to using single-column templates. 

Myth 2: ATS Don’t Work Well With PDFs

The Myth: Another common belief is that resumes submitted in PDF format are unreadable by ATS systems, causing them to be automatically rejected.


The Reality: The majority of modern ATS systems are perfectly capable of reading PDFs.


For this part of the research we included (and subsequently pitted against each other) only two resume-building solutions from the tested list - Google Docs and Microsoft Office, and the reason for that is fairly simple - only those two offer a native export option in Doc format.

For resumes created with Google Docs, the ATS seems to really love them. Whether in Doc or PDF format, they both scored incredibly well, almost neck and neck, with average parsing scores of 95% and 96%, respectively. It captures essential information really well. For instance, names, phone numbers, LinkedIn details, and experience descriptions are spot-on with 100% accuracy. But, a slight hiccup is spotted in parsing the location in the Doc format which stands at 50% and slightly better at 60% for the PDF format.


Switching gears to MS Office, it's a bit of a different story. The Doc format, native to Microsoft Office, with an average ATS score of 88% performed better than the PDF at 85%. The ATS does a flawless job recognizing location, with both formats at 70%, and experiences related to bullets, company positions, and descriptions are parsed excellently at around 90-100%. Yet, there are some nuances. Skills, for example, are a bit of a weak point, being parsed at only 55%. LinkedIn details also show a drop in the PDF format to 75%.

However, what is most important, it's always best to read the specific job application instructions to see if a certain file type is preferred or required. If no guidelines are given, a PDF is generally a safe bet, especially when using Google Docs.

Myth 3: Infographics Don't Work with Your Resume

The Myth: The use of infographics and other visual elements in a resume is often said to confuse ATS systems, causing these resumes to be thrown out.


The Reality: It's true that overly complicated or elaborate infographic resumes may pose challenges for older or less sophisticated ATS systems. However, according to our research, simpler infographics that use standard fonts and straightforward layouts are generally ATS-friendly. 


For this part of the research we analyzed the parse rate of resume templates with infographics and the ones without, and how it affected the overall parse rate of the whole resume and the specific data contained in the infographics.


Starting with Canva - if you're looking to use infographics, be cautious. The Modern resumes containing infographics scored an average ATS rate of 73%. That's a notable drop from the Simple resumes without infographics which stood at 85%. 


One major hiccup? 


Skills weren't recognized at all in either type. 


On the brighter side, areas like names, phones, and certifications were pretty consistently parsed. But, if you’re after ATS-friendliness, maybe go with the simpler design here.


Our own Enhancv scored really high in the matter. Regardless of whether you opt for a modern design with infographics or a plain one, the ATS parsing scores are through the roof. 


The Modern design even outshines the Simple by a smidge, boasting a whopping 98% average score compared to 95%. Almost all areas, from names to certifications, stood strong at 100% or close.


Let's talk Google Docs. With an ATS score of 95%, it’s almost at par with Enhancv's designs. The only slight glitch? Location, parsed at 55%. Otherwise, it’s all a green signal.


Last but not least, MS Office. The Modern design yields a respectable 84%, while the Simple version pushes that up to 91%. Both formats showcase robust parsing for names and phone numbers. The modern version lags a bit in areas like LinkedIn and skills but stands strong in experiences, especially bullets and descriptions.


All in all? If you're a fan of infographics and visuals, we’re not humble enough to state that Enhancv is the golden ticket. But if you're looking for simplicity and reliability, you can't go wrong with either Google Docs or the Simple version of MS Office. Canva is a great platform, but perhaps best suited for roles or industries where ATS isn't a primary concern.

The trick is to keep it simple and avoid using images to convey important information. If you decide to use infographics or other visual elements, make sure the crucial details are also listed in text form.


When it comes to the nitty-gritty of ATS parsing, colors and fonts generally don't tip the scales. 


That's right! 


The systems primarily focus on text content, structure, and relevant keywords. So, whether you've opted for a vibrant shade of teal or a muted gray, or decided between a classic 'Times New Roman' and a chic 'Helvetica', it won't make a jot of difference to the ATS. 


However, that's not to downplay their importance. 


The choice of colors and fonts can significantly influence the overall aesthetics, readability, and vibe of the resume. They play a crucial role in making that first impression and ensuring that the document is appealing and legible when eventually viewed by human eyes. In industries where creativity and design sensibilities matter, these elements can even become central to standing out. 


So while you shouldn't fret about colors and fonts from an ATS standpoint, they remain pivotal for showcasing professionalism, attention to detail, and personal branding. 


Always remember, once the ATS has done its part, your resume should still shine in front of human recruiters!

Takeaways

Key takeaways from our research include:



Modern ATS systems are more adaptable than the myths suggest. They can handle double-column resumes and readily process PDF formats.

When using resume-building software designed with ATS in mind, like Enhancv and Google Docs, the distinction between single-column and double-column layouts becomes less significant.

Simplicity is key. Whether you're using infographics or other visual elements, ensure crucial details are present in text form. Avoid overly complicated designs that might trip up older ATS systems.

While ATS doesn't discriminate based on colors or fonts, the design aesthetics remain paramount for human reviewers. Balancing ATS-friendliness with a visually appealing resume is the ideal strategy.

Lastly, don't just rely on tricks to 'game' the system. A genuine resume reflecting your skills and experience is always the best approach for long-term career success.

Understanding and demystifying the workings of ATS can empower job seekers to navigate the job application process more confidently. Always remember that while technology plays a significant role, at the end of the day, it's the human connection, skills, and experience that seal the deal.



Why do you need to announce your job search on LinkedIn?

How to announce your job search on LinkedIn?

Examples for announcing your job search on LinkedIn

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How to Announce Your Job Search on LinkedIn?


You are ready to pursue a new job opportunity, and this is really great.


However, you might ask yourself – what is the best way to do so?


In today’s job market, it might not be enough to simply apply for open job positions. You might also need to put yourself out there.


And the best way to do so is to announce your job search in the biggest professional network out there – LinkedIn.


We are here to help you do this just right by exploring the following questions:



Why do you need to announce your job search on LinkedIn?

How to announce your job search on LinkedIn?



And we are going to wrap things up with some great example announcements for your LinkedIn profile to get you started on your own.


So, if it all sounds good, let’s dive in.
Why do you need to announce your job search on LinkedIn?

No one likes to go through a long and boring job search, you would always want to find a new great job in no time.


However, to do so, simply applying for job positions might not work so well.


What is more important than that is for you to put yourself out there and let the right people know that you are available for new job opportunities.


And what better place to do that than the biggest professional network – LinkedIn.


By putting an announcement for your job search on LinkedIn, you easily get your profile in front of the eyes of recruiters, and you put yourself on the right track towards your next job.

How to announce your job search on LinkedIn?

Now that you understand why announcing your job search on LinkedIn is important, it is important to understand how to do it just right.


To help you out, we will separate the process in two main tasks you need to complete – optimize your LinkedIn profile, and create a LinkedIn post to announce your job search.

Optimize your LinkedIn profile

Before you even start thinking about your announcement, it is important to make sure your LinkedIn profile is up-to-date, and as optimized as possible.


You can do so in a few ways.

Optimize your LinkedIn profile using AI

There are many ways you can try to improve your LinkedIn profile, but the fact is that the most effective one is to use the AI-powered LinkedIn review tool.


What it does is analyze your profile and identify any areas of weakness.


Furthermore, it will give you suggested words and phrases to help you get more opportunities through the platform.

Improve your LinkedIn profile headline

An important part of your LinkedIn profile that should always be optimized is your LinkedIn headline.


Your LinkedIn headline is a short text that you include under your name and appears anywhere you go on LinkedIn.


You would want to make sure that your headline is clear and includes a few specific keywords that will attract recruiters to your profile. These can be anything from qualifications needed for your job, all the way to personal characteristics.


A great way to make your headline better is to include keywords specific to your industry in it.

Update your LinkedIn profile summary

The last part that you need to absolutely keep up-to-date on your LinkedIn profile is your summary.


It should be descriptive, and catch the recruiters’ attention.


Your LinkedIn summary is also a great place for you to get into more detail on your work experience, as well as your skill set.

Create a LinkedIn post to announce your job search

Now that you have optimized your LinkedIn profile, it is time to create a LinkedIn post in which to announce your job search.


To make sure you create a great announcement for your job search, you should stick to four simple steps.

Create a draft announcement outside of LinkedIn first

Maybe on an average day, you allow yourself to just open social media and craft up a quick post without putting too much thought into it.


However, when it comes to creating your announcement for your job search, you would want to be a bit more careful.


It is a great idea to first create a draft in an external application, and really be careful about what you write, as it might be the first impression you give to potential employers, and new colleagues.


But even if you are carefully, you can still have some typos, so make sure you also run your text through a software that can help you catch any mistakes.

Explain your reasons for searching for a new job

When it comes to the content of your announcement for your job search, it should center around two main topics – why you are looking for a new job, and why you would be an asset to your potential employer.


There are many possible reasons for you to be looking for a new job, including:



You are looking for a career change

You are returning to work after a career break

You are looking for a new challenge

You are moving to a new location

You were laid off



No matter the reason, you should give some context to your situation and what your reasons for searching for a new job are.


One thing you need to remember when crafting your announcement is that you should at all times keep it optimistic.


If you did not part with your previous on good terms, your LinkedIn post is definitely not the place to trash their company, as this can only work against you.

Present who you are and what you do

After presenting your reasons for searching for a new job, it is time for you to focus on the other main topic of your announcement – who you are, and why are you an asset.


You would want to get in some greater detail, so that you can get the best results from your announcement.


Include your best skills, expertise, and highlight your best accomplishments.


However, don’t repeat your whole resume on your LinkedIn announcement.


Instead, focus on a few key accomplishments and go into some greater detail on them.


Last but not least, don’t forget to use keywords related to your industry, role, or personality, just to make your announcement even more engaging.

Wrap up your announcement with an engaging call to action

Once you have all the key topics of your announcement for your job search on LinkedIn, it is time to wrap things up. 


And what better way to do so than a call to action to stimulate the recruiters to contact you…


Some example calls to actions you can use on your announcement are:



If you know any amazing job posting for [THE POSITION YOU WANT], please send them my way

Tag someone in your network who you know is hiring

If you know someone who is hiring in the [THE INDUSTRY YOU WANT], let me know



The last thing you can add to the bottom of your post to make it even more noticeable by recruiters is to:



Use hashtags like #OpenToWork or #JobSearch

Tag companies you are interested in

Include link to your portfolio or personal website


Examples for announcing your job search on LinkedIn

And now, as promised, we are going to leave you off with some great examples to get you started on your own LinkedIn announcement for your job search.

Example – if you were laid offExample – if you are changing fieldsExample – if you are returning to work after career breakTakeaways

We are all done, now you know how to announce your job search on LinkedIn just right.


Let’s go through all the essential steps you need to take one more time:



Optimize your LinkedIn profile by: 


Using AI – the built-in features of LinkedIn are your best chance to get the best out of your profile

Improve your LinkedIn headline – as it is what follows you everywhere around LinkedIn

Update your profile summary – it is the best way to show off all your expertise and qualifications in the first glance of your profile
 


Create a LinkedIn post to announce your job search by the following steps: 


Create a draft announcement outside of LinkedIn first – it is best to first create a draft so that you don’t post anything with errors in it

Explain your reasons for searching for a new job – no matter what your reasons are, you should provide them in your announcement, but keep the overall tone positive

Present who you are and what you do – that’s the place where you can show off all your best skills, experience, and highlight some of your best accomplishments

Wrap up your announcement with an engaging call to action – don’t forget to finish up your post with a call to action to make more recruiters contact you
 

 


Now that you know all that, it is time for you to get on your LinkedIn profile, and let recruiter know that you are open to work in the best way possible.


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How to Showcase Your Minor on LinkedIn?


One of the most important parts of your professional profile when searching for a new job is your education.


However, only updating it on your resume is often not enough, you need to make sure that your LinkedIn profile is also up-to-date.


And when it comes to education, there is something that most applicants sometimes miss out on listing – their minor.


But that raises the question – how to include your minor on your LinkedIn profile just right?


We are here to help you, in this article, we are going to explore the following topics:



What is a minor?

Should you add your minor on LinkedIn?

How to add your minor on LinkedIn?



So, if you are ready to show off your minor on LinkedIn, let’s dive in.
What is a minor?

An academic minor is a college or university degree that is secondary to the person’s major.


Just like with the major, to earn a minor, one has to complete a series of classes, laid out by the academic institution.


The main difference between a major and a minor is the time needed to earn the academic degree, and the number of courses required


To get your minor degree, in most cases you would only need to invest three years of study, and the courses you have to complete are therefore less than these of a major degree.


Typically, students choose to pursue a major connected to their intended career, and take on a minor depending on their personal interests.


However, in some cases, students prefer to pursue a minor to provide a specific specialization that can make them more attractive to potential employers.

Should you add your minor on LinkedIn?

The short answer to this question is yes, but only if it is relevant.


Listing a relevant minor on your LinkedIn profile can only be of help to you, as it will provide additional context for recruiters.


You might consider leaving your minor off your LinkedIn profile if:



It is completely unrelated to the job positions you are applying for and the career you are pursuing

If you graduated more than 10 years ago, as a minor from that long ago will probably be considered irrelevant

If you have more than one minor – in that case, you would want to draw attention to the most relevant ones



But make no mistake, a minor alone won’t land you a job. You would need to show you have more than that, and you can offer your potential employers some relevant experience, skills, and qualification.

How to add your minor on LinkedIn?

Now that you understand when you should include minor on your LinkedIn profile, it is time to find out how to do it just right.


Just like you would do on a resume, you need to list your minor in the appropriate place – the education section.


In your education section in your LinkedIn profile, you will find many options. Let’s go through them all:



School – in this field, you need to enter the academic institution where you got your minor in

Degree – that’s the place you need to specify that the rank of the degree is a minor

Field of study – in this field, you should specify the main subject area of your studies

Start date – it is important to list the date that you started your minor degree

End date – along with the start date for your studies, you need to list the end date as well. However, if you are still studying, you can always list your minor as “ongoing”

Activities and societies – it can only help you out in the hiring process to list the activities you have carried out during your minor, as well as the associations to which you belong

Description – you should take advantage of the opportunity to add description to your minor in your LinkedIn profile, and complement all your information to show you in the best possible light

Media – if you have any additional documents related to your minor that you would like to show to the hiring managers when they are browsing through your profile, this is the perfect place to attach them



Last but not least, if you have more than one minor that you would like to add to your LinkedIn profile, you can always do so by clicking the “Add a minor” button in the education section of your LinkedIn profile.

Takeaways

We are all done, now you know how to showcase your minor on LinkedIn.


Let’s go through all the important steps you need to take when listing your minor on your LinkedIn profile one more time:



Consider if it is relevant to the positions you are applying for – you would not want to clutter your profile with information that does not help you get your dream job

Consider if your minor is still relevant once more – if it was too long ago, or you would like to draw attention to a more relevant minor, you might want to omit a minor

Fill in all your relevant fields to your minor in your LinkedIn profile – these include: 


School

Degree

Field of study

Start date

End date

Activities and societies

Description

Media
 


Consider listing more than one minor on your LinkedIn profile, if you find them to be relevant to the positions you are applying for



Now that you know all that, go to your LinkedIn profile, and make your minor present you even better to hiring managers.


Should you include citizenship on your resume?

When should you include citizenship on your resume?

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Should You Include Citizenship on Your Resume?


When it comes to writing your resume, there are plenty of details that you need to think about.


And even though this is not even considered as part of the hiring process, adding citizenship might be tougher than one thinks.


In most cases, it is not an issue, but sometimes it might happen that you find it more difficult than expected.


In this article, we are going to help you by exploring the following questions:



What is citizenship?

Should you include citizenship on your resume?

When should you include citizenship on your resume?

How to list citizenship on your resume?



So, if you are ready to find the answers to all these questions, stick around.
What is citizenship?

By official definition, citizenship is a legal status and relation between an individual and a state that entails specific legal rights and duties.


However, citizenship is generally used as a synonym for nationality. Where citizenship is used in a meaning that is different from nationality, it refers to the legal rights and duties of individuals attached to nationality under domestic law. 


In some national laws, citizenship has a more specific meaning and refers to rights and duties that can only be exercised after the age of majority (such as voting rights) or to rights and duties that can only be exercised in the national territory.

Should you include citizenship on your resume?

In general, there are certain things that you should omit on your resume, including:



Race

Nationality

Gender

Religion

Sexuality



That’s because there are laws that prohibit employers from discriminating against people at work or in the hiring process based on these.


Furthermore, you might come across as unprofessional if you include any of these on your resume.


And actually citizenship is also on that list, so employers can’t choose who to hire based on their citizenship or country of origin.


However, there are certain situations in which you need to list your citizenship on your resume.

When should you include citizenship on your resume?

Once you know that it is generally not a good idea to list citizenship on your resume, it is time for us to take a look at the exceptions.


It is a good idea to include citizenship information on your resume if:



You want to avoid illegal discrimination

You are applying for a job that legally requires US citizenship – these are generally US government jobs, or positions requiring security clearance

You are in a country with highly competitive job market, and has strict work permits – in that case local citizens might be favored, and you should list it if you are one

You are a senior level employee, and wish to list it – that’s because companies are much more willing to take on any costs for work sponsorship costs when you are an experienced professional


How to list citizenship on your resume?

If you decide to go for including citizenship on your resume, you should know how to do it right.


To do so, the best approach is to simply add a short footnote at the bottom of your resume.


Remember that you are in no way obligated to list your citizenship on your resume, but if you decide to go for it, it should not stand out as unnatural.


Last but not least, make sure that the citizenship on your resume does not take up more than one line.


Some great examples you can use on your resume are:



“US Citizen”

“No work authorization required”

“No sponsorship required”

“Authorized to work for any US employer”



But you can also use your own way to list your citizenship on your resume, as long as it is short and clear for the hiring managers.

Takeaways

We are all done, now you know when and how to list citizenship on your resume.


Let’s go through all the important points you need to think about one last time:



Generally, you should omit certain kinds of information on your resume, including citizenship, as employers are not legally allowed to take it into account in the hiring process

You can consider listing citizenship on your resume if: 


You want to avoid illegal discrimination

You are applying for a job that legally requires US citizenship

You are in a country with highly competitive job market, and has strict work permits

You are a senior level employee, and wish to list it
 


If you wish to list your citizenship, remember to make it brief (with just one line), and on the bottom of your resume



Check out our examples for listing your citizenship on your resume, and decide if you want to go for it, or omit that personal information on your next resume.


Why is it significant to quantify achievements on your resume?

How to quantify achievements on your resume?

Examples of quantifying achievements on a resume

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How to Quantify Your Achievements on Your Resume +Examples


In today’s competitive job market, it is important to take every opportunity to make your resume stronger.


A great way to do so is by quantifying your achievement on your resume.


Including numbers in your achievements descriptions might be the difference between a quick glance from the hiring manager, and scheduling an interview.


But before you add any numbers into your resume, you should know how to do it right.


In this article, we are going to help you by exploring the following questions:



Why is it significant to quantify achievement on your resume?

How to quantify achievement on your resume?



And just to get you ready even more, we are going to wrap things up with some great examples to help you quantify your own achievement in your resume.


So, if you are ready to use all the numbers in your favor in your resume, let’s dive in.
Why is it significant to quantify achievements on your resume?

You should always aim to make your resume as strong as possible.


One of the best ways to do so is by quantifying your achievements, but you might ask yourself why is that exactly.


The first thing you accomplish by including numbers along with your accomplishments is that they instantly grab the hiring manager’s attention.


Not only that, but they also give the information in your resume more credibility.


Furthermore, every number in your resume lets the hiring manager compare your results to those of other candidates, which can set you one step ahead of some, and will definitely take you ahead of the competition which missed out on quantifying their achievements.

How to quantify achievements on your resume?

Now that you understand the importance of quantifying achievements on your resume, it’s time to learn how to do it just right.


To do so, you only need to follow a few simple steps.

Keep track of your work

The first thing you need to do should become a habit for you, if you want to save up some valuable time.


If you constantly keep track of your work, and your achievements, it will not only be easier for you to add the quantified data to your resume once you start searching for a new job, but you will also see what you are good at, and what you need to work on.


So make sure you make a list, and keep it updated with every work-related accomplishment you get, along with the quantified result.

Use ranges

Numbers on your resume can be your greatest friends when it comes to job searching.


However, that does not mean that you should absolutely stay away from ranges.


There are a number of reasons why you might not include a specific number in an accomplishment on your resume, like:



You don’t have access to a specific number

You can’t calculate an exact number to quantify the achievement

You prefer to use a range, rather than a specific number



Whatever the reason, using a range to quantify an achievement can be just as strong as an exact number.

Focus on the key metrics

Numbers on your resume are effective, but that only applies if you use them correctly.


You should not just throw them around anywhere you can, but instead you need to focus on key metrics.


Such metrics that can catch the hiring manager’s attention are:



Money – when it comes to money, numbers are essential for every successful company. If you can show improved financial performance due to your achievements, you should absolutely include some strong numbers there, either as specific amount, or percentage

People – you can also quantify people, which can mean many things – from clients you had, to a size of a team you had managed

Time – another highly valued number you should include on your resume is the experience you have in specific positions, as the work experience is definitely the first thing a hiring manager is looking for on your resume


Proofread

Last but not least, you need to check if all the numbers you have listed on your resume are actually correct.


It is really important for you to present accurate and real information to the hiring manager, and remain honest throughout the whole hiring process.

Examples of quantifying achievements on a resume

And now, as promised, we are going to wrap things up with some great examples of how to quantify achievements on your resume.
Takeaways

We are all done, now you know how to quantify your achievements just right.


Let’s go through all the essential steps one last time, you need to:



Keep track of your work – create a list and constantly update it with your achievements, along with the quantified result from them

Use ranges – if you can’t or don’t want to use exact numbers for some of your achievements, don’t forget that ranges can be just as strong

Focus on key metrics – think about what the hiring manager would be interested in, and focus your numbers in that direction, rather than adding them everywhere

Proofread – go through all the numbers you have listed, and make sure they all present the actual result, as you would want to be as honest as possible in the hiring process



Check out our examples one last time, and get ready to quantify your own achievement in your resume.
