Menu

recruitment

Hiring a Fractional CMO: 11 Leaders Share Insights

by

Hiring a Fractional CMO: 11 Leaders Share Insights

Celeste Levitt
Project Manager, ECA Partners

At ECA Partners, we’ve seen firsthand the positive impact that hiring a fractional CMO can have on a company’s overall marketing strategy and long-term growth.

Hiring part-time C-suite talent in general is an economical solution for companies navigating rapid change, managing major projects, or filling a leadership gap. But cost-efficiency is far from the most persuasive reason to hire a fractional CMO.

Instead, companies should consider how these executives offer a unique blend of agility and specific expertise that can be tailored to their particular needs and challenges in the moment.

Companies can opt to hire fractional CMOs not solely for their general experience, but for their specialized knowledge, niche industry connections, and expertise in field-specific data analytics.

This hiring strategy can therefore allow marketing teams to maximize the potential benefits of a CMO.

Jim Kreinbrink
CEO, Hyper Dog Media

As the president of an SEO agency, I understand the value of a fractional CMO, especially for businesses operating on a tight budget or in their growth phase. Hiring a fractional CMO provides the benefit of gaining high-level expertise without the long-term commitment or cost of a full-time executive.

However, the primary drawback rests in their lesser involvement in daily operations compared to an in-house CMO. This means a potential lack of understanding of the company’s vision, culture, and team dynamics. I believe the decision to hire a fractional CMO needs to be influenced by company size, business growth phase, and most significantly, the specific marketing needs of the business.

Anna Parvatova
Brand Manager and Creative Director, SNS Nails

I can see how a fractional CMO can be valuable in specific cases. In particular, it would make so much sense in a startup that’s starting to dip its toes into scaling and expansion but doesn’t have the resources yet to hyper-specialize. A fractional CMO can fill in the void left by a non-existent marketing team to make sure the organization’s marketing goals are strategized and delivered.

However, I don’t think of a fractional CMO as a permanent solution. Eventually, the organization will have to think of building its internal marketing team that’s fully committed to the organization’s goals and voice. Any company that gets stuck with a fractional CMO for an indefinite time is either not growing or getting itself stuck in a bottleneck.

That doesn’t take away from the immense value that a CMO brings to the table, however. As is the case with the fractional CFO, a fractional CMO allows an organization to leverage industry-leading expertise for a fraction of the cost of hiring an internal team.

Ryan Keiffer
CEO, Track 2 Consulting

Most smaller companies (less than $20M) and non-profits of all sizes don’t have the budget to hire a full time CMO. But they’re at a distinct disadvantage to larger competitors if they have no C-level marketing insight to guide them. A fractional CMO engagement gives them that critical strategic leadership, whether the need is for 10% or 75% of a full time CMO.

Our Fractional CMO clients get tremendous value from our work leading their strategy, optimizing their marketing staff and vendors, avoiding costly missteps, and maintaining focus and energy on the bigger picture: purpose, effectiveness and results.

And, as a Fractional CMO, our clients can trust that we are focused purely on their best interests because we have no interest in encouraging them to spend more money on marketing. We receive no financial incentives or kickbacks from any vendors or other marketing expenditures.

Joy Bian
Sales and Marketing Manager, RELYIR

As the Marketing Manager for a globally recognized artificial grass manufacturer, I see the potential value in hiring a Fractional CMO. The strongest influence on this perspective is the potential for obtaining high-level guidance and expertise without the full-time investment.

For instance, in the dynamic and competitive artificial turf market, having a Fractional CMO ensures we benefit from top-tier marketing strategies and innovation, while also maintaining financial prudence. Plus, it holds the possibility of bringing an external view into existing processes, which can prove beneficial in identifying improvement areas or untapped opportunities.

Therefore, in scenarios where the company is expanding or transitioning, this hire could provide key strategic insights with the flexibility to scale back when necessary.

Lens Watson
Public Relations Manager, ELEHEAR

The idea of hiring a fractional CMO can be highly beneficial for businesses like ours at ELEHEAR, where innovation drives us. When we deal with niche technology like hearing aids, the need for specialized marketing insight is paramount.

A fractional CMO brings diverse industry experiences to the table, contributing to a fresh perspective that helps in strategizing our marketing efforts. They offer tailored advice, focusing exclusively on areas that need improvement. That being said, businesses need to be ready for a high degree of adaptability that this position demands, due to its very nature of offering fractional time and attention.

Saugat Adhikari
Co-Founder, Magical Nepal

Drawing from my digital marketing background, I’d assert that hiring a Fractional CMO can be an excellent strategy depending on a company’s needs.

The most significant advantage is the wealth of experience brought to the table. Fractional CMOs often come with years of diverse experience across industries, enabling them to develop and execute versatile strategies effectively. They provide startups and SMEs access to top-tier marketing expertise that may be financially unviable to maintain full-time.

Conversely, the critical drawback is the lack of full-time availability. This limited engagement may result in less commitment and fewer contributions to the culture and inner workings of the organization.

Therefore, whether or not a Fractional CMO is a good fit largely depends on the specific needs, budget, and long-term goals of the company.

Greta Maiocchi
Head of Marketing & Admissions, OPIT

As the Head of Marketing and Recruitment at OPIT, I see significant advantages in hiring a Fractional CMO, especially for start-ups and mid-sized companies.

The most compelling point in favor is access to top-tier marketing expertise at a fraction of the cost. A fractional CMO can bring industry insights, strategic direction, and a vast network without the full-time commitment. This means companies benefit from the strategist’s knowledge and experience, which can efficiently drive marketing efforts and facilitate growth.

However, it’s important to ensure the CMO understands the company’s vision and culture, as alignment here is crucial for success.

So, while the cost efficiency is a major pro, the potential lack of cultural understanding could be a con to consider.

Sarah Mitchell
Marketing Director, Relyir

From my perspective, one key factor shaping my view is the access to high-level expertise that may otherwise be financially strenuous for small to mid-sized businesses.

By hiring a Fractional CMO, companies can tap into a wealth of knowledge and experience to implement strategic marketing goals without having to bear the full-time executive salary.

However, the potential downside could be a lack of deep understanding of the company’s unique culture and objectives because of their divided attention between multiple clients.

It’s essentially a balancing act between acquiring top-tier expertise and maintaining an in-depth understanding of your business.

Peter Lewis
CEO, Strategic Pete

One thing they often appreciate is the ability to get high-level marketing expertise right when they need it, without the full-time commitment.

For example, a client of mine needed to overhaul their go-to-market strategy for a product launch but didn’t have the budget or need for a full-time CMO. We worked together for six months, nailed the launch, and then they scaled back once they were on solid ground.

On the flip side, a potential downside is ensuring everyone’s on the same page. If the company’s goals aren’t crystal clear, or if the team’s not aligned, it can create some disconnect.

I’ve seen this happen when the objectives aren’t well-defined—suddenly, you’re not sure if you’re rowing in the same direction. That’s why upfront clarity and regular check-ins are non-negotiable.

David Sides
PR Marketing, Gori Law Firm

In my experience, the strongest pro for hiring a Fractional CMO is the access to high-level marketing expertise without the full-time cost. As a law firm, we need sophisticated marketing strategies, but we don’t always need (or can’t always afford) a full-time CMO. A Fractional CMO brings a wealth of experience from various industries, which can lead to fresh, innovative ideas for our firm’s marketing.

They can help us stay current with digital marketing trends and provide strategic guidance on our overall marketing approach. This is especially valuable in the competitive legal field where standing out is challenging. We’ve found that a Fractional CMO can give us the strategic oversight we need while allowing our in-house team to handle day-to-day execution.

However, it’s important to find someone who can truly understand the unique aspects of legal marketing and our firm’s specific needs. The right Fractional CMO can significantly boost a law firm’s marketing efforts, providing expert guidance without the need to hire a full-time executive.

This approach offers flexibility and specialized knowledge that can really make a difference in how we reach and engage potential clients.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing their insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

6 Signs You’ve Found the Right HR Leader

by

Matthew Ramirez HR Spotlight
Karen Cate Agustin - HR Spotlight
Yongming Song, CEO, Live Poll for Slides
Piotrek Sosnowski - Terkel HR Spotlight
Tony Deblauwe - Terkel HR Spotlight
Matt Grimshaw - HR Spotlight

6 Signs You’ve Found the Right HR Leader

From leading with inclusivity to generating a self-building ecosystem, here are six answers to the question, “What are some important signs that show you’ve found the right HR leader for your organization?”

  • Create an Inclusive Culture
  • Display Strong Communication Skills
  • Have Openness to Criticism
  • Share Your Company Values
  • Bring a Diverse Experience
  • Build Systems that Improve Over Time
HR Leader - HR Spotlight

Create an Inclusive Culture

When you find an HR leader who can create an inclusive culture, you’ve found a keeper. Today, employees want to work for a company that makes them feel welcomed and appreciated. HR leaders are the ones who make all of the company policies and procedures that guide the employees. So, if you have an HR leader who can create an inclusive culture, they can create a welcoming environment for all employees, no matter their race, gender, or religion.

Matthew Ramirez, CEO, Rephrasely

Display Strong Communication Skills

Strong communication skills are an essential trait for any HR leader to have. If your HR leader communicates with employees at all levels of the organization and with external partners, such as vendors and service providers, then you’ve found the right HR leader for your organization.

Karen Cate Agustin - HR Spotlight

Good HR leaders listen actively and attentively to others and fully understand their perspectives and needs. They present ideas and information in a way that is easily understandable to others.

Karen Cate Agustin
Business Analyst, Investors Club

Good HR leaders listen actively and attentively to others and fully understand their perspectives and needs. They present ideas and information in a way that is easily understandable to others. In addition, the ability to write well, including the ability to compose clear and professional emails, memos, and other written communications, makes an HR leader perfect for any organization.

Karen Cate Agustin, Business Analyst, Investors Club

Have Openness to Criticism

One sign of a good HR leader is having an open mind and a readiness to adapt to change. They listen to other people when criticism arises and objectively consider their opinions. They will take criticism and make improvements where necessary, especially in managing people.

A good HR leader allows others to take the spotlight in departments where people take accolades. As to them, it is the results and progress that matter. They face situations head-on and deal with the issues raised without expecting individual rewards, but for the benefit of the entire organization.

Yongming Song, CEO, Live Poll For Slides

Share Your Company Values

Investigating the personal values of a candidate is a process that I never skip during interviews, especially with HR experts. In fact, I believe that a candidate’s values aligning with those of your company are a promising sign that they would be a good fit as an HR leader in your organization.

First, shared values can create a sense of cultural fit and make it more likely that the candidate will be happy and motivated in their role. When HR leaders share the same values as the rest of the organization, they are more likely to make decisions that are in line with the company’s overall goals and mission. Without that, the company would not live by the values they preach.

Piotrek Sosnowski - Terkel HR Spotlight

Finding an HR leader who shares the values of your company matters in ensuring they do not become empty words without real consequences.

Piotrek Sosnowski
Chief People & Culture Officer, HiJunior

This is absolutely crucial to people like me, who believe that companies should always uphold their principles. Overall, finding an HR leader who shares the values of your company matters in ensuring they do not become empty words without real consequences.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Bring a Diverse Experience

An HR leader who has broad experience in different industries and business sizes, and a demonstrated track record of developing and implementing various types of people initiatives, is a sign of a strong leader. The diverse exposure typically ensures the person is flexible, adaptable, and can pivot based on changing business circumstances.

Tony Deblauwe, VP, Human Resources, Celigo

Build Systems that Improve Over Time

The best HR and people leaders are the ones who can build data-led systems that improve over time. Historically, HR has been too focused on delivering individual projects, initiatives, and applications, but these things only deliver lasting value if they’re part of a bigger people management system.

Matt Grimshaw - HR Spotlight

The best HR and people leaders are the ones who can build data-led systems that improve over time. Historically, HR has been too focused on delivering individual projects, initiatives, and applications, but these things only deliver lasting value if they’re part of a bigger people management system.

Matt Grimshaw
Founder & CEO, Youda

If you’re not joining things up properly in HR, it’s a bit like having all the components of a car, but not fixing them together—you won’t get very far! The best people leaders see their employees as “users,” and they look to build a system that creates a coherent, seamless employee experience. They do this using HR tech that enables them to test and learn so they can generate the data they need to improve business performance.

Matt Grimshaw, Founder & CEO, Youda

So Go Ahead and Make the Right Choice!

Now that you have a list of great insights to refer to, you know you can make a far better choice when hiring your HR leader. Remember, more than anything else, the ideal candidate must understand how important their job is and how they will be leading the most important resources in your organization. As long as they’re willing to commit themselves to the good of the organization and the workforce and have the experience and expertise to match, your organization will be in good hands.

Do you have a best practice or tip you think will provide added direction to leaders hiring their next HR leader? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

6 Reasons Why Employers Scan a Candidate’s Online Behavior

by

Matthew Ramirez HR Spotlight
Max Schwartzapfel - HR Spotlight
Anjela Mangrum - HRSpotlight
Archie Payne - HR Spotlight
Seth Newman - Terkel for HR Spotlight
Yongming Song, CEO, Live Poll for Slides

6 Reasons Why Employers Scan a Candidate’s Online Behavior

Scan Candidate Online Behavior - HRSpotlight

Determines Company Fit

Scanning online behavior can be a great way to see if a candidate is a good fit for the company culture. I’m not talking about seeing their interests or following other companies merely, but rather about how they use their online platform.

Are they posting about going to the gym and eating well, or are they complaining about work or the people they work with? Online profiles are windows into a person’s life, and employers are using them to determine if candidates are the right fit for their company.

Matthew Ramirez, CEO, Rephrasely

Shows the Real Candidate

Employers want to get a fuller idea of what the person they’re hiring is like. Social media can allow them to understand what a person’s behavior represents when they aren’t acting on a script. It provides a more natural view of a candidate than they might see during an interview.

Max Schwartzapfel - HR Spotlight

If understanding a candidate before hiring saves a company from having to deal with behavior troubles or legal liabilities of any sort, then it’s already worth the effort.

Max Schwartzapfel
CMO, Schwartzapfel Lawyers

If understanding a candidate before hiring saves a company from having to deal with behavior troubles or legal liabilities of any sort, then it’s already worth the effort. It will always be better for a company to reject an unsuitable candidate than it will be to fix any issue caused by them in hindsight.

Max Schwartzapfel, CMO, Schwartzapfel Lawyers

Filters Out Troublemakers

I’ve learned the hard way how important it is to conduct candidate background checks, especially their social media profiles.

Five years ago, I hired an apparently perfect candidate for a role, only to have the HR department bombarded with complaints about inappropriate remarks and insensitive behavior towards other employees. Later, I discovered this was the norm for him; his Facebook profile was full of problematic status updates, racist quotes, and shockingly sexist remarks.

Anjela Mangrum - HRSpotlight

With challenging times ahead for businesses, I think it’s better to deep-dive into whatever candidate information is available instead of risking hiring them, only to terminate them and rehire someone else in a month.

Anjela Mangrum
President, Mangrum Career Solutions

Sometimes, online profiles can also provide clues about the legitimacy of applications that seem too good to be true. With challenging times ahead for businesses, I think it’s better to deep-dive into whatever candidate information is available instead of risking hiring them, only to terminate them and rehire someone else in a month. As it is, with the current challenges of running a business, office drama is the last thing we need!

Anjela Mangrum, President, Mangrum Career Solutions

Controls Your Online Reputation

The things that an employee posts or does online don’t just impact their individual reputation; they can also influence how people view or think about your company, even when someone is posting on their personal social media.

Many customers today want to do business with companies that share their values, and job seekers feel the same way about employers. If you hire someone who’s an online bully or regularly posts offensive content, this could lead to people associating these behaviors with your company, and your online reputation as a business can suffer.

Archie Payne - HR Spotlight

If you hire someone who’s an online bully or regularly posts offensive content, this could lead to people associating these behaviors with your company, and your online reputation as a business can suffer.

Archie Payne
CEO, CalTek Staffing

This is aside from the potential impact on your team, culture, and morale from hiring someone who’s hostile, prejudiced, or otherwise toxic, although that’s something else that’s important to consider. Scanning the profiles and posting behavior of candidates before they get through the interview process is an easy way to check for red flags and avoid hiring someone who will cause you these kinds of headaches.

Archie Payne, CEO, CalTek Staffing

Exposes Red Flags

People always warned us in college that employers would search through our social media. It’s true because, as I am in charge of gathering candidates for new openings, the first thing I do when someone applies is look over their social media profiles. We do this to see if they will be a good fit with our company culture.

Obviously, you want employees who will show up on time and get along with others. When I see people who have their profile photos as themselves flipping off the camera and smoking drugs, those are red flags that they probably wouldn’t do well in our culture. With social media, you are supposed to put your best foot forward or show the best side of yourself. Make sure it truly is the best side you are showing others.

Seth Newman, Director, Sporting Smiles

Uncovers the Candidate’s Private Integrity

Social identity online is vital for employers to determine the integrity of potential candidates. Candidates with a dirty online identity can damage the reputation of the brand and link it with associated behaviors, such as racism or sexism.

Online scanning can validate the information that potential candidates provide and help gauge the intangible aspects of trust and integrity. It is also vital for security to avoid hiring candidates involved in illegal activities such as money laundering and cybercrime. It is also a way to eliminate unconscious bias through objective scanning of potential candidates.

Yongming Song, CEO, Live Poll For Slides

Scanning a Candidate’s Online Behavior Does Make a Lot of Sense!

Pick up any of these points shared by workplace leaders and you’ll know there are plenty of valid reasons to review a candidate’s online behavior and determine if they’d be a good fit or not. So the next time you post something or leave a comment without thinking twice, remember that your potential employers will get to it, review it, and probably use it as enough reason to reject you.

Do you have a valid pointer to add to this list? Or is there another topic you’d like to start a conversation around on the HR Spotlight platform?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

6 Warning Signs to Weed Out Wrong Candidates

by

Trey Ferro - Terkel for HR Spotlight
Seth Newman - Terkel for HR Spotlight
Lydia Mwangi - Terkel for HR Spotlight
Matt Erhard - Terkel for HR Spotlight
Lindsey Hight - Terkel for HR Spotlight

6 Warning Signs to Weed Out Wrong Candidates

Vague Answers to Interview Questions

From my experience as an interviewer, the biggest candidate red flag is responding vaguely to questions I ask.

I’ve noticed competent candidates are eager to continue the conversation and provide elaborate answers to interview questions. Their specific, in-depth responses are often enough to prove their credibility. Underqualified candidates or those who have exaggerated their resumes often cannot answer many basic queries, exposing themselves as bad choices for the role.

Anjela Mangrum - HRSpotlight

Underqualified candidates or those who have exaggerated their resumes often cannot answer many basic queries, exposing themselves as bad choices for the role.

Anjela Mangrum, President, Mangrum Career Solutions

For instance, if there’s a certain software critical to their field of work, a suitable candidate will tell me about their experience using it, where they learned how to use it, and what they think about the distinct features. The wrong applicant might name a few features and know their functions, but they usually won’t be able to say anything that proves they have hands-on experience with it.

Anjela Mangrum, President, Mangrum Career Solutions

Lack of Preparation

One warning sign to help weed out wrong candidates is a lack of preparation. If a candidate comes to the interview unprepared, it could be a sign that they are not genuinely interested in the position or that they are not taking the interview process seriously.

Trey Ferro, CEO, Spot Pet Insurance

Poor Representation on Social Media

In college, they always told us to be careful what we posted on social media, and that still holds true. Now that I am in the position of weeding out candidates for open positions at our business, once I see someone apply who has the ideal skill set, the first thing I do is search their social media profiles.

Seth Newman - Terkel for HR Spotlight

The first thing I do is search their social media profiles. Sometimes I find some pretty interesting stuff, like them bashing their former employers or bosses. Other times, I find profile pictures of them flipping the camera off or smoking drugs. Those are just red flags right away that they wouldn’t be a good fit for our company.

Seth Newman, Director, SportingSmiles

Sometimes I find some pretty interesting stuff, like them bashing their former employers or bosses. Other times, I find profile pictures of them flipping the camera off or smoking drugs. Those are just red flags right away that they wouldn’t be a good fit for our company.

Social media gives you the easiest way to present your best self. Make sure you’re presenting yourself in a presentable fashion; otherwise, companies will look elsewhere.

Seth Newman, Director, SportingSmiles

Punctuality Problems

Punctuality problems persist. If a candidate is late for an important interview, this reveals a lack of planning. This will not only reflect on the time they arrive at the office each day, but also on how promptly they complete their tasks, and their ability to plan and organize work-related tasks.

If a person can’t plan their morning well, I don’t see how you can expect them to plan a work event, serve customers on time, or even come up with a working strategy at work.

Lydia Mwangi, Content Writer, Barbell Jobs

Negativity

It’s human nature to complain about work from time to time, but there is a time and place to do so. A job interview definitely isn’t the place to air grievances from past jobs.

I want to see candidates focusing on their strengths and value, not using their interview time to complain about other people, and this can also be a red flag of a potentially toxic employee who would be detrimental to your team’s morale and culture.

Matt Erhard - Terkel for HR Spotlight

It’s human nature to complain about work from time to time, but there is a time and place to do so. A job interview definitely isn’t the place to air grievances from past jobs. 

Matt Erhard, Managing Partner, Summit Search Group

Similarly, I am wary of candidates who bring work drama into their social media feeds. Again, there’s nothing wrong with a post or two complaining about a hard day. What flags me is when they regularly post workplace gossip, get into arguments with coworkers, or have similarly immature online interactions with colleagues.

This kind of behavior can both affect team morale and reflect poorly on your company and is a definite red flag for me when I’m considering candidates.

Matt Erhard, Managing Partner, Summit Search Group

Punctuation and Grammar Errors

One of the major warning signs we look for to help weed out wrong candidates is punctuation and grammar errors in their cover letters and resumes. Poor punctuation, grammar, and spelling errors are a sign that the applicant is not detail-oriented and may not be the right fit for our department.

Lindsey Hight, HR Professional, Renue Commercial

It’s All About Keeping Your Eyes Open

There are multiple criteria that help decide if a candidate is right for the job or not, but when it comes to warning signs, all you need is one to weed out a wrong candidate. All you have to do is keep your eyes open.

Of course, even more important is to ensure that the rest of your team is quickly made aware of the problem. Once you have a manager’s approval, you can update the candidate’s details in your red flag section, so that the next time the candidate approaches your organization, everyone on the HR team receives an alert.

Do you rely on warning signs to help you weed out wrong candidates? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

11 Leaders Show You How to Make Your Resume Stand Out

by

Ben Lawrence - Terkel HR Spotlight
Matthew Ramirez HR Spotlight
Shaun Connell - Terkel HR Spotlight
TK Morgan - Terkel HR Spotlight
Wendy Makinson - Terkel HR Spotlight
Piotrek Sosnowski - Terkel HR Spotlight
Seth Newman - Terkel for HR Spotlight
Ashlea Harwood - Terkel HR Spotlight
Saikat Ghosh - Terkel HR Spotlight
Stephanie Mantofel - Terkel HR Spotlight
Dominic Hutchings - Terkel HR Spotlight

11 Leaders Show You How to Make Your Resume Stand Out

Show Up in Person

As a business owner, I have this fantasy that a job seeker out there is more enthusiastic about working with my company than I am. And the primary way that job seekers can prove that is by walking into my office or, at a minimum, picking up the phone and calling me directly. Yet in 30 years, this almost never happens.

Ben Lawrence - Terkel HR Spotlight

Hard truth: We business owners don’t care about your resume, we care about your passion for our business and your hunger to be part of our team. Stop hiding behind a resume, get in front of it.

Ben Lawrence,
Founder, Wolf Heart Sales

Wanna make your resume stand out? Visit the office of your dream employer! Ask to meet the president. Offer to volunteer to work there for a day, even if it’s just sweeping the floors. Hard truth: We business owners don’t care about your resume, we care about your passion for our business and your hunger to be part of our team. Stop hiding behind a resume, get in front of it.

Ben Lawrence, Founder, Wolf Heart Sales

Include a LinkedIn Profile

By including a link to your LinkedIn profile or your resume, you show your online credibility. After all, hiring managers can learn a lot about potential employees by checking out their LinkedIn profiles, so it’s always a good idea to include one in your resume. It shows that you’re willing to take extra steps to get hired, which is always an outstanding quality to have.

Matthew Ramirez, CEO, Rephrasely

Add Infographics or Visual Elements

This can be a timeline of your career growth, a visual representation of your skills and experience, or any other creative way to present your information. Adding color themes, icons, and other visuals can help your resume stand out among the competition, as long as it’s not vividly bright or garnished with busy patterns that clash with the content itself.

Shaun Connell - Terkel HR Spotlight

Adding color themes, icons, and other visuals can help your resume stand out among the competition, as long as it’s not vividly bright or garnished with busy patterns that clash with the content itself.

Shaun Connell,
Founder, Writing Tips Institute

Align its colors and designs with the content, and help the recruiter screen through the entire resume in one go to get a general idea of your skills and experience. So, adding a visual element and the right color theme is a great way to differentiate your resume from the rest of the pack.

Shaun Connell, Founder, Writing Tips Institute

Make Your Accomplishments Scannable

The best way to help your resume stand out is to list your accomplishments with metrics in bold. A recruiter has tons of resumes to review; make it easy for them as they quickly scan your resume with the list of all of your significant accomplishments. When you bold your metrics, it captures the attention of the recruiter quickly. Try it out and watch your recruiter response increase.

TK Morgan, Founder & Visionary, Tuesday At 1030

Display Your Passion

My tip is not related to certain fonts or color schemes; it’s simply to focus on displaying your passion for the business and taking the time to, even via a summary, show that you not only (a) understand the business in-depth but also (b) genuinely want to work for them.

Wendy Makinson, HR Manager, Joloda Hydraroll

Show Your Personality

Showing personality in your resume can help you stand out from the crowd by giving the reader a sense of who you are as a person. A resume is not just a list of your qualifications and experience; it’s also an opportunity to show the employer what makes you unique and sets you apart from other candidates.

Piotrek Sosnowski - Terkel HR Spotlight

Including a bit of personality in your resume can help the reader get to know you better and make a more personal connection with you.

Piotrek Sosnowski,
Chief People & Culture Officer, HiJunior

Including a bit of personality in your resume can help the reader get to know you better and make a more personal connection with you. For example, you might include a summary of your personal interests or hobbies, or highlight a specific personal or professional accomplishment that shows your character and values.

However, it’s important to strike the right balance with showing personality. While it’s okay to inject a bit of your own style and personality, it’s still important to maintain a professional tone and focus on your qualifications and achievements.

Piotrek Sosnowski, Chief People & Culture Officer, HiJunior

Include that Cover Letter

When looking at candidates, I always give extra attention to those who attach or send a cover letter with their resumes. This shows me they truly want the position and gives me a glimpse into why they would be a good fit or are interested. It’s a great way to get your resume to the top. It also adds a human element to it, as your personality may show more in the cover letter. Always send one; it may be the deciding factor in your hiring. I interview more candidates who send cover letters.

Seth Newman, Director, SportingSmiles

Follow Up

In any job application, you’re going up against many other candidates. No matter how you set up your resume, nothing is going to represent you better than yourself.

If you have the opportunity, it’s worth finding out who the hiring manager is and having a conversation with them about the role. It shows enthusiasm, but it also gives you the opportunity to find out more about the role. That way, you’ll know if it’s right for you, but you’ll also have a head start when you’re interviewed.

Ashlea Harwood, HR & Office Manager, Darwen Electrical Services

Put Your Best, Important Information First

Who doesn’t want a standout resume? It is the first step to getting a dream job. If a recruiter doesn’t like your resume, you can’t express what you know and your skills. Maybe you are better than your resume sounds, but getting through the resume screening can give you a chance to prove yourself.

Saikat Ghosh - Terkel HR Spotlight

Most of the time, a recruiter doesn’t read a complete resume to find your skills and achievements. So, it’s better to make it easy for them by presenting them in summary at the top of the resume.

Saikat Ghosh,
Associate Director, HR & Business, Technource

Use the summary section in the resume to put the most important things about you. Present the essence of your best skills and achievements in the summary. It is because most of the time, a recruiter doesn’t read a complete resume to find your skills and achievements. So, it’s better to make it easy for them by presenting them in summary at the top of the resume.

For this, choose the format of the resume that has a summary section, or you can add it to the page if it is not there. This type of summary can stand out on your resume, and you can get an interview call. So, save the best for the most important information.

Saikat Ghosh, Associate Director, HR & Business, Technource

Use Specific Numbers and Action Words

Be specific with numbers and results by using powerful and action words. It doesn’t matter what role you are in; you have created an impact. “I increased revenue by X% by doing XYZ.”

Action words can include: saved, acquired, retained, expanded, boosted, etc.

Stephanie Mantofel, Founder, Bright Link Talent

Focus on Clean, Easy-to-Read Templates

Consider using a clean, modern layout with plenty of white space to make the resume easy to read. The key is to find a balance between a visually appealing design and a professional, easy-to-read layout.

Dominic Hutchings - Terkel HR Spotlight

Don’t fall for commercialized CVs. A simple resume with a clean layout and plenty of white space is easier for recruiters and hiring managers to read and understand.

Dominic Hutchings,
Business Development Manager, Wellpack

Don’t fall for commercialized CVs. A simple resume with a clean layout and plenty of white space is easier for recruiters and hiring managers to read and understand. This is important when they are reviewing many resumes. The content of what you write and how you sell your skills and expertise matters.

Dominic Hutchings, Business Development Manager, Wellpack

Every Effort Adds Up!

Every pointer presented by these leaders makes sense, and leaving any of them out of your resume would surely mean giving up on advantage. So the trick is to use every effort in the book to create a resume that not just stands out but also goes all the way even when it’s against some of the best candidates out there.

So add every component that’s mentioned here, and customize your resume not just in line with the position you’re looking to bag but also the employer’s needs and business plans. It’s all about creating a winning mix that stands out!

Do you have a tip that can help in creating a winning resume? Or is there another insight you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.