Over the past few years I have looked at a lot of resumes and cover letters. I have noticed a number of words like innovative, team-player seem to be on everyone’s resume. Because of that I found a recent article very interesting that I thought I would share. The article focuses on a piece of research that LinkedIn had done with 85 million users to come up with a list of the most overused words and expressions with regard to resumes.
Based on that research here is the list of Top 10 overused buzzwords in LinkedIn Profiles in the USA for 2010:
- Extensive experience
- Innovative
- Motivated
- Results-oriented
- Dynamic
- Proven track record
- Team player
- Fast-paced
- Problem solver
- Entrepreneurial
I thought the list was very interesting. Most of these words are used over and over and frankly some of them I really like. Words like results-oriented, team player, motivated are words that I look for to get passed the screening process and those are also qualities I try to focus on while I am interviewing a candidate.
- If you are hiring staff what words/phrases do you like on the list?
- What words/phrases turn you off?
- If you are looking for a job what words/phrases do you use?
I look forward to reading your thoughts.
Carter Cathey says:
I tend to interview a lot of junior-level people that are mostly right out of college. I tend to want a resume to be appropriate to the experience of the applicant. When I have a 21-year-old with 6 months of work experience that lists “extensive experience or proven track record” I must admit that I get a chuckle.
What I want from these resumes is something like:
– Fast Learner
– Eager and Enthusiastic
– Great Attitude
I suppose on higher-level workers, I would expect their resume to speak to their experience and track record without them having to say it. For other things, I would expect some example of a problem they have solved or how their “innovation and motivation” led to a positive outcome.
–Carter
Christing Cook says:
I look for those that are bold over achievers. The first place I go on the resume is typically to the bottom to see what they are doing beyond just the job/college. I look for the student that was President of the AMA Marketing Club, BMA Resume Review contest winner, sitting on the MRA board/committee and/or volunteering their time within the community. This says to me that this person is doing more than just enough in life and work to get by.
I like words like:
Aggressive
Overachiever
Self Motivated
Minimal Supervision
Bottom line I like the Top 10 List too. The reality is that anyone can make themselves look like a rock star on paper. This is why we do a skills assessment and personality testing. You can typically teach aptitude but not attitude and fitting with the current culture is important as well as making sure the overall team has a good mix of personalities.
Phil Harriau says:
My kid is applying for colleges and we were told the word “Leadership” should appear on her college resume. What 17 year old has legitimate “leadership” experience? I would agree with Carter, the adjectives should match what you expect from the experience level you seek.
That said, dynamic, proven track record and team player are getting pretty worn out. I like entrepreneurial and fast learner, as these suggest flexibility – qualities we all need in this lean economy.
Jim Quilty says:
Ideation
Innovation
As I interview candidates, I want to know they can not only do the job at hand, but have demonstrated experience in creating opportunities and adding value. That’s what I am hiring them for – to take the job to a new level and separate themselves (and our company) from competition.
Our customers are always asking us “why is your company different.” We need to give them concrete examples of how we can thinki of their success in ways they have not previously done so.