shrm 2013 survey findings resume v7 (2)

SHRM Survey Findings: Résumés, Cover Letters and Interviews

April 28, 2014

2SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014

Key Findings

• What is the preferred résumé format? Although two-thirds (66%) of organizations prefer chronological résumés, which list education and experience in reverse chronological order, government agencies (30%) prefer functionally organized résumés more than private-sector organizations do (18%).

• Should candidates include a cover letter with a résumé? Government agencies (34%) are more likely than private-sector organizations (20%) to consider a missing cover letter a mistake. Smaller organizations (those with fewer than 500 employees) (33%) are more likely to consider a missing cover letter a mistake than are larger organizations (17%). The most important aspects a cover letter should address are how the job candidate’s work experience meets the job requirements, how the job candidate’s skills meet the job requirements, and why the candidate wants to work at the organization.

• What interview formats are most frequently used by organizations? Government agencies are more likely to use panel interviews and structured interviews, whereas private-sector organizations are more likely to use semi-structured interviews and screening interviews. Although online interviews are rarely used, they are more likely to be used by larger employers (100 or more employees), as are structured interviews and panel interviews.

SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 3

• If a job candidate was fired or laid off from a position, what is the best way for the candidate to present this information? Seventy-seven percent of respondents believe that job candidates should explain in the job interview that they were fired or laid off from a position. Fewer than 3% indicated that this information should only be discussed by the job candidate only if the interviewer directly asks about it. Private-sector employers (80%) were more likely than government employers (62%) to agree that this information should be brought up in the job interview, and although much less common, government employers (15%) were more likely to indicate that the information should be presented in the cover letter compared with the private-sector employers (4%).

• What is the best way for candidates to handle gaps in employment on a résumé? Fifty-seven percent of respondents indicated that job candidates should neither emphasize nor hide gaps in employment, while 39% indicated candidates should clearly indicate gaps in employment. Only 2% agreed that gaps were not relevant.

Key Findings


• The majority of respondents said they prefer to receive résumés through their organization’s website. HR professionals should determine whether their organization’s website and application process are compatible with smartphones. Research has shown that an increased number of job seekers are using their mobile devices to look for employment, and organizations risk losing top talent if they cannot accommodate job candidates through this medium.

• It takes most HR professionals less than five minutes to determine whether a job candidate will proceed to the next step of the selection process. This is understandable, given time constraints associated with reviewing potentially hundreds of résumés for an open position. Applicant-screening software, which has sped up the hiring process in some regard, may eliminate qualified candidates based on the absence of keywords in a résumé, for example. When possible, HR professionals should devote as much time as possible to reviewing résumés and evaluating candidates’ qualifications, particularly because the competition for top talent is extremely high in the current job market.

• HR professionals should always be prepared to review résumés with gaps considering the volume of layoffs that occurred during the recession of 2007-2009 and in the months that followed. Résumé gaps should not be an automatic disqualifier for job candidates, who should be evaluated more heavily on their skill sets and potential fit with the organization.

What Do These Findings Mean for the HR Profession?


Résumés


How does your organization prefer to receive résumés from job candidates?

Note: n = 405. Percentages do not equal 100% due to rounding.* “Other” responses included applicant tracking system as a preferred way to receive résumés .

Through the organization's website

By e-mail

Through résumé collection service (e.g., Career Builder, LinkedIn)

Through both e-mail and postal mail

Through postal mail

Other*

68%

14%

5%

4%

1%

7%


Résumés by e-mail vs. through organization website

Note: Only statistically significant differences are shown.

44%

19%8% 9% 3%

29%

56%72%

84% 84%

By e-mail Through organization website

Comparisons by organization staff size

• Organizations with fewer than 100 employees are more likely than organizations with 100 or more employees to prefer to receive résumés by e-mail. Organizations with 100 or more employees are more likely to prefer to receive résumés through their website.


During initial screening, on average how long does it take to review a résumé to determine if the job candidate will proceed to the next step of the selection process?

n = 405

Less than 5 minutes

5 to 6 minutes

7 to 8 minutes

9 to 10 minutes

11 or more minutes

76%

15%

4%

3%

2%


When reviewing a résumé, which of the following aspects provide a positive edge over other résumés?

Note: n = 411. Percentages do not equal 100% due to multiple response options. “*Other” responses included résumé tailored to specific job requirements and correct spelling and grammar.

Chronologically organized résumé

Résumé in bulleted format

Résumé tailored to the industry

A skills summary

List of candidate’s accomplishments

Functionally organized résumé

A career summary

Appropriate use of action verbs and phrases

A job objective

Appropriate résumé font

Résumé in a narrative format

Digital résumé

Other*

66%

43%

43%

27%

26%

20%

18%

9%

7%

4%

1%

1%

10%


Do functionally organized résumés provide a positive edge over other résumés?


Government

Private sector

30%

18%

Yes

Comparisons by sector

• Organizations in the government sector are more likely than organizations in the private sector to report that functionally organized résumés provide a positive edge over other résumés .


What is the best format for job candidates to submit their résumés?

n = 391

63%

32%

4%1%

Chronological (lists education and experience in reverse chronological order)

Combination (summarizes skills and experience followed by ab-breviated chronological work his-tory)

Functional (presents skills and experience by types or func-tions)

Other


How important do you consider it to be for a job candidate’s résumé be tailored to the job?

n = 383. Percentages may not equal 100% due to rounding.

Very

impo

rtant

Impo

rtant

Neith

er im

porta

nt n

or u

nim

porta

nt

Unim

porta

nt

Very

unim

porta

nt

42% 45%

12%

2%0%


Generally, how many years of job history should a job candidate include on a résumé?

n = 396

All years of relevant job history

11 to 15 years

8 to 10 years

6 to 7 years

4 to 5 years

Less than 4 years

38%

9%

38%

9%

5%

1%


Do you consider the following aspects as mistakes in résumés submitted by job candidates?

n = 393

Grammatical/spelling errors

Missing detailed job history

Missing specific dates of employment

Résumé not presented in reverse chronological order

Gaps in employment that are more than a few months at a time

Résumé too long (e.g., more than two pages)

Résumés in narrative format

No cover letter

Objective not listed at the top of the résumé

99%

84%

82%

62%

54%

47%

43%

22%

11%

1%

16%

18%

38%

46%

53%

57%

78%

89%

Yes No


How often do you find inaccuracies in the candidates’ résumés (e.g., grammatical/spelling errors, missing job history)?

Note: n = 383. Percentages do not equal 100% due to rounding.

Sometimes; 81%

Rarely; 11%

Always; 9%


How often do inaccuracies in résumés negatively affect your decision to extend a job interview?

n = 383

Always; 20%

Sometimes; 73%

Rarely; 6% Never, 1%


What is the best way for candidates to handle gaps in employment on a résumé?

n = 368

57%

39%

2% 2%

Candidates should neither em-phasize nor hide gaps in employ-mentCandidates should clearly indicate gaps in employment

Gaps in employment are not rel-evant

Other


Cover Letters


Do you consider it a mistake when a candidate leaves out a cover letter?

n = 393

Yes; 22%

No; 78%




1-499 employees 500 or more employees

33%

17%

Comparisons by organization staff size

• Organizations with fewer than 500 employees were more likely than organizations with 500 or more employees to consider it a mistake when a job candidate leaves out a cover letter when submitting a résumé.




Government Private sector

34%

20%

Comparisons by organization sector

• Organizations in the government sector were more likely than organizations in the private sector to consider it a mistake when a job candidate leaves out a cover letter when submitting a résumé.


How important do you consider it to be for a job candidate to include a cover letter along with a résumé?

n = 382

13%

28%

32%

18%

9%


How important do you consider it to be for a job candidate’s cover letter to be tailored to the job?

n = 383

41%

28%20%

7%4%


What is the most important aspect of a cover letter? (Select top three options)

Note: n = 384. Percentages do not equal 100% due to multiple response options.

Percentage

Selected

How the job candidate’s work experience meets the job requirements

51%

How the job candidate’s skills meet the job requirements 48%

Why the candidate wants to work at the organization 45%

Why the candidate wants to make a career change 32%

Assessment of the candidate’s writing skills 31%

The position for which the job candidate is applying is included

19%

Explanation of gaps in employment 18%

How the job candidate’s education meets the job requirements

7%

Other 6%

Contact information is included 5%


Interviews


To what extent does your organization use the following interview formats?

n = 383. Percentages may not equal 100% due to rounding.

Online interview

Panel interview

Semi-structured interview

Structured interview

Screening interview

1%

27%

44%

45%

53%

34%

55%

46%

44%

37%

32%

14%

8%

8%

8%

34%

5%

3%

2%

2%

Always Sometimes Rarely


To what extent does your organization use the following interview formats?



• Government organizations were more likely than private-sector organizations to report using structured interview and panel interview formats.

• Private-sector organizations were more likely than government organizations to report using semi-structured interview and screening interview formats.

Comparisons by organization size

• Organizations with more than 100 employees were more likely than organizations with 1-99 employees to report using structured interview, panel interview and online interview formats.


How important do you consider it to be for a job candidate to send a thank you note after the interview?

n = 382

Very

impo

rtant

Impo

rtant

Neith

er im

porta

nt n

or u

nim

porta

nt

Unim

porta

nt

Very

unim

porta

nt

20%

40%30%

7%

3%


How important do you consider it to be for a job candidate to send a thank you note after the interview?



• Organizations in the private sector were more likely than organizations in the government sector to consider it important for a job candidate to send a thank you note after the interview.

• Organizations with 1-99 employees were more likely than organizations with 100 or more employees to consider it important for a job candidate to send a thank you note after the interview.



What is the best way for a job candidate to send a thank you note?

Note: Percentages may not equal 100% due to rounding.

E-mail Both postal mail and e-mail

Postal mail Other

50%

37%

9%

3%

50%

17%

28%

5%

2013 (n = 381 ) 2008 (n = 457)


How is your perception of a job candidate affected by the job candidate following up after the interview?


Much more favorably; 6%

More fa-vorably;

42%

Neither fa-vorably nor unfavorably;

48%

Unimportant; 5%


Do you agree with the following advice for job interviews?

n = 380

Play down any job-hopping

Bring samples of work to interview

Always wear a formal suit to a job interview

Address positions that the candidate was fired from

Arrive to interview 15 minutes early

Bring your résumé with you to the interview

Address gaps in employment

42%

47%

53%

66%

73%

74%

74%

58%

53%

47%

34%

27%

26%

26%

Yes No


Do you agree that candidates should bring samples of their work to job interviews?


500 or more employees

1-499 employees

39%

62%

Yes


• Organizations with 1-499 employees were more likely than organizations with 500 or more employees to agree that candidates should bring samples of their work to job interviews.


If a job candidate was fired or laid off from a position, what is the best way for the candidate to present this information?

Note: n = 380. Percentages do not equal 100% due to rounding. “Other*” responses included “the candidate should only address the issue if specifically asked about it during the interview”.

77%

6%5%

3%

10%

The information should be explained in the job interview

The information should be explained in the cover letter

The information should be presented in the résumé

The candidate should not present this informa-tion

Other*


If a job candidate was fired or laid off from a position, what is the best way for the candidate to present this information?


Explain in the cover letter

Explain in the job interview

4%

80%

15%

62%

Government

Private sector


• Private-sector organizations were more likely than government organizations to agree that the candidate should explain previous termination or layoff during the job interview.

• Government organizations were more likely than private-sector organizations to agree that the candidate should explain previous termination or layoff in the cover letter.


What additional advice would you give to job candidates regarding interviews?

Note: n = 165. Percentages do not equal 100% due to theme coding.

Percentage

Do research of the industry, company and position 33%

Bring insightful questions to ask the interviewers 24%

Be honest; be yourself; be upfront 19%

Dress appropriately; look professional 15%

Be prepared to talk about your own experience and skills 13%

Body language (e.g., smile, eye contact, firm handshake) 8%

Be enthusiastic; show interest in the position 8%

Give clear and brief answers 6%


Demographics


Demographics: Organization Industry

Note: n = 185. Percentages do not equal 100% due to multiple response options.

Percentage

Professional, scientific and technical services 25%Health care and social assistance 21%Manufacturing 13%Educational services 13%Finance and insurance 13%Government agencies 12%Construction 11%Administrative and support and waste management and remediation services 8%Information 6%Transportation and warehousing 6%Retail trade 5%Utilities 5%Accommodation and food services 5%Repair and maintenance 4%Arts, entertainment and recreation 4%Religious, grant-making, civic, professional and similar organizations 3%Real estate and rental and leasing 2%Mining, quarrying, and oil and gas extraction 2%Wholesale trade 2%Agriculture, forestry, fishing and hunting 1%Other industry 12%Note: n = 374. Percentages do not equal 100% due to multiple response options.

39

Demographics: Organization Sector


Privately owned for-profit

Publicly owned for-profit

Nonprofit

Government

Other

40%

24%

20%

13%

2%

SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014

40

Demographics: Organization Staff Size

n = 361

1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 24,999 employees

25,000 or more employees

11%

22%

30%

28%

9%


41

n = 379

Demographics: Other

U.S.-based operations only 77%

Multinational operations 23%

Single-unit organization: An organization in which the location and the organization are one and the same.

26%

Multi-unit organization: An organization that has more than one location.

74%

Multi-unit headquarters determines HR policies and practices

56%

Each work location determines HR policies and practices

2%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

42%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 379

n = 283

Corporate (companywide) 69%

Business unit/division 19%

Facility/location 12%


What is the HR department/function for which you responded throughout this survey?


42

Survey Methodology

• Response rate = 14%• 411 HR professionals with a job function of employment/recruitment from a randomly

selected sample of SHRM’s membership• Margin of error +/- 5%• Survey fielded March 6 to 18, 2014


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For more survey/poll findings, visit shrm.org/surveys

For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch

Follow us on Twitter @SHRM_Research

About SHRM Research

Project leader:Andrew Mariotti, senior researcher, SHRM Research

Project contributors:Evren Esen, director, Survey Programs, SHRM ResearchLynn Chen, research coordinator, SHRM ResearchTanya Mulvey, researcher, SHRM Research

Copy editor:Katya Scanlan, SHRM Knowledge Center


http://www.shrm.org/surveys

http://www.shrm.org/customizedresearch

http://twitter.com/SHRM_Research


Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.

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