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Create ResumeRecruiters do not read resumes the way candidates think they do. We do not start at the top, settle in with a coffee, and lovingly absorb every bullet point. We scan for evidence. Fast. In the Canadian job market, recruiters usually look first for role relevance, recent job titles, industry match, measurable impact, career progression, location or work authorization signals, and whether the resume makes sense for the job being filled. A strong resume does not simply list what you have done. It helps the recruiter quickly understand why your experience fits this specific role. That is the real game. Not fancy formatting. Not buzzwords. Not “passionate team player” language. The resume has to reduce doubt, create confidence, and make the next step feel obvious.
When I screen a resume, I am not trying to admire it. I am trying to answer a practical hiring question: does this person look credible enough for the role, based on the evidence in front of me?
That sounds simple, but candidates often misunderstand what “credible” means. It does not mean perfect. It does not mean having every qualification. It means the resume gives enough relevant proof that I can confidently move the person forward without feeling I have to explain a gamble to the hiring manager.
In practice, recruiters usually check these things first:
Whether your current or most recent role matches the target job
Whether your experience level fits the role seniority
Whether your industry, function, or skill set is relevant
Whether your achievements show actual impact
Whether the resume is clear enough to scan quickly
Whether there are confusing gaps, jumps, or unexplained pivots
One of the biggest resume misconceptions is that recruiters are only checking whether you meet the job requirements. That is part of it, but it is not the whole story.
Recruiters are really looking for fit evidence. That means we are looking for signs that your background makes sense for the role, the company, the team, and the hiring manager’s expectations.
A candidate can meet many requirements on paper and still look like a weak fit if the resume does not connect the dots. Another candidate may not meet every requirement but still look stronger because their resume shows relevant patterns, transferable results, and a clear reason why they belong in the process.
This is where many candidates lose interviews. They assume the recruiter will infer relevance.
The recruiter usually will not.
Not because recruiters are lazy, although let’s not pretend every hiring process is a masterpiece of human efficiency. The real issue is volume. Recruiters often review many resumes for one role, and the hiring manager expects a shortlist that makes sense. If your resume forces the recruiter to decode your career like a puzzle box, you are already creating friction.
Your resume should answer the fit question quickly:
What role are you targeting?
What experience proves you can do it?
Whether your location, Canadian work eligibility, or remote status fits the role
Whether your resume feels tailored to this job or sprayed everywhere like recruiting confetti
That last one matters more than people think. A resume can be technically “good” and still fail because it is not positioned for the job. I see this constantly. The candidate has value, but the resume makes the recruiter work too hard to find it. And in a competitive Canadian hiring process, making the recruiter work too hard is not a strategy. It is a quiet way to get skipped.
What results or responsibilities show your level?
Why should this employer trust you with this role?
That is what recruiters look for. Not perfection. Proof.
The first thing recruiters notice is usually not your summary. It is your most recent job title, company, and career direction.
A professional summary can help, but only if it clarifies your positioning. If it says something vague like “motivated professional with strong communication skills,” it adds almost nothing. Recruiters have read that sentence so many times it has basically become wallpaper.
What matters more is whether the top third of your resume immediately shows relevance. In the Canadian job market, where many roles attract local applicants, newcomers, career changers, internal applicants, and remote candidates, the top third of your resume needs to do serious work.
The top section should help the recruiter understand:
Your target role or professional identity
Your core specialization
Your most relevant skills
Your recent experience level
Your location or work arrangement if relevant
Your Canadian market relevance if it may not be obvious
For example, if you are applying for a project coordinator role in Toronto, and your resume opens with a vague summary about being “hardworking and detail oriented,” you have wasted valuable space.
A stronger opening would position you clearly around project coordination, stakeholder communication, timelines, documentation, reporting, budgets, or whatever the role actually requires.
Weak Example
“Hardworking professional with excellent communication skills and a passion for helping teams succeed.”
This tells me almost nothing. Most candidates are apparently hardworking, passionate, detail oriented, and excellent communicators. Lovely. Still not enough.
Good Example
“Project coordinator with experience supporting cross functional teams, tracking deliverables, preparing status reports, coordinating vendor communication, and maintaining project documentation across deadline driven environments.”
This is more useful because it gives the recruiter role specific evidence. It tells me where to place you mentally.
Your work experience section is usually where the real screening happens. This is where recruiters check whether your resume has substance or just polished language.
When I look at work experience, I am asking:
Did this person do work similar to the role I am hiring for?
Were they operating at the right level?
Did they own outcomes or only support tasks?
Is their experience recent enough to matter?
Are the bullet points specific or generic?
Can I explain this candidate to the hiring manager in one clear sentence?
That last question is extremely important. Recruiters do not just screen resumes. We also have to present candidates. If I cannot easily explain why you are relevant, your resume is not helping me.
Strong work experience bullets usually show three things:
Scope: what you were responsible for
Action: what you actually did
Impact: what changed because of your work
The mistake many candidates make is listing responsibilities without context. Responsibilities are not useless, but they are not enough. The hiring manager wants to understand your level of ownership, judgment, and results.
Weak Example
“Responsible for customer service and administrative tasks.”
This is too broad. It could describe thousands of jobs.
Good Example
“Managed daily customer inquiries across phone and email, resolved billing and account issues, updated CRM records, and escalated complex cases to internal teams while maintaining service standards.”
This is better because it shows tools, process, responsibility, and workplace behaviour. It gives the recruiter something concrete.
For more senior roles, impact matters even more.
Weak Example
“Managed marketing campaigns.”
Good Example
“Led multi channel campaign planning across email, paid social, and partner channels, improving lead quality and giving sales clearer segmented follow up lists.”
Notice that not every good bullet needs a hard number. Metrics are useful, but fake or forced metrics are not. A believable qualitative impact is better than a suspicious number that sounds invented because the internet told you every bullet must include a percentage.
Recruiters like numbers when they are real. We get cautious when every bullet conveniently improved something by 37 percent.
A red flag does not always mean rejection. Sometimes it simply means the recruiter needs more context. The problem is that most resumes do not provide that context, so the recruiter is left guessing.
And when hiring teams guess, they rarely guess in the candidate’s favour.
Common resume red flags include:
Unexplained employment gaps
Several short roles with no context
Job titles that do not match the target role
A resume that looks too senior or too junior for the job
Vague bullet points that say nothing measurable or specific
Overloaded skills sections with no proof in the experience
Career changes that are not explained through transferable evidence
Formatting that makes the resume difficult to scan
Location confusion for Canadian roles
A resume that looks copied from a template but not connected to the job
Some candidates panic about gaps or career changes. They should not. What hurts them is not always the gap itself. It is the silence around it.
If you took time off for family care, study, relocation, health, contract transitions, immigration, or a layoff, you do not need to overexplain your personal life. But you may need to reduce confusion. A simple career note or clear date structure can prevent the recruiter from assuming instability.
For example, if you moved to Canada and your resume has an international career history followed by a gap, that may be completely normal. But if the resume does not show relocation context, Canadian work authorization, recent upskilling, or current job search direction, the recruiter may not know how to interpret it.
Hiring is full of assumptions. A good resume manages those assumptions before they damage your chances.
Skills sections are useful, but only when they are credible. Many candidates treat the skills section like a keyword storage unit. They throw everything in there and hope the ATS blesses them.
That is not how strong resume positioning works.
Recruiters look for skills that match the role, but we also check whether those skills are supported by your work history. If your skills section says project management, stakeholder engagement, Salesforce, Power BI, payroll, procurement, onboarding, conflict resolution, and data analysis, but your experience bullets do not show where you used those skills, the section starts to feel inflated.
In Canadian hiring, especially for roles with high applicant volume, keyword alignment matters because applicant tracking systems and recruiters both rely on relevant terms. But keyword stuffing is not strategy. It is noise.
A strong skills section should be:
Relevant to the target role
Organized by category when needed
Matched to language from the job posting
Supported by evidence in your experience
Honest enough to survive an interview
For technical, operational, finance, HR, sales, marketing, healthcare administration, logistics, IT, and project roles, skills can help a recruiter quickly confirm alignment. But the resume still needs proof.
Weak Example
“Leadership, teamwork, communication, Microsoft Office, problem solving, multitasking.”
These are not terrible skills, but they are too generic. They do not differentiate you.
Good Example
“Project coordination, stakeholder communication, vendor follow up, budget tracking, meeting minutes, risk logs, status reporting, SharePoint, Microsoft Project, Excel.”
This gives a clearer match for a project support role. It also tells the recruiter what kind of work you can step into.
The test is simple: if your skills section could be copied into almost anyone’s resume, it is too generic.
Achievements are where candidates can separate themselves, but many people either underuse them or exaggerate them.
A good achievement shows that you did more than sit in a role. It shows contribution, judgment, improvement, consistency, or business value.
Recruiters look for achievements that answer questions like:
Did you improve a process?
Did you save time, reduce errors, increase revenue, or improve service?
Did you manage volume, complexity, or pressure?
Did you support a team, leader, client group, or operation in a meaningful way?
Did your work make someone else’s job easier or a business outcome stronger?
Candidates often think achievements must be dramatic. They do not. Not everyone increased national revenue or transformed an entire department before lunch. Many strong achievements are practical.
For example:
Reduced invoice processing delays by improving follow up with vendors and internal approvers
Supported onboarding coordination for new hires across multiple departments during a high growth period
Improved reporting accuracy by cleaning duplicate records and standardizing weekly tracker updates
Helped reduce customer escalation volume by identifying recurring service issues and improving response templates
These examples work because they show practical workplace impact. They do not sound like they were written by a motivational poster with Wi Fi.
A recruiter is looking for believable evidence. The achievement should match the level of the role. Entry level candidates can show reliability, learning speed, service quality, academic projects, internships, or process support. Senior candidates need stronger evidence of ownership, decision making, leadership, revenue, cost, risk, transformation, or strategic influence.
The more senior the role, the more your resume needs to show outcomes rather than activity.
Recruiters do not automatically reject gaps, job changes, or career pivots. But we do notice patterns.
A single short role is usually not a crisis. Several short roles with no explanation may raise questions. A career pivot can be interesting. A career pivot with no connection to the target role can look random.
The issue is not the history itself. It is whether the resume gives a logical story.
In Canada, this matters especially for candidates who are:
Newcomers adapting international experience to Canadian roles
Returning to work after caregiving or study
Moving from contract roles into permanent employment
Transitioning industries after layoffs or market shifts
Applying to roles below, beside, or above their previous level
A resume does not need to tell your life story, but it does need to make your direction understandable.
If your background is mixed, use your summary and selected skills to create a bridge. Do not expect the recruiter to build it for you.
For example, a teacher moving into learning and development should not simply list classroom duties and hope the employer sees the connection. The resume should highlight facilitation, curriculum development, stakeholder communication, adult learning if applicable, training materials, assessment, coaching, and program delivery.
A retail manager moving into office administration should not only emphasize customer service. They should also show scheduling, reporting, inventory tracking, vendor communication, staff coordination, cash handling, compliance, and systems use.
Transferable experience works best when it is translated into the employer’s language. This is not “dumbing it down.” This is positioning. Big difference.
Resume formatting matters because screening is visual before it is intellectual. If the document is hard to scan, the recruiter may miss your value even if it is there.
A good resume format helps the recruiter find the right information quickly. It does not need to be decorative. In fact, overly designed resumes can hurt candidates, especially when applicant tracking systems struggle with columns, graphics, icons, text boxes, or unusual layouts.
For most Canadian job applications, a clean reverse chronological resume is still the safest and strongest format. That means your most recent experience appears first, followed by earlier roles, education, certifications, and relevant skills.
Recruiters look for:
Clear job titles
Company names and locations
Employment dates
Consistent formatting
Easy to scan bullet points
Relevant sections in a logical order
No distracting graphics or excessive design
Enough white space to read comfortably
The resume should feel structured, not stuffed.
One mistake I see often is candidates trying to make the resume look impressive before making it useful. They add icons, columns, headshots, rating bars, coloured blocks, and huge headers. Then the actual experience becomes harder to read.
For Canadian resumes, skip the photo unless you are in a very specific field where it is explicitly requested, which is uncommon. Most employers do not need it, and many prefer not to receive it because of bias and compliance concerns.
Your format should do one thing well: help the recruiter understand your fit quickly.
Canadian resumes have their own expectations, and candidates who are new to the market can be disadvantaged if they follow formats from other countries without adapting them.
In Canada, recruiters generally expect a resume to be concise, relevant, and focused on work history, skills, education, and achievements. Personal details that may be common elsewhere are usually not included.
Avoid adding:
Photo
Date of birth
Marital status
Religion
Nationality unless directly relevant to work authorization
Full home address
Personal identification numbers
Excessive personal details
For Canadian roles, it is usually enough to include your city and province, phone number, email, and LinkedIn profile if it is professional and up to date.
Canadian recruiters also pay attention to local relevance. This does not mean you need Canadian experience for every job, although some employers still overvalue it. It means your resume should help employers understand how your experience transfers into the Canadian workplace.
For internationally experienced candidates, the resume should make the value clear without forcing the recruiter to interpret unfamiliar companies, titles, or systems.
Helpful ways to localize your resume include:
Use Canadian terminology where appropriate
Clarify industry context if your previous employer is not widely known
Translate job titles into recognizable equivalents when accurate
Include relevant Canadian certifications, courses, or licenses
Mention work authorization clearly if it is likely to affect screening
Show tools, standards, regulations, or processes that match Canadian roles
The goal is not to erase your international background. The goal is to make it legible to Canadian employers.
Most resume advice talks as if recruiters evaluate candidates one at a time. In reality, your resume is usually being compared against other resumes.
This changes everything.
You are not only trying to look qualified. You are trying to look like one of the strongest, clearest, lowest risk options for the role.
When several candidates have similar job titles and skills, recruiters compare:
Relevance of recent experience
Strength of achievements
Industry or company environment match
Stability and progression
Clarity of communication
Seniority fit
Tools and systems used
Evidence of ownership
Whether the resume matches the hiring manager’s priorities
This is why generic resumes struggle. If five candidates all say they are organized, collaborative, detail oriented, and experienced in customer service, none of that helps the recruiter choose.
The stronger resume gives better evidence.
For example, instead of saying you handled customer service, show the environment and complexity. Was it high volume? Business to business? Technical support? Financial services? Healthcare? Retail escalation? Government services? Multilingual? Regulated? Appointment based? Complaint heavy?
Context creates differentiation.
A hiring manager does not simply want “customer service.” They want the version of customer service that matches their environment. The same applies to administration, sales, HR, accounting, operations, IT, project management, and leadership roles.
The more clearly your resume reflects the hiring environment, the easier it becomes to shortlist you.
Some resume details take up far too much candidate anxiety.
Recruiters usually care less about:
Fancy resume templates
Personal branding slogans
Long objective statements
Every job task you have ever performed
Perfectly designed icons
Overly clever section titles
Generic soft skill claims
Hobbies unless genuinely relevant
References available upon request
That last phrase needs to retire peacefully. Employers know they can ask for references. You do not need to donate resume space to state the obvious.
Candidates often obsess over whether their resume should be one page or two pages. The better question is whether the content earns the space. A one page resume can be too thin. A two page resume can be very strong. A three page resume may be acceptable for certain senior, academic, technical, or project heavy backgrounds, but many candidates use extra pages because they have not prioritized.
Recruiters do not reward length. We reward relevance.
The resume should be long enough to prove fit and short enough to respect the reader’s attention. That is the balance.
The best resumes make the recruiter’s decision easier. They do not rely on hope, decoration, or vague confidence.
Use this practical recruiter check before applying:
Does the top third of the resume clearly match the job?
Can a recruiter understand your target role within a few seconds?
Are your recent roles described with enough context?
Do your bullets show scope, action, and impact?
Are your skills supported by your experience?
Have you removed generic claims that do not prove anything?
Is the resume tailored to the job posting without sounding copied?
Are gaps, pivots, or international experience easy to understand?
Is the formatting clean enough for both recruiters and ATS systems?
Could I explain your fit to a hiring manager in one sentence?
That final question is the one I wish more candidates used.
If your resume makes it easy for me to say, “This candidate has recent payroll coordination experience in a high volume environment and has worked with benefits administration, employee records, and HRIS updates,” you have given me something useful.
If all I can say is, “This candidate seems hardworking and has good communication skills,” that is weak positioning.
The resume should help the recruiter advocate for you. Not emotionally. Practically.
Many candidates are not rejected because they lack ability. They are rejected because the resume does not communicate the ability clearly enough.
The most common mistakes I see are painfully fixable.
Mistake 1: Writing for yourself instead of the job
Candidates often describe their career in a way that makes sense to them, not to the employer. The resume becomes a personal history instead of a hiring argument.
A stronger resume filters your experience through the role you want next.
Mistake 2: Using vague achievement language
Phrases like “helped improve operations” or “supported business goals” sound nice but say very little. What operations? What goals? How did you support them? What changed?
Specific beats polished.
Mistake 3: Treating ATS optimization like keyword stuffing
ATS friendly does not mean dumping every keyword into a skills section. It means using relevant language naturally across your resume, especially in work experience.
Mistake 4: Hiding the most relevant information
If the most relevant thing about you appears halfway down page two, that is a problem. Recruiters scan quickly. Put the strongest evidence where it can be found.
Mistake 5: Making every role look the same
If every job has similar bullets, the recruiter cannot see progression. Show how your responsibility, scope, tools, stakeholders, or impact changed over time.
Mistake 6: Overwriting the resume
Some candidates use heavy language to sound senior. The result is a resume that feels inflated and unclear. Plain, specific language is stronger than corporate fog.
For example, “leveraged cross functional synergies to optimize stakeholder outcomes” is not impressive. It is a cry for help in business language.
Say what you actually did.
When candidates ask what recruiters look for in a resume, my practical answer is this: we look for proof that matches the hiring problem.
Every job exists because an employer has a problem, workload, gap, risk, growth target, compliance need, customer demand, operational issue, or leadership requirement. Your resume should position you as someone who can help solve that problem.
Use this framework:
Show that your background matches the role. This includes job title alignment, industry knowledge, tools, responsibilities, and transferable experience.
Ask yourself: Would the recruiter immediately understand why I applied?
Back up your claims with examples from your work history. Do not just list skills. Show where and how you used them.
Ask yourself: Does my experience prove the skills I claim?
Make your seniority clear. A coordinator, specialist, manager, director, and executive resume should not sound the same.
Ask yourself: Does my resume show the right level of ownership and decision making?
Show outcomes where possible. This can include numbers, improvements, volume, complexity, quality, efficiency, revenue, cost savings, risk reduction, or stakeholder value.
Ask yourself: Can the employer see what changed because of my work?
Make the resume easy to read, scan, and explain. Confusion creates doubt, and doubt slows down shortlisting.
Ask yourself: Could a recruiter summarize my fit quickly and accurately?
This framework works because it mirrors how hiring decisions actually happen. Recruiters and hiring managers are not looking for the prettiest resume. They are looking for the clearest evidence of fit.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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