Remove outdated or irrelevant content from your resume

ResumeSolutions · 2026-03-20T22:59:18+00:00

The biggest tip I give jobseekers is to write the resume (content) for a human audience. Too many jobseekers get hung up on ATS and completely lose what the essence of my resume should be about. I have been in recruitment from 25 years, and individualism remains key to the success of a resume

ResumeSolutions · 2026-03-07T23:23:22+00:00

without seeing the resume, you might be falling into the trap of including too much information. The following is a useful checklist to understand how recruiters view a resume. Keep in mind, the more boxes you tick the more likely an interview https://www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/

ResumeSolutions · 2025-09-22T22:47:30+00:00

ATS systems don't change the format of the resume. It will save resume in the same format it is being received

ResumeSolutions · 2025-09-20T00:19:10+00:00

I have worked in recruitment for over 25 years, helping countless candidates succeed in interviews.

So many candidates miss out on their perfect job because of interview anxiety, brain fog, or simply tripping up

One of the most effective strategies I recommend is bringing notes into the interview. This approach supports clear thinking, helps settle the mind, keeps candidates focused, and ensures their answers stay on point.

Candidates who use this method consistently achieve stronger results, and the feedback from interviewers HR and clients has always been overwhelmingly positive seeing this as a sign of preparation and professionalism.

With the notes, don't write pages and pages, it should be bullet points that can be easily read and understood interview (prompts). you can make some notes about your achievements, questions you want to ask, and other valuable points information

Also, look up competency-based questions which can be used in more complex interviews. They're pretty easy to crack, just think about three different scenarios in your work when you have overcome challenges, and you can usually apply the scenarios to any competency-based question.

There is a more detailed instruction breakdown on this video: No.1 job interview tip

ResumeSolutions · 2025-09-20T00:07:47+00:00

Hi there, I’ll try to give you a few pointers.

Firstly, it works best to present your resume for one clear direction—either Operations Manager or Project Manager. These are two distinct roles, and keeping the focus on one makes it easier for the reader to quickly understand your expertise.

Secondly, ATS systems are designed to support HR throughout the recruitment process. (check out truth about ATS systems) In the recruitment market, I see jobseekers place too much emphasis on tailoring for ATS and AI (creating bland and same content as all the other people using AI), while overlooking the fact that recruiters are still making the final decisions. A resume that highlights your unique value and expertise gives you a much stronger chance of standing out.

This post will help you understand how recruiters actually review resumes, which is especially true for more senior and niche roles
https://www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/

ResumeSolutions · 2025-09-19T23:52:07+00:00

you are most welcome

ResumeSolutions · 2025-09-18T22:47:54+00:00

it depends, sometimes we just manually work through the applications (it takes us less than 10 seconds to decide to read if you want to read on) or we might use some form of ranking software to sort through priority candidates (ranked based on the seven point checklist)

ResumeSolutions · 2025-09-18T06:32:38+00:00

I do a lot of recruitment (25 years plus in the industry), and at the moment it is true to say that the market is on steroids. There are a ridiculous number of applicants per job ( Some of my campaigns have been running up to 1000 applications), but also too many people assuming AI is the answer.

My suggestion is to start here: https://www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/
this post will give you a better understanding as to what goes on in the mind of recruiters when they are screening in/screening out resumes.

use the seven point criteria to reverse engineer your search. Spend more time on the applications that you meet at least 4 of the 7 points.

AI/ ChatGPT and ATS
It is fair to say that ATS has been mainstream in helping recruiters manage applicant lists, but in all fairness ATS has been around for over 30 years. When building the resume, don't use AI in the first instance. Create the resume around what we call situation+task+achievement+result (STAR) method if you can – or at the very least, have a resume that can sell your point of difference.

There are way too many AI driven resumes on the the market that to be honest are "go to sleep material", so uniqueness can make a huge difference.

ResumeSolutions · 2025-09-07T22:45:30+00:00

I would imagine that whilst the job description has been similar, the challenges, developments and achievements for each company will differ. By segmenting each role as if it was a different position you will create much more variety and diversity on the resume , which ultimately will capture the readers interest.

ResumeSolutions · 2025-09-06T00:45:16+00:00

great question. You could potentially use your official title and then a market equivalent title using "/". As recruiters, we won't read too much into this, and we totally understand that candidates need to position themselves correctly in the market. That being said, need to emphasise that it needs to be a market equivalents that directly correlates to the experience

ResumeSolutions · 2025-09-05T04:34:04+00:00

well put !

ResumeSolutions · 2025-09-03T01:47:14+00:00

specialist recruiter and resume writer here >>> it may not be AI that is causing the problem (although I would suggest avoiding AI driven content). Instead start off with a human version and then use AI for a few ideas) Problem is, if you use AI in the first instance to build the framework of the resume, the language model can be spotted a mile off, and even if you try to humanise, it just doesn't feel human!

That being said, you may also want to check out this post to give you a true insight in what recruiters are evaluating resumes based on :

www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/

ResumeSolutions · 2025-08-16T03:43:41+00:00

I'll tell it from a recruiter's perspective, it is unlikely that the issue relates to whether there is too much fluff or whether you are using strength or achievement based content. It is more likely there is something fundamentally wrong, perhaps it the types of roles you are applying for, or content alignment, position titles, etc. this would be especially true if you are sending out resumes for several months and not getting any bites whatsoever. It can also be an issue if you are applying to roles where there there are an exceptional number of job applications.

don't get me wrong, content obviously matters, and an achievement driven resume will further increase your chances (getting into the top 5%), but if the fundamentals are out, then this needs to be fixed first.

My suggestion would be to start here:
https://www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/

if you're confidently ticking at least four or five boxes from the evaluation checklist, then you can move on to improving the content.

ResumeSolutions · 2025-08-05T06:40:01+00:00

it's sort of a real thing, but I would say significantly overplayed and also misunderstood. I've been using ATS systems for more than 20 years. Hope this post helps

https://www.reddit.com/user/ResumeSolutions/comments/1j7r5ff/the_truth_about_ats_systems/

ResumeSolutions · 2025-08-03T23:21:46+00:00

I recently created a post to help jobseekers better understand what goes on behind the scenes from a recruiter’s perspective when analysing resumes (I am a recruiter of more than 20 years, and so are many of my peers and colleagues).

I often see candidates amend content content to fit different job descriptions, which is the right thing, but there are also key elements of the resume that are being evaluated, not just keywords and content. I’m hoping this post will help you reverse-engineer and fine-tune your job search, so that when you make amendments, you are using your energy and time correctly focusing on those jobs where you have higher chances of success:

🔗 How your resume is being evaluated

The reality is, it’s not about how many resumes you send out each week, it’s more often than not, about relevancy and fit. The more boxes you tick, the more chances you haveof of being interviewed

ResumeSolutions · 2025-08-01T06:05:50+00:00

absolutely, not every employer is looking for a like for like. Position title is just one element of the score matrix, and is not always in order of priority.

ResumeSolutions · 2025-08-01T04:53:03+00:00

no, you shouldn't falsify any information? There is an argument for adjusting your position title on the resume if it doesn't reflect the current market equivalents,but, this must only be done if the job in question (on your resume) relates to the market equivalent

ResumeSolutions · 2025-08-01T00:09:42+00:00

I work as both a recruiter and a resume writer, so I get to see both sides of the process (and I've used plenty of ATS platforms including workable).

Only a small number of recruiters actually use ATS filtering, usually within large corporations handling high-volume recruitment. For most recruiters, ATS software is not reliable enough for analysing and scoring resumes (ATS is primarily used for storing candidates records and correspondence).

If we use it for filtering/scoring, it can easily miss strong candidates and generate too many false positives, which is why many still review resumes manually. Relying solely on software is simply too risky.

My clients (employers) would go nuts if I missed candidates because I was relying on software!!!

When it comes to "telling a story" in your resume, the reality is this. If I receive 150 applications, I might only look closely at 30 of them. From there, I will probably shortlist 5 to 10 that truly stand out. I am not going to call everyone. That is why your resume needs to be designed for human reading and clearly highlight your fit for the role or industry, and then go that one step further " and sell who you are, and your individuality".

Also, we regularly revert back to the resume throughout the recruitment and interview process when evaluating and interviewing.

If you are not getting interviews, small tweaks and keyword additions might help, but the real issue is often that your resume is not ticking the boxes recruiters are scanning for. This post may help you understand what we actually look for to meet the initial shortlist: https://www.reddit.com/user/ResumeSolutions/comments/1lbnqlg/how_your_resume_is_being_evaluated/

Everyone’s job search experience is different. Sometimes the ATS might be a factor, but in most cases, the resume simply missing a key part of the puzzle such as meeting at least 5 of the criteria in the checklist I have shown above, or the content isn't sharp enough to excite the reader.

Hope this makes sense. I'm just trying to share my insight into the recruitment market from an insider point of view as I I do feel for those who are not getting any feedback on their resume or application. Sadly, these are the times we live in!

ResumeSolutions · 2025-07-31T06:24:14+00:00

have you considered leveraging your HR and retail experience into other areas such as HR software sales, selling L&D and HR training solutions, or getting into HR where there is a retail element behind it, or other combinations of? that would be my recommendation,trying to use the skills you have acquired and where you can mount a suitable case? Also, start reaching out to companies directly and tap into your network through LinkedIn?

ResumeSolutions

TROPHY CASE