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{{Wiktionarypar|résumé|curriculum vitae|resume}} |
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A '''résumé''', commonly written "'''resume,'''" is a document that contains a summary or listing of relevant job [[experience]] and [[education]]. It is closely related to a similar document, a '''curriculum vitae''' ('''CV''')<ref>The term ''curriculum vitae'' means "course of life" in Latin. While it is appropriate to write either ''curriculum vitae'' or just ''vita'', it is incorrect to use the phrase ''curriculum vita'', the form ''vitae'' being the genitive of ''vita''. The plural of ''curriculum vitae'' is ''curricula vitae''.</ref> which focuses more on education, publications, and other accomplishments. Both are typically used to screen applicants, often followed by an [[interview]], when seeking [[employment]]. The résumé or CV is typically the first item that a potential [[employer]] encounters regarding the job seeker, and therefore a large amount of importance is often ascribed to it. |
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==Terminology== |
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''Curriculum vitae'' is Latin meaning "course of life" and ''résumé'' is [[French language|French]] meaning "summary". |
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In the business world, the word ''résumé'' (also spelled ''resumé'' and ''resume'') is used especially in the [[United States]] and in [[English Canada]]. ''Curriculum vitae'' and "CV" are used in the United Kingdom in all contexts, with ''résumé'' having very little currency. |
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In [[North America]], [[Australia]], and [[India]] the terms "résumé" and "CV" may be used interchangeably. However, a ''résumé'' more often has a free-form organizational style and is used for seeking employment in the [[private sector]], whereas a ''curriculum vitae'' (also called a ''vita'', but not ''curriculum vita'', see below) usually has a more standardized look and format for the purpose of seeking positions in [[academia|academic]] or educational institutions. Another difference is that a ''résumé'' tends to be more descriptive and tailored for a specific purpose or target audience, whereas a ''curriculum vitae'' tends to be organized in a way that presents data about one's self in a compact fashion, with a clear chronology. For example, a ''résumé'' may begin with a statement about a personal goal, followed by a list of most significant accomplishments or characteristics in order of significance, while a ''curriculum vitae'' often includes complete and unembellished lists of data such as educational institutions attended, degrees received, positions held, professional affiliations, publications authored, etc. A ''résumé'' may or may not be represented by the person as a complete history of themselves without omission, whereas a ''curriculum vitae'' usually implies that there are no omissions, and in particular, no temporal gaps |
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==Styles== |
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A résumé is a summary typically limited to one or two pages of size [[ISO 216|A4]] or [[Paper size#North American paper sizes|Letter-size]] highlighting only those experiences and credentials that the author considers most relevant to the desired position. Simple résumés may be organized in different ways: |
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====Chronological résumé==== |
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A chronological résumé enumerates a candidate's job experiences in reverse chronological order. |
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The chronological résumé format is by far the most common résumé layout in use. In using this format, the main body of the document becomes the Professional Experience section, starting from the most recent experience going chronologically backwards through a succession of previous experience. The chronological résumé works to build credibility through experience gained, while illustrating career growth over time. In the United Kingdom the chronological résumé tends to extend only as far back as the subject's [[GCSE]]/[[Standard Grade]] qualifications. |
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====Functional résumé==== |
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A functional résumé lists work experience and skills sorted by skill area or job function. |
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The functional résumé is used to assert a focus to skills that are specific to the type of position being sought. This format directly emphasizes specific professional capabilities and utilizes experience summaries as its primary means of communicating professional competency. In contrast, the chronological résumé format will briefly highlight these competencies prior to presenting a comprehensive timeline of career growth via reverse-chronological listing with most recent experience listed first. The functional resume works well for those making a career change, having a varied work history and with little work experience. A functional résumé is also preferred for applications to jobs that require a very specific skill set or clearly defined personality traits... |
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====Combination résumé==== |
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The combination résumé balances the functional and chronological approaches. A résumé organized this way typically leads with a functional list of job skills, followed by a chronological list of employers. The combination résumé has a tendency to repeat itself and is therefore less widely utilized than the other two forms. |
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===Curriculum vitae=== |
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In the United States and Canada, a CV is expected to include a comprehensive listing of professional history including every term of employment, academic credential, publication, contribution or significant achievement. In certain professions, it may even include samples of the person's work and may run to many pages. |
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In the [[European Union]], a standardised CV model known as [[Europass]] has been developed (in [[2004]] by the [[European Parliament]] and [[European Commission]]) and promoted by the EU to ease skilled migration between member countries. |
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===Résumés=== |
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In many contexts, a résumé is short (usually one page), and therefore contains only experience directly relevant to a particular position. Many résumés contain precise [[keywords]] that the potential employers are looking for, make heavy use of active verbs, and display content in a flattering manner. |
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In the past, résumés used to be no longer than two pages, as potential employers typically did not devote much time to reading résumé details for each applicant. In some countries employers have changed their views regarding acceptable résumé length. Since increasing numbers of job seekers and employers are using Internet-based job [[search engine]]s to find and fill employment positions, longer résumés are needed for applicants to differentiate and distinguish themselves. Since the late 1990s, some employers have been more accepting of résumés that are longer than two pages, but not those in Australia. Many professional résumé writers and human resources professionals believe that a résumé should be long enough so that it provides a concise, adequate, and accurate description of an applicant's employment history and skills. The transmission of résumés directly to employers became increasingly popular as late as 2002. Jobseekers were able to circumvent the job application process and reach employers through direct email contact and résumé blasting, a term meaning the mass distribution of résumés to increase personal visibility within the job market. However the mass distribution of résumés to employers often can have a negative effect on the applicant's chances of securing employment as the résumés tend not to be tailored for the specific positions the applicant is applying for. It is usually therefore more sensible to adjust the résumé for each position applied for. |
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The complexity and simplicity of various résumé formats tends to produce results that vary from person to person, occupation, and industry. It is important to note that résumés used by medical professionals, professors, artists and people in many other specialized fields may be comparatively longer. For example, an artist's résumé, typically excluding any non-art-related employment, may include extensive lists of [[Solo exhibition|solo]] and group [[Art exhibitions|exhibitions]]. |
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===Curricula vitae=== |
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{{Unreferencedsection|date=July 2007}} |
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As with résumés, CVs are subject to recruiting fads. For example, |
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*In German-speaking countries, a picture was a mandatory adjunct to the CV for a long time. |
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*In the huge [[India]]n job market, photos and good looks are strongly preferred in the [[service industry]] ([[hotels]], [[aviation]], etc.) and in sales-[[marketing]], [[front office]] and [[customer service]] jobs. Additionally, Indian employers prefer lengthy resumes. |
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*Including a photograph of the applicant is strongly discouraged in the U.S. as it would suggest that an employer would discriminate on the basis of a person's appearance — [[age discrimination|age]], [[racial discrimination|race]], [[sexism|sex]], [[Physical attractiveness|attractiveness]], or the like. The theatre and modeling industries are exceptions, where it is expected that résumés will include photographs; actors refer to such photos as [[head shot]]s. |
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*When listing non-academic employment in the U.S., the newest entries generally come first (reverse chronological). |
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*The use of an "objective statement" at the top of the document (such as "Looking for an entry-level position in stores") was strongly encouraged in the U.S. during the mid-1990s but fell out of favor by the late-1990s. However, with the avalanche of résumés distributed via the Internet since the late 1990s, an "objective" and/or "skills summary" statement has become more common to help recruiters quickly determine the applicant's suitability. It is not prevalent elsewhere. |
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*A profiling statement (or thumbnail description) was a protocol developed by placement agencies in the late 1980s. Many candidates now open their CV with such a statement. This can be a short paragraph or a handful of bullet points delineating the candidate's most desirable skills and experiences. |
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*Listing of computer skills (such as proficiency with word processing software) was a strong differentiator during the 1980s but was considered [[passé]] for most professional positions by the 1990s. |
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*In the 1980s and early 1990s in the U.S., the trend was to not allow a resume to exceed one page in length. In the late 1990s, this restriction fell out of vogue, with two- or even three-page resumes becoming common. |
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====A British curriculum vitae==== |
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A standard British CV used to have the following points<ref>McGee, Paul; ''Writing a CV that works'', Dec 2002</ref> |
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*Personal details at the top, such as name in bold type, address, contact numbers and, if the subject has one, an e-mail address. Photos are not required at all, unless requested. Modern CVs are more flexible. |
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*A personal profile, written in either the first or the third person, a short paragraph about the job seeker. This should be purely factual, and free of any opinion about the writer's qualities such as "enthusiastic", "highly motivated", etc. |
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*A bulleted list of the job seeker's key skills or rather, professional assets - skills alone are somewhat unsophisticated |
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*A reverse chronological list of the job seeker's [[work experience]], including his or her current role. The CV should account for the writer's entire career history. The career history section should describe achievements rather than duties. The early career can these days be lumped together in a short summary but recent jobs should illustrate concept, planning, achievement, roles. |
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*A reverse chronological list of the job seeker's [[education]] or [[training]], including a list of his or her [[qualification]]s such as his or her academic qualifications ([[GCSE]]s, [[Advanced Level (UK)|A-Level]]s, [[Higher (Scottish)|Highers]], [[academic degree|degree]]s etc.) and his or her professional qualifications ([[NVQ]]s and memberships of professional organisations etc.). If the job seeker has just left the place of education, the work experience and education are reversed. |
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*Date of birth, [[gender]] if you have an ambiguous first name, whether you have a [[driving licence]] used to be standard - but nothing is required and you should not waste space on trivia. An employer requesting date of birth and gender needlessly could find itself on the losing side of recent [[anti-discrimination legislation]]. |
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*The job seeker's [[hobby|hobbies]] and [[Attention|interest]]s (optional) |
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It is obligatory for it to be typed or word-processed, not hand-written. |
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There are certain ''[[faux pas]]'' for CVs: |
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*The CV being longer than two full sides of [[ISO 216|A4]] paper |
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*Writing anything pejorative about other persons or businesses.<ref>Hargreaves, Julie: ''How To Write a 'killer' CV or Résumé; Section 3 - Hidden Messages'', 2006, Retrieved May,15 2007. http://www.hark.net.au/cgi-bin/viewebook.plx?bkdir=writing_cv&bkname=cv</ref> |
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*If applying for a specific position, omitting a [[cover letter|covering letter]] explaining one's suitability. |
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CVs should be purely factual without implying skills which do not exist. |
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==Online résumés== |
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The Internet has brought about a new age for the résumé. As the search for employment has become more electronic, résumés have followed suit. It is not uncommon for employers to only accept résumés electronically, either out of practicality or preference. This electronic boom has changed much about the way résumés are written, read, and handled. |
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* Job seekers must choose a [[file format]] in which to maintain their résumé. Many employers, especially recruitment agencies on their behalf, insist on receiving résumés only as [[Microsoft Word]] documents. Others will only accept résumés formatted in [[HTML]], [[PDF]], or plain [[ASCII]] text. |
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* Many potential employers now find candidates' résumés through [[search engine]]s, which makes it more important for candidates to use appropriate keywords when writing a résumé. |
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* Including an e-mail address in an online résumé may expose the job seeker to [[E-mail spam|spam]] (see [[Spambot]]). |
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Some career fields include a special section listing the life-long works of the author. For computer-related fields, the [[softography]]; for musicians and composers, the [[discography]]; for actors, a [[filmography]]. |
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Keeping résumés online has become increasingly common for people in professions that benefit from the multimedia and rich detail that are offered by an HTML résumé, such as actors, photographers, graphic designers, developers, dancers, etc. |
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Job seekers are finding an ever increasing demand to have an electronic version of their résumé available to employers and professionals who use [[Internet recruiting]] at any time. Internet résumés differ from conventional resumes in that they are comprehensive and allow for self-reflection. Unlike regular 2 page résumés, which only show recent work experience and education, Internet résumés also show an individual's skill development over his or her career. |
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For job seekers, taking résumés online also facilitates distribution to multiple employers via Internet. Online résumé distribution services have emerged to allow job seekers to distribute their résumés to employers of their choices via email. |
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Another advantage to internet résumés is the significant cost savings over traditional hiring methods. The Employment Management Association has included internet advertising in its cost-per-hire surveys for several years. In 1997, for example, it reported that the average cost-per-hire for a print ad was $3,295, while the average cost-per-hire with the Internet was $377.<ref>[http://www.careerjournal.com/hrcenter/weddlesguide/19990405-weddle.html Career Development Articles - Career Planning Guide - Career Opportunities<!-- Bot generated title -->]</ref> This in turn has cut costs for many growing organizations, as well as saving time and energy in recruitment. Until the development of résumés in an electronic format, employers would have to sort through massive stacks of paper to find suitable candidates without any way of filtering out the poor candidates. Employers are now able to set search parameters in their database of résumés to reduce the number of résumés which must be reviewed in detail in the search for the ideal candidate. |
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Finally, the internet is enabling new technologies to be employed with résumés, such as video résumés--especially popular for multimedia job seekers. Another emerging technology is graphic-enabled résumés, such as Visual CV. <ref>[http://www.usnews.com/articles/business/careers/2008/05/28/how-an-older-worker-can-get-the-interview.html How an Older Worker Can Get the Interview - US News and World Report<!-- Bot generated title -->]</ref> |
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== Sources == |
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* ''Euro CV'', Jean-Pierre Thiollet, Paris, Top Editions, 1997. ISBN 2 87 73 1131 7 |
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==See also== |
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*[[Background check]] |
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*[[Cover letter]] |
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*[[Europass]] European Standardised model<!--is it used outside the EU institutions? yes it is used also in America--> |
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*[[HR-XML]] - HR specific XML schemas enabling data exchange between systems. |
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*[[hResume]] - a [[microformat]] for marking up résumés on web pages. |
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*[[Job fraud#Résumé fraud|Résumé fraud]] |
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*[[SmartMatch]] (search engine) |
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*[[Video résumé]] |
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*[[Job Interview]] |
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== References == |
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{{reflist}} |
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==Further reading== |
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*Bennett, Scott A. ''The Elements of Résumé Style: Essential Rules and Eye-Opening Advice for Writing Résumés and Cover Letters that Work.'' AMACOM, 2005 ISBN 0-8144-7280-X. |
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*Whitcomb, Susan Britton. ''Resume Magic: Trade Secrets of a Professional Resume Writer,'' Third Edition. JIST Publishing, 2006. ISBN 978-1593573119. |
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== External links == |
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*[http://web.mit.edu/career/www/guide/cv.pdf CV tips] |
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*[http://web.mit.edu/career/www/guide/coverletters.pdf Cover letter] |
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{{Employment}} |
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<!--Categories--> |
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[[Category:Employment]] |
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[[Category:Recruitment]] |
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<!--Interwiki--> |
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[[ar:سيرة ذاتية]] |
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[[ca:Currículum vitae]] |
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[[da:Curriculum vitæ]] |
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[[de:Lebenslauf]] |
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[[es:Curriculum vitae]] |
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[[fa:کارنامک]] |
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[[fr:Curriculum vitæ]] |
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[[it:Curriculum]] |
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[[he:קורות חיים]] |
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[[lt:CV]] |
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[[nl:Curriculum vitae]] |
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[[ja:履歴書]] |
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[[ko:이력서]] |
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[[no:Curriculum vitae]] |
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[[nn:Curriculum vitae]] |
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[[pl:Curriculum vitae]] |
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[[pt:Curriculum vitae]] |
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[[ru:Резюме]] |
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[[sr:Биографија]] |
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[[fi:Ansioluettelo]] |
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[[sv:Curriculum vitae]] |
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[[tr:özgeçmiş]] |
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[[vi:Sơ yếu lý lịch]] |
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[[uk:Резюме]] |
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[[zh-yue:履歷]] |
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[[zh:简历]] |
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