Darren Reltherford, a recruiter for AutoZone, says, The first thing I notice is the overall look of the resume. I want resumes that are tailored to my particular job opening, not cookie cutter, fill-in-the-blanks formats that try to be all things to all people. I also appreciate concise text that doesn't ramble on for four or five pages. Key references are also helpful for individuals whom I choose to interview. While many people don't bother to include one, I like a cover letter which introduces the candidate and explains why he is suited for the job and why he is interested in the company.  

Walter Vertreace, a former Manager of Employment, now EEO Manager for Amerada Hess, says, One of my greatest concerns is dates of employment. A pattern of gaps may indicate an individual isn't a team player, has a substance abuse problem or is a job hopper. An occasional gap, on the other hand, is not a problem because many good people have been downsized through no fault of their own. 

I particularly like to see some experience on the resumes of candidates looking for entry level positions, especially if it's an internship that relates to the position the job seeker is pursuing. Post-academia real-world situations can be a rude awakening for students who have never reported to a supervisor before. Young professionals who have punched the clock at McDonald's or any other part-time job will have a better understanding of the realities of business than those who have spent their summers hanging out.  

Contrary to what many graduates assume, not all recruiters are primarily impressed by a high GPA. According to Vertreace, If your grade point is reasonable and you have many activities or you have been working while going to school, you may actually be more marketable than someone who has concentrated his effort solely on academic pursuits.  

When it comes to resume turn-offs, Vertreace has some definite opinions. Candidates who want to impress me should avoid colored paper, photographs of themselves and 'cute' fonts and typos. Misspelling his company's name is particularly egregious. 

Like Mr. Reltherford, Vertreace is put off by long, rambling cover letters and resumes that give him much more information than he needs or wants. As an example, he tells this story, An engineer sent me a resume that provided pages of text on his many inventions, few of which had anything to do with the job he was seeking. By then I thought he was a little nuts. Then he iced the cake by boasting of his prowess with the bamboo flute and other exotic musical instruments at the end of his resume. The recruiter's conclusion: If this individual was so unfocused writing his resume, imagine his working on an engineering project with a tight deadline! 
Deborah King, vice president of recruiting and development at Dupont/Merck, agrees that being focused is important when writing a resume. When listing job experience, King suggests that you divide it into two categories: relevant work experience and other work experience. And part of being focused, King explains, is listing your skills, special talents and relevant courses. King also says it is important to include professional memberships and extra-curricular activities. Sometimes I may be looking for a minority and can't tell because nothing indicates it. Memberships in organizations such as the National Association of Black Journalists or the National Association of Black Telecommunications Professionals, should be mentioned to let recruiters know you are a minority applicant. 

King says one of the don't s in resume writing is publishing a low GPA. That student may have had personal difficulty and had a bad semester but can't explain it because they didn't reach that level yet. King also says it is a myth that a resume should be one page. The resume should be long enough to properly represent the candidate. It doesn't matter how long it is. Do not leave out important information trying to make it fit into one page, she adds.