As a candidate, it can be confusing to read application advice. You'll often see people say that they look for x-y-z when hiring, which conflicts with when you saw someone say they look for a-b-c the week before. How can both be true?
Because both are true, for what they look for. But what's considered standard or desirable differs massively from one market to another - region, industry, role. It even differs at the most granular levels: companies, departments, interviewers. At some point, the difference in what is desired is just differences in culture fit. Applications aren't an exam and you shouldn't expect to 'pass' them all any more than you should expect to 'pass' every date.
If you are a hiring manager, you know what it takes to get hired at one company. That's less than what someone knows if they go out and get two job offers. So, do us a favour, don't muddy the water.
Hey, I’ve done recruiting since 2005. Here’s the most basic advice I can give you. It’s much more important to have stuff to put on your resume than is it to obsess over how the resume is formatted. Showing what you’ve done and what you can do in the goal. What I typically do for myself is focus on quality over quantity, and then stuff in a few extra keywords relevant to the kind of job I’m targeting.
Because both are true, for what they look for. But what's considered standard or desirable differs massively from one market to another - region, industry, role. It even differs at the most granular levels: companies, departments, interviewers. At some point, the difference in what is desired is just differences in culture fit. Applications aren't an exam and you shouldn't expect to 'pass' them all any more than you should expect to 'pass' every date.
If you are a hiring manager, you know what it takes to get hired at one company. That's less than what someone knows if they go out and get two job offers. So, do us a favour, don't muddy the water.