SHRM Survey Findings Rsums Cover Letters and Interviews

SHRM Survey Findings: Résumés, Cover Letters and Interviews April 28, 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 2

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

What Do These Findings Mean for the HR Profession? • 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. Applicantscreening 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. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 4

Résumés SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 5

How does your organization prefer to receive résumés from job candidates? Through the organization's website 68% By e-mail Through résumé collection service (e. g. , Career Builder, Linked. In) Through both e-mail and postal mail Through postal mail Other* 14% 5% 4% 1% 7% Note: n = 405. Percentages do not equal 100% due to rounding. * “Other” responses included applicant tracking system as a preferred way to receive résumés. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 6

Résumés by e-mail vs. 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. 84% 72% 56% 44% 29% 19% 8% 1 -99 employees 100 -499 employees By e-mail 500 -2, 499 employees 9% 2, 500 -24, 999 employees 3% 25, 000 or more employees Through organization website Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 7

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? Less than 5 minutes 76% 5 to 6 minutes 15% 7 to 8 minutes 4% 9 to 10 minutes 3% 11 or more minutes 2% n = 405 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 8

When reviewing a résumé, which of the following aspects provide a positive edge over other résumés? 66% Chronologically organized résumé Résumé in bulleted format 43% Résumé tailored to the industry 43% A skills summary 27% List of candidate’s accomplishments 26% 20% Functionally organized résumé 18% A career summary 9% Appropriate use of action verbs and phrases 7% A job objective Appropriate résumé font 4% Résumé in a narrative format 1% Digital résumé 1% Other* 10% 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. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 9

Do functionally organized résumés provide a positive edge over other résumés? 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. Private sector 18% Yes Government 30% Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 10

What is the best format for job candidates to submit their résumés? 4% 1% Chronological (lists education and experience in reverse chronological order) Combination (summarizes skills and experience followed by abbreviated chronological work history) 32% 63% Functional (presents skills and experience by types or functions) Other n = 391 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 11

How important do you consider it to be for a job candidate’s résumé be tailored to the job? 42% 45% 12% 2% 0% Very important Important Neither important nor unimportant Unimportant Very unimportant n = 383. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 12

Generally, how many years of job history should a job candidate include on a résumé? All years of relevant job history 38% 11 to 15 years 9% 8 to 10 years 38% 6 to 7 years 9% 4 to 5 years Less than 4 years 5% 1% n = 396 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 13

Do you consider the following aspects as mistakes in résumés submitted by job candidates? Yes Grammatical/spelling errors No 1% 99% Missing detailed job history 84% 16% Missing specific dates of employment 82% 18% Résumé not presented in reverse chronological order Gaps in employment that are more than a few months at a time 53% 47% Résumés in narrative format Objective not listed at the top of the résumé 46% 54% Résumé too long (e. g. , more than two pages) No cover letter 38% 62% 57% 43% 22% 11% 78% 89% n = 393 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 14

How often do you find inaccuracies in the candidates’ résumés (e. g. , grammatical/spelling errors, missing job history)? Always; 9% Rarely; 11% Sometimes; 81% Note: n = 383. Percentages do not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 15

How often do inaccuracies in résumés negatively affect your decision to extend a job interview? Rarely; 6%Never, 1% Always; 20% Sometimes; 73% n = 383 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 16

What is the best way for candidates to handle gaps in employment on a résumé? 2% 2% Candidates should neither emphasize nor hide gaps in employment Candidates should clearly indicate gaps in employment 39% 57% Gaps in employment are not relevant Other n = 368 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 17

Cover Letters SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 18

Do you consider it a mistake when a candidate leaves out a cover letter? Yes; 22% No; 78% n = 393 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 19

Do you consider it a mistake when a candidate leaves out a cover letter? 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. 33% 17% 1 -499 employees 500 or more employees Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 20

Do you consider it a mistake when a candidate leaves out a cover letter? 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. 34% 20% Government Private sector Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 21

How important do you consider it to be for a job candidate to include a cover letter along with a résumé? 32% 28% 13% 9% Very important Important Neither important nor unimportant Unimportant Very unimportant n = 382 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 22

How important do you consider it to be for a job candidate’s cover letter to be tailored to the job? 41% 28% 20% 7% 4% Very important Important Neither important nor unimportant Unimportant Very unimportant n = 383 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 23

What is the most important aspect of a cover letter? (Select top three 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% Note: n = 384. Percentages do not equal 100% due to multiple response options. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 24

Interviews SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 25

To what extent does your organization use the following interview formats? Screening interview 53% 37% 8% 2% 44% 8% 2% Structured interview 45% Semi-structured interview 44% 46% 8% 3% Panel interview 27% 55% 14% 5% Online interview 1% 34% Always Sometimes 32% Rarely 34% Never n = 383. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 26

To what extent does your organization use the following interview formats? Comparisons by organization sector • 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. Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 27

How important do you consider it to be for a job candidate to send a thank you note after the interview? 40% 30% 20% 7% 3% Very important Important Neither important nor unimportant Unimportant Very unimportant n = 382 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 28

How important do you consider it to be for a job candidate to send a thank you note after the interview? Comparisons by organization sector • 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. Comparisons by organization size • 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. Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 29

What is the best way for a job candidate to send a thank you note? 2013 (n = 381 ) 2008 (n = 457) 50% 37% 28% 17% 9% 3% E-mail Both postal mail and e-mail Postal mail 5% Other Note: Percentages may not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 30

How is your perception of a job candidate affected by the job candidate following up after the interview? Unimportant; 5% Neither favorably nor unfavorably; 48% Much more favorably; 6% More favorably; 42% Note: n = 382. Percentages do not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 31

Do you agree with the following advice for job interviews? Yes No Address gaps in employment 74% 26% Bring your résumé with you to the interview 74% 26% Arrive to interview 15 minutes early 73% 27% Address positions that the candidate was fired from Always wear a formal suit to a job interview Bring samples of work to interview Play down any job-hopping 66% 53% 47% 42% 34% 47% 53% 58% n = 380 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 32

Do you agree that candidates should bring samples of their work to job interviews? Comparisons by organization size • 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. 1 -499 employees 62% Yes 500 or more employees 39% Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 33

If a job candidate was fired or laid off from a position, what is the best way for the candidate to present this information? 6% The information should be explained in the job interview 5% 3% 10% The information should be explained in the cover letter The information should be presented in the résumé 77% The candidate should not present this information Other* 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”. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 34

If a job candidate was fired or laid off from a position, what is the best way for the candidate to present this information? Comparisons by organization 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. Explain in the job interview 62% 80% Government Explain in the cover letter 4% 15% Private sector Note: Only statistically significant differences are shown. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 35

What additional advice would you give to job candidates regarding interviews? 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% Note: n = 165. Percentages do not equal 100% due to theme coding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 36

Demographics SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 37

Demographics: Organization Industry Percentage Professional, scientific and technical services Health care and social assistance Manufacturing Educational services Finance and insurance Government agencies Construction Administrative and support and waste management and remediation services Information Transportation and warehousing Retail trade Utilities Accommodation and food services Repair and maintenance Arts, entertainment and recreation Religious, grant-making, civic, professional and similar organizations Real estate and rental and leasing Mining, quarrying, and oil and gas extraction Wholesale trade Agriculture, forestry, fishing and hunting Note: nindustry = 185. Percentages do not equal 100% due to multiple response options. Other Note: n = 374. Percentages do not equal 100% due to multiple response options. 25% 21% 13% 13% 12% 11% 8% 6% 6% 5% 5% 5% 4% 4% 3% 2% 2% 2% 1% 12% SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 38

Demographics: Organization Sector Privately owned for-profit 40% Publicly owned for-profit 24% Nonprofit 20% Government Other 13% 2% Note: n = 371. Percentages do not equal 100% due to rounding. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 39

Demographics: Organization Staff Size 1 to 99 employees 11% 100 to 499 employees 22% 500 to 2, 499 employees 30% 2, 500 to 24, 999 employees 25, 000 or more employees 28% 9% n = 361 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 40

Demographics: Other Does your organization have U. S. based operations (business units) only, or does it operate multinationally? U. S. -based operations only 77% Multinational operations 23% Is your organization a single-unit organization or a multi-unit organization? 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% n = 379 What is the HR department/function for which you responded throughout this survey? Corporate (companywide) 69% Business unit/division 19% Facility/location 12% Note: n = 283. Percentages do not equal 100% due to rounding. For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? 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% n = 283 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 41

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 SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 42

About SHRM Research 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 Project leader: Andrew Mariotti, senior researcher, SHRM Research Project contributors: Evren Esen, director, Survey Programs, SHRM Research Lynn Chen, research coordinator, SHRM Research Tanya Mulvey, researcher, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 43

About SHRM 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. SHRM Survey Findings: Résumés, Cover Letters, Interviews ©SHRM 2014 44