What Hiring Managers Say They Want on Your Resume and What Actually Gets You Hired

Bridging the divide with strategy, kindness, and clarity

You're not alone if you've ever spent hours tailoring your resume only to be met with silence. The job search is full of mixed messages, especially when it comes to resumes. Hiring managers often emphasize the need for clear, measurable achievements and perfect formatting. Yet in practice, many candidates land interviews (and jobs!) without checking every box.

So, what gives?

Let’s explore the gap between what hiring managers say they want and what gets candidates hired, and how you can build a resume that speaks both languages.

What Hiring Managers Say They Want in a Resume

According to a 2023 survey by CareerBuilder, hiring managers typically cite the following top priorities:

• Clear, concise formatting (no more than two pages)
  

• Quantified accomplishments (using metrics, KPIs, or specific results)
  

• Relevant skills and experience tailored to the job
  

• Strong summaries that highlight the candidate’s value
  

• Keywords that match the job posting
  

They also express frustration with:

• Generic resumes
  

• Typos or inconsistent formatting
  

• Long paragraphs with vague duties
  

• Lack of career progression or unclear timelines
  

These are valid concerns, and it’s absolutely worth crafting your resume to reflect professionalism, clarity, and purpose.

What Actually Gets You Hired

Here’s where it gets interesting: Many hiring decisions are still made based on:

• Personal referrals
  

• Timing and luck
  

• A compelling but imperfect story
  

• A sense that the person is easy to work with
  

• Alignment with company culture or values
  

A 2022 LinkedIn Talent Solutions report found that 85% of jobs are filled through networking—not cold applications. And a Harvard Business Review study emphasized that perceived “fit” often outweighs formal qualifications.

So while resumes are a vital part of the process, they are just one part of the story.

The difference between what hiring managers want vs. what actually gets you hired.

  This gap between stated preferences and actual hiring behaviour exists for a few key reasons:

1. Time Constraints – Recruiters often skim resumes in under 7 seconds. Flashy results matter less than scannable content.
   

2. Cognitive Bias – People hire people they like or relate to. A human connection, even implied through tone, can outweigh metrics.

3. Imperfect Systems – Applicant Tracking Systems (ATS) are flawed. Sometimes, well-qualified candidates are missed, while others make it through based on keyword strategy alone.

4.  Fear of Risk – Hiring managers often lean toward safe choices. A familiar job title or a shared network connection builds subconscious trust.

How to Bridge the Gap: Do Both

How can your resume win when there is a gap between what is wanted and needed for the job?

You don’t have to choose between a human-focused or data-focused resume. Here’s how to do both, without losing your mind (or your voice).

1. Start with a Warm, Confident Summary

Write a 2–3 sentence profile that blends both metrics and heart.
Example: Experienced project manager with 8+ years of leading cross-functional teams to deliver $3M+ in cost-saving initiatives. Known for building trust quickly, simplifying complexity, and leading with empathy.

2. Bullet Points That Blend Impact + Humanity

Use the SAR formula (Situation-Action-Result) to showcase your work, and vary your bullets to include hard results and transferable skills.

Instead of:

• Responsible for managing client relationships
  

Try:

• Strengthened long-term relationships with 10+ key clients by introducing personalized onboarding strategies, leading to a 25% increase in retention.
  

Or:

• Known for calming high-pressure client situations with tact and clarity, recognized by leadership for emotional intelligence under stress.
  

3. Use a “Core Highlights” Section

Give busy readers a fast hit of what you’re proud of. Think of it as your “top 5.”

• Led cross-departmental team to launch new product line, generating $1.2M in first-quarter revenue
  

• Spearheaded an inclusive hiring initiative that increased BIPOC representation by 30%
  

• Trained and mentored 12 junior staff, 4 of whom received internal promotions
  

• Earned consistent top-performance ratings and employee feedback accolades
  

• Presented at two national conferences on career development best practices
  

4. Tailor Thoughtfully. But Don’t Lose Yourself

Customize your resume for each job, yes. But keep your unique voice. You’re not a robot. You’re a whole human, and your career journey reflects that.

If a job posting emphasizes leadership, bring that forward. If it highlights innovation, highlight the times you solved a problem creatively. But always ground it in your story.

A Resume That Works and Feels Like You

The best resumes do two things:

1. Tell a clear, data-backed story of your qualifications
2. Make the reader feel confident in you as a person

At Acorn Avenue, we believe your career documents should empower, not intimidate, you. The goal isn’t to create a perfect resume. It’s to create an effective one that opens doors and represents the real you.

Because you’re more than bullet points. You’re a whole person with values, goals, and lived experience and that’s what truly makes you hireable.

 Want help crafting a resume that actually gets noticed and feels authentic? Book a 1:1 Career Strategy Session or grab our free Resume Tune-Up Checklist 

References

• CareerBuilder, 2023 Hiring Trends Report
  
• LinkedIn Talent Solutions, 2022 Future of Recruiting
  
• Harvard Business Review, "How Subtle Class Cues Can Make or Break Your Job Search," 2019
  
• Eye-Tracking Study on Recruiter Behavior, TheLadders.com, 2018