Three quarters of the corporate recruiters answered a resounding, ''Yes!" Grade point average is used by employers in many industries as a job-screening mechanism: if you're above the GPA cutoff, you're still in the running ... if you're below it, you're out. Those who advocated listing GPA pointed out that when GPA is omitted, the recruiter may assume that the applicant's grades are lower than they really are. Recruiters also recommended that students should indicate the scale being used when listing Drug law reform GPA (e.g., 3.5/4.0).
Sixteen percent of the recruiters said that the decision to list your GPA should be contingent on how high it is. Suggested cutoffs varied from 2.7 to 3.5, with most of the responses hovering around 3.0. The rest of the corporate recruiters advised against listing GPA. Some supported their view by claiming that GPA is not a valid predictor of future job performance.
Among the career counselors comments varied considerably. Nearly all of the counselors said that the decision to list GPA should be based on the strength of the applicant's grades. Suggested cutoffs ranged from a low of 2.5 to a high of 3.75, with most counselors citing the magic 3.0 as the minimum acceptable grade for listing on a resume. Some individuals advised that GPA should be listed only for certain industries, such as accounting, consulting, information systems, investment banking, law, and medicine. Others claimed that GPA should only be listed if it is relevant to the position for which a student is applying, or if the applicant has a weak employment history. Counselors opposed to listing GPA stated that academic success can be more effectively conveyed by listing honors such as Phi Beta Kappa, and that GPAs aren't taken seriously because they can be so easily manipulated.
Question #2: Do You Prefer the Use of Bulleted Statements or Paragraphs to Distinguish Job Descriptions?
Three out of four employee recruiters surveyed say, "We prefer bullets.” The pro bulleters argued that bulleted statements are easier to read than paragraphs. The remainder of the recruiters were split between having no preference (fourteen percent) and preferring paragraphs (thirteen percent). Counselors also showed a strong preference for bullets. Many pointed out, though, that because bulleted statements take up more space on a page than paragraphs, the decision is often dictated by design considerations. Those in favor of bullets maintained that paragraphs often get too wordy. A few counselors said they preferred bullets for describing notable accomplishments, and paragraphs for summarizing job responsibilities. Those counselors who preferred paragraphs claimed that they convey more information than bulleted statements.
Question #3: Should An Applicant Include Interests On His Resume?
Unexpectedly, over seventy percent of the recruiters said, 'Yes!" and most frequently offered two reasons to support their opinion. First, recruiters said they like to ease into interviews by asking applicants about their interests. This tactic serves as an icebreaker and tends to relax both interviewer and interviewee. Second, interests can reveal a lot about an individual-whether he is well-rounded, for example. Some employers cautioned, however, that if you do choose to list interests, make the list short and the interests unique or relevant to the job. In support of listing interests on a resume, one counselor observed that most students are questioned about their interests on an interview. Another counselor pointed out that listing interests is a way to indicate that you are a healthy, well-balanced, multi-faceted individual. The counselors opposed to listing interests claimed that interests are often irrelevant or boring.
PERSONAL QUALIFICATION: Great knowledge in all sports
INTERESTS: Playing oil kinds of sports
Question #4: Should an Applicant State Her Job Objective?
Over sixty percent of the recruiters said, "Yes," while a little less than a quarter said, "No." Others said don't bother listing an objective unless it's focused. Recruiters in favor commented that by defining an objective, a student sends the message that he is goal-oriented. Those opposed pointed out that the objective can be more appropriately defined in the cover letter or discussed during the interview. One recruiter said that it doesn't really matter whether or not an objective is on the resume-he never reads the objective statement anyway.
Forty percent of the career counselors felt the decision to list an objective should be based on how focused it is and how much space is available on the resume. Nearly the same percentage advocated an objective statement without qualifying in which cases this would be appropriate. Those opposed to objective statements on a resume suggested placement in the cover letter. One counselor commented that most objectives tend to sound like "tepid dish water” and therefore aren't worth including. Another recommended preparing two resumes, one with an objective and one without. Others advocated the use of a summary statement or profile in place of an objective.
Question #5: Should on Applicant Indicate That References Are Available on Request?
Three quarters of the recruiters and counselors agreed that this is not necessary, but that the job hunter should always bring a list of references to the interview. Several respondents said they assume that references are available whether or not they are mentioned on the resume. They suggested using the line for something more important.
A lesser but significant number of respondents indicated that job applicants gain credibility by indicating that they have references. Others said that "References available on request" signals the end of the resume and serves to visually balance the page.
