You must stand out in 6 seconds. This Former Google Recruiter Counts His “Red Flags” When Reviewing Resumes

The selection processes of companies are increasingly similar to an obstacle course despite the fact that companies claim to have problems finding talent. Offer to the recruiter, in a clear and concisethe information you need, and at a glance, is the best way to win their attention and keep moving forward in the selection process. Only you have 6 seconds to get itbut it is more than enough.

Type A efficient resume has become almost an artistic exercise in which words must be chosen carefullythe format and the distribution of the sections so that it fulfills its mission.

There are templates and plenty of tips to help you create a resume that gives a recruiter just the information they need in the average six seconds each recruiter spends perusing candidate resumes. Six seconds in which, according to, that he has worked in talent acquisition for companies like Google, the text is your main enemy.

Less than two pages, less than three lines

One of the first pieces of advice any recruiting expert would give is that a resume does not have, under any circumstances, more than two pages. It doesn’t matter how successful a candidate’s training or career has been. If you need two pages to tell it, it means that you have not taken enough interest in organizing and synthesizing all that information in different sections.

Nolan Church has extensive experience in recruiting talent for technology companies, so one of the red flags When assessing a candidate’s resume, it is to see how under a section of skills or experience there are blocks of text of several paragraphs. “The last thing I want to see on a resume is probably blocks of text. Endless strings of text that have many empty words of content” confirm in an article for the CNBC medium.

Instead of writing three or four sentences for each section, it is best to synthesize and be concise in the description of the experience. The result will be much more impressive and the recruiter will save time.

If there comes a point where it seems impossible to synthesize more, the expert recruiter who now leads the recruitment agency Continuum, recommends make use of ChatGPT or some other generative artificial intelligence tool and ask them to further summarize that section. The results are amazing and catch the attention of recruiters.

Don’t worry about its brevity, the first step is to get the recruiter’s attention, then you will have the opportunity to develop your achievements and experiences in the following steps of the selection process, which usually continue with a personalized interview with the candidates. That is where the candidate must show his consistency.

In Xataka | There are already algorithms helping to select personnel: the search for work in the age of the algorithm

Image | Unsplash (Estée Janssens)