"If a resume is messy or unattractive, that's the first considerable strike against a candidate. Aside from the look and vibe of the resume, I look at three primary factors regarding the content. One, I look for at least two stand-out accomplishments highlighted on the resume. Two, I check if the applicant has included measurable or tangible results. Three, I look for evidence of customization for the role to which they've applied. When a candidate has clearly put in the effort to customize their resume for my specific job opening and capture my attention with results, I am much more interested in reaching out to them for a pre-screen interview. Of course, once they have passed that litmus test, then I move on to ensure they have the best relevant experience, the appropriate education if required, and strong tenure in past positions. If a candidate meets all of those benchmarks, I give them a call! Are these similar to the determining factors that Facebook Recruiters use to assess an applicant's resume?"
