Common Resume Misconceptions: Part 1

Let's talk about Content-Related Misconceptions!

Disclaimer: This is Part 1 of a 3-part series because, believe me, there are oodles of resume misconceptions I’ve encountered over the years!

Hi everyone! ??

For those who don’t know me, I’ve spent the last six years working in resume writing and recruitment, dedicating my time to helping professionals land their dream roles. I used to run a monthly newsletter much like this one but took a bit of a hiatus. Why? Well… last year, I got married, found out I was pregnant, and bought a house—as the meme says, “it’s enough slices!” ??

Now that life has settled (somewhat), and with our daughter arriving this June, I thought this would be the perfect time to reintroduce myself and revive my creative outlet here on LinkedIn.

So, let’s dive in!

Content-Related Misconceptions

When I say "Content-Related Misconceptions," I’m talking about the often-confusing debate around what belongs on a resume and what doesn’t. While some of these myths have a sliver of truth, many can hold you back from putting your best foot forward.

1.??? Misconception: One Resume Fits All

I can’t emphasize this enough—you need multiple versions of your resume.

Many professionals unintentionally pigeonhole themselves into a single role or title, overlooking the full range of skills they bring to the table. The truth is, most of us have a broader skillset than we realize, spanning across various roles and industries.

For example: In my day job as a Business Development Manager, I wear many hats—Resume Writing, Administration, Human Resources, Project Management, Technical Writing, Hiring/Staffing, Sales, and more. Because of this, I maintain 3-4 tailored versions of my resume, and two versions of my CV, each emphasizing a specific skillset.

Why is this important? Today, 99.9% of job applications happen online, and that means you’re competing with a much larger, global talent pool. In the pre-Internet era, a generalized resume often worked because the competition was more localized. But now? Tailoring your resume to the specific role gives you a significant edge and helps you stand out in Applicant Tracking Systems (ATS) used within large corporations.

Pro Tip: Identify the core skills required for each role you’re applying to and adjust your resume accordingly.

2.??? Neutral: The Longer, The Better?

Let me walk you through this gently—there’s no one-size-fits-all answer when it comes to resume length. In fact, there are two key professional documents, and both have their place:

The Resume — Your Quick Snapshot

A resume is a concise summary of your work experience, designed to highlight your core skillset in a particular field. Length varies based on experience and industry:

Private Sector:

• Junior (1-3 years): 1-2 pages
• Intermediate (3-5 years): 2-3 pages
• Senior (7-10+ years): 3-4 pages

Public Sector:

• Junior (1-5 years): 1-2 pages
• Intermediate (5-10 years): 2-3 pages
• Senior (10+ years): 3-4 pages

The CV — Your Comprehensive Portfolio

A CV (Curriculum Vitae) is a detailed record of your entire professional journey. It typically includes:

• A project summary for each role
• The technical environment and tools used
• A list of key skills
• 7-20 bullet points outlining your responsibilities and achievements per role

Key Differences:

• A resume is role-specific and streamlined.
• A CV is exhaustive, showcasing your entire body of work and can span multiple disciplines.

Pro Tip: Use a resume for most private sector jobs and a CV for academic, research, or public sector roles.

3.??? Misconception: Listing Every Job is Essential

Let’s clear this one up—you don’t need to list every single job you’ve ever had.

When crafting your resume, the focus should be on relevance, not chronology. The goal is to highlight roles that directly support the position you’re applying for and showcase the skills that align with the job description.

Here’s the key question to ask: Does this role add value to my application?

For example:

• If you’re applying for a Law Clerk position, your summer landscaping job from six years ago probably isn’t helping your case—unless, of course, there’s a transferable skill (like managing contracts or leading a team) that directly relates.
• On the other hand, an internship at a law firm or experience handling legal documents would be far more impactful.

Include:

• Roles that highlight relevant skills
• Jobs that demonstrate career progression
• Significant achievements or leadership moments

Skip (or minimize):

• Unrelated part-time jobs (unless they fill gaps or highlight transferable skills)
• Short-term roles that don’t contribute to your narrative

Pro Tip: Recruiters spend just seconds scanning your resume. Prioritize the roles that make the strongest case for why you’re the right fit.

Remember, it’s not about showing everything you’ve done—it’s about showing what showcases your candidacy in the best light.

4.??? Myth: More Responsibilities = Better Resume

When it comes to resume writing, less is often more (again, unless you’re writing a CV).

Packing your resume with every single task you handled might seem thorough, but it can dilute your message. Instead of listing your entire daily routine (yes, even down to your coffee breaks—kidding, but you get the idea), focus on 3-5 bullet points that highlight your key skills, major accomplishments, and top deliverables for each role.

Think of your resume as a sales pitch—its job is to grab attention quickly. Would you focus on mundane details in a pitch? Probably not. You’d highlight your wins, strengths, and the value you bring.

Pro Tip: When writing bullet points, ask yourself:

• Does this show impact or value?
• Is this relevant to the role I’m applying for?

Strong Example:

• Increased client retention by 40% through tailored project strategies.

Weaker Example:

• Attended daily meetings and responded to emails.

Remember, your resume is often your first impression. Overloading it with unnecessary details can bury the information that really matters.

?5.??? Myth: Your GPA Matters Most

?Here’s the truth—most hiring managers don’t care about your GPA.

Unless you’re fresh out of school or applying for highly technical or academic roles, your GPA is rarely a deciding factor. In my experience (and based on countless conversations with hiring managers), no one has ever asked for my GPA. They care more about:

?-??????????? Your experience

-??????????? Your skills

-??????????? Your ability to do the job

?That said, if you have a stellar GPA (think 3.8 or higher) and you’re early in your career, it’s okay to include it. Otherwise, use that resume space for something more impactful—like certifications, recent projects, or in-demand skills.

Food for Thought: Hiring managers are far more likely to ask about things like VISA status for onboarding eligibility than your GPA.

That’s a Wrap (For Now)!

And that, friends, brings us to the end of today’s edition of Common Resume Misconceptions!

If you have any questions, thoughts, or even resume horror stories, drop them in the comments—I’d love to hear from you!

Thanks for sticking around, and I hope this series continues to be helpful as we dive deeper into common misconceptions in the coming weeks.

Until next time,

Your Friendly Neighbourhood Recruiter ????

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