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>> So I think I red flag is
when an undergraduate student doesn't have an internship.
You know, you have to take time for an internship.
I know a lot of people are like, well, I have to work
and I have financial issues and I have to do this, you know?
Everybody does.
But, you know, there's 24 hours within a day,
and you have to take advantage of those for 24 hours.
>> So I like diversity of experience for people.
But I think what would stand out as a red flag is if someone was changing jobs very frequently,
changing jobs, companies and maybe industries at a frequent pattern.
That, to me, would probably signal the person is not really sure what they want to do,
or is there something with them that they haven't been able
to make it work or they're not committed?
>> Overstating your experience, because the people that you're going to be interviewing
with know what it takes to be able to get into certain positions.
So if you say, hey, I was a project manager and I ran a multi-million dollar project for so
and so, well, I'm going to say, really, you really ran that project?
>> A person who really has too many pages to your resume, doesn't add any of the key words
from the job description into the resume so that I know already that you're someone
that I would like to have work for me.
And so I'd actually like to see someone who's well-rounded.
And I think that a person that doesn't have extracurricular activities,
a person that may not have any other organizations or associations
that they're working with is a red flag for me.
>> In this day and age, you have resources to learn about the company you're applying for.
You can learn about their core values, if they have them.
You can learn about kind of what makes them tick.
And you don't want to create a resume that's just a blanket resume
that you copy and send out to every company.
You want a resume that's specific to the company that you are going after [inaudible].
>> Leadership experience is important, but sometimes if you see people
that spread themselves too thin, you wonder how much of an impact they really have.
So I'd rather take somebody that has, you know, one to three leadership positions listed
and tells me how that's going to make them a better employee versus somebody
who lists 30 leadership positions
because realistically they didn't have a [inaudible] impact with all of them.
>> A red flag would be if there's just too much on there.
If you can put your QR code, you're going to put your picture,
you're going to have all these quotes.
I need to know what are those three to five highlights.
>> Nobody needs to know your whole life story on a seven-page resume.
Keep it short and sweet and simple because most people
that are doing hiring are getting bombarded with a ton of resumes and a ton of e-mails.
So get to the point.
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