Over the years I’ve written numerous articles about résumé writing. Specifically, about all the mistakes that people make which can literally, prevent them from landing the job.

The way to get the job is  to get in front of the hiring manager and sell yourself for the job.  There’s no other way to do this. But before you can do that, you need to be invited to the INTERVIEW.

The thing is, getting the interview is probably the biggest hurdle for most people. If everyone were able to get more interviews, they would be landing jobs a lot sooner and with less effort. But that’s not what’s happening.

If you are relying to applying online, you’ve got about a 2% to 3%  chance of getting the interview. So, for every 100 jobs you apply to, you might get 2 or 3 interviews at best. I’ve known  candidates who have sent out 1000’s of résumés and got little to nothing for it. So, it’s not about quality submissions – it’s about QUALITY.

If you are doing a lot of networking and getting referrals, you can as much as 10X your results.

So, for every 100 hiring managers you reach out to (i.e. networking), you might get as many as 20 interviews.  There’s got to be a job in there somewhere!

How do you boost your odds and go from a 2% to 20% chance?

Obviously, you need to be more proactive in your approach and do a lot of networking but that’s not the only thing.

Whether you like it or not, you still need a strong résumé. In fact, I’ve come up with about 12 really good reasons  why employers want you to submit a résumé beyond just the obvious. But that’s not the point of this article.

The point is, a compelling résumé that sells you as a strong candidate (whether there’s actually a job or not) is a pre-requisite in most cases.

I know, I know….. there are some people who swear they’ve “never” needed a résumé, but they are the minority. Most of us need one.

The difference between a résumé that doesn’t attract interviews and one that does can be very subtle.

I mean, there are many résumés that are obviously really poor, but many are actually pretty decent. They look polished and professional. They sound articulate. . They are easy to read and flow well. They show a good career progression. They downplay work gaps. They even have some eye-catching design elements.

So, what’s the freaking problem???

It’s something that the vast majority of job seekers struggle with doing correctly – or at all.

Many people can’t get their head around how to do this résumé technique I’m about to share with you that can make a huge difference between hearing crickets and attracting potentially MULTIPLE interviews.

What am I talking about?

Quantitative results.

I’ve written about this before in a previous article you can read by clicking this link.

Simply put, quantitative results are specific business outcomes that you have achieved that can be measured in some way using dollars, percentages, amounts, and even time-lines. It’s about including metrics in your résumé.

I’ve reviewed thousands of résumés and know for a fact that most of them do not include quantitative results (and if they do, it’s often not done properly.)

Just so you can see what I’m talking about, here are some examples.

This is an example of a typical, generic résumé that I see on a daily basis that does not employ the quantitative results tactic:

Responsible for responding to customer inquiries

What does it tell you about the candidate?


It gives no information about who the customers are, how many inquiries there are, what kind of work environment it is and more importantly, how well this candidate performed this customer service role.

It’s way too vague and gives no detail and reads like a job posting bullet point which is NOT what you want to do.

Here is how that can be turned about by including quantifiers and being more specific:

Responded daily to over 100 customer inquiries in a busy call centre. Ranked as the top service rep with a 90% satisfaction rate (2018) for resolving over 300 complex computer issues for small businesses over 30 days.

The first bullet point leads with “responsible for” which I recommend you never use unless the rest of the bullet point offers more information. The same goes for “accountable for” and “handled”.

The better way to lead a bullet point is with a strong action verb – in this case, responded.

While you don’t want to make the bullet point too long, you do need to provide some detail that gives the reader a good idea of how you did the job well. In this case, the person ranked as the top customer service rep due to having a high satisfaction rate. They also resolved over 300 complex computer issues.

Then, the bullet point provided some context – the customers were small businesses and it was a call centre environment.

Lastly, the bullet point included specific metrics – 100, 300, 30 and 90%.

Does that make sense?

Here are some quick rules to follow:

Ideally, you want the bullet to match up with the criteria mentioned in the description of the role you’re applying for.

So, if the target job talks about “improving the sales team performance”, then the bullet point should address precisely how you did that and what the metrics were. In this case, it would likely be increased sales revenue.

For instance, Boosted organizational sales revenue by X% by implementing a new sales training program that led to sales reps increasing their new business sales by an average of 10% across the board.

The goal is to showcase the exact amount of value that you can bring to the table which will appeal to the recruiters and hiring managers who are looking evidence to back up your claims of accomplishments.

Quantifying results is also an extremely valuable negotiation tool

Let’s say that you grew your accounts by 20% last year but the new company is only offering a 10% raise.

You can point out that the monetary value you bring to the table is worth at least 20% and you’re confident you can deliver those results because you’ve done it before.

If you’re struggling to see the results you want from your résumé, this tactic is definitely going to help you get over the hump! But there’s even more we can do to boost our chances of hearing back and landing the interview.

So, start putting numbers in your résumé!

There’s more help below…

Create a résumé that converts into interviews

The scary fact is, only about 2% to 3% of résumés actually result in interviews. To boost your chances, you need a résumé that has a higher rate of converting into interviews. Click on the button below and get started on creating a higher-converting résumé.

Grab FREE help here!

Visit the Free Stuff page and download as many of the free resources as you like.

Grab the FREE Discovery Call here!

If you’d like to schedule a call with Diana to find out how she can help you stand out and get noticed (in a good way) so you can land interviews and get hired sooner than later, click here to set up a free discovery call.

Hi! I’m Diana.

I draw from over 15 years recruitment, career/job search coaching, and sales/marketing experience to help all kinds of jobseekers stand out, get noticed, and get hired for their dream job.

Need help? That’s what I’m here for!

Are you in the midst of a job search and not getting the results you want? Or, are you employed and not actively looking but want to “get ready” in case your situation changes and you need to launch a job search?

Don’t get caught in the endless cycle of applying to jobs, hearing little to nothing, and becoming more frustrated.

I offer both “Done-For-You” and “DIY” options to help you overcome the obstacles and get you on the right track to accelerate your job landing success. You choose the level of service you feel you need that fits your budget.

Maybe all you need is a quick résumé critique. If your search is complicated, a more comprehensive package might be the solution. Or, it could be something in between. You’ve got options!

You can learn more about my professional background here and about how I can help you here.

To find out how I can help you, email me here or set up a quick chat with me here.