Resume Tips

Your resume is your most important calling card in your job search. It should include the following information:

Contact Information. Include phone, mail and email contact information. In addition, make sure your voicemail message is professional. A message that is too casual can create a negative impression.

Career Objective. You may choose to list or not list your career objective. If your objective doesn't match the consultant's needs, you may miss out on a golden opportunity. However, a clearly stated career objective can help your recruiter find your ideal career match.

Summary Statement. Your summary should be brief.

Include your title and years of experience.
List pertinent skills.
Discuss your character traits or work style.

Example: "Strategic and performance-focused executive with 10+ years of innovative, energetic leadership with two non-profit behavioral healthcare provider organizations. Expert in leveraging resources, capabilities, and relationships to achieve high quality healthcare at and human services at competitive costs. Motivational leader known for clearly defining mission and goals, aligning people and resources, and consistently delivering results that exceed expectations."

Professional Experience. List each position held in reverse chronological order, dating back at least ten years. If you held multiple positions within the same company, list them all to show advancement and growth. The body of each position description should describe your responsibilities and accomplishments.

Other Components. Include education, professional training, affiliations/appointments, licenses, technical skills and languages.

Personal Information. Do not include personal information such as age, marital status, etc.

Domains & Practices of CEO Performance

Board Engagement - Help Directors Help the Organization
Effectiveness: promote a forward-looking agenda
Relationships: think beyond the meeting
Capabilities: seek balance and development
Corporate Strategy - Focus on Beating the Odds
Vision: reframe what success means
Strategy: make bold moves early
Resource allocation: stay active
Organizational Alignment - Manage Performance
Talent: match talent to value
Culture: go beyond employee engagement
Organizational design: combine speed with stability
External Stakeholders - Center on the Long-Term "Why"
Social purpose: look at the big picture
Interactions: prioritize and shape
Moments of truth: build resilience ahead of a crisis
Team and Processes - Put Dynamics Ahead of Mechanics
Teamwork: show resolve
Decision making: defend against biases
Management processes: ensure coherence
Personal Work Norms - Do Only What You Can Do
Office: manage time and energy
Leadership model: choose authenticity
Perspective: guard against hubris

Source: McKinsey and Company, October 2019