50 Buzzwords You Shouldn’t Use on Your Resume

November 17, 2010 RSS Feed Print

You’ve written your resume. You poured a lot of effort into the page that will represent you, and you can’t wait to distribute it far and wide.

Not so fast. Before you send that puppy out, check it for buzzwords. Like “team player.” Or “detail-oriented.” Or “accustomed to fast-paced environments.”

Here’s why you should avoid them: They’re vague. They make your resume look like everyone else’s. They’re probably not among the keywords employers search for. They take up space on your resume that could be used for strong, concrete, specific examples of what you’ve accomplished, the work you’ve produced, and how hiring you would benefit your potential employer. Buzzwords are tired and overused, clichés that have lost their meaning over time.

Most importantly, every buzzword is a lost opportunity.

You want your resume to stand out. The best way to sell yourself is to show, don’t tell. Explain your accomplishments rather than spouting them off in trite ways.

So check your resume for these boilerplate words and phrases. If you find them, replace them—or at the very least, elaborate upon them—with real-life, specific examples.

1. Team player

2. Detailed-oriented

[See 21 Secrets to Getting the Job.]

3. Proven track record of success

4. Experienced

5. Excellent communication skills

6. Leadership skills

7. Go-to person

8. Managed cross-functional teams

9. Exceptional organizational skills

10. Self-starter

11. Results-oriented professional

12. Bottom-line orientated

13. Works well with customers

14. Strong negotiation skills

15. Goal-oriented

16. People-person

17. Dynamic

[See How to Use a Job Rejection to Your Advantage.]

18. Innovative

19. Proven ability

20. Top-flight

21. Motivated

22. Bottom-line focused

23. Responsible for

24. Assisted with

25. Skilled problem solver

26. Accustomed to fast-paced environments

27. Strong work ethic

28. Works well with all levels of staff

29. Met (or exceeded) expectations

30. Savvy business professional

31. Strong presentation skills

32. Looking for a challenging opportunity

33. Cutting-edge

34. Multi-tasker

35. Proactive

36. Seasoned professional

37. Perfectionist

38. Highly skilled

39. Functioned as

40. Duties included

41. Actions encompassed

42. Best-in-class

43. Strategic thinker

44. Trustworthy

[For more career advice, visit U.S. News Careers.]

45. Flexible

46. Works well under pressure

47. Quick learner

48. Partnered with others

49. Results-focused

50. Out-of-the-box thinker

Finally, here’s one more phrase you don’t need to include on your resume: “References furnished upon request.” It’s assumed that you’ll offer references if the employer asks, so don’t clutter your resume with those unnecessary words.

Karen Burns is the author of the illustrated career advice book The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use, recently released by Running Press. She blogs at www.karenburnsworkinggirl.com.

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Hmmm. If prospective employers don't want job applicants to use those stale old buzzwords, then why do those same employers use those very words in their help-wanted ads? ;-)

dianeski of NC 4:34PM April 14, 2011

The best interviews and the best jobs I had did, were those with little emphases was placed on the presentation style or wording of my resume and more focused in a ONE on ONE face to face conversation where the recruiter/manager ended up know all the other skills I had and like wise I was able to learn a lot about the position and how I matched the job, how I liked it, and how I could best map my skills to the employer needs. Infact the best jobs I have had in the past and the best manager were those that took me with no hard technical grilling and just a character and personality check with required capabilities by a having a friendly chat and lunch.

I have heard from so many great managers that I have met how told me that skills and certificates are not best criteria. It the candidate has a great attitude, are honest, have integrity, a desire to learn and has a likeable personality they can be trained and are valuable assets that can be moved to business needs.

So, if the have all the skills and certificates but later you find they that are not flexible, do not want to learn new things or are arrogant that they know too much that is a problem.

These managers motto is we can train employees but cannot change their character or instill passion and non of these things can be measured by a nicely written resume and super coded word search application.

The other problem is that employees are being screened by a lot of contracted Hr folks who screen resume like they are shopping in a grocery store. It is only with a conversation can I employer really find out the true assets a potential employee can bring that may be relevant of their aspects of an employers business.

Candidates, be your true self, it is a hard road but just as employers are weeding out employees you end up weeding out the employees who only care about saving money and not people caring companies.

Employers wake up and spend more money to talk to candidates, and stop hanging on to the yes folks in your company because many of these are coasting and not being critical for the betterment of your company and are not creative.

It takes caring parents to criticize a child they love and it takes a caring employee to voice their opinion and criticize process and things in a company because they want to improve it and are creative and not stagnant.

.

Robin of TX 10:41AM December 13, 2010

The best interviews and the best jobs I had did, were those with little emphases was placed on the presentation style or wording of my resume and more focused in a ONE on ONE face to face conversation where the recruiter/manager ended up know all the other skills I had and like wise I was able to learn a lot about the position and how I matched the job, how I liked it, and how I could best map my skills to the employer needs. Infact the best jobs I have had in the past and the best manager were those that took me with no hard technical grilling and just a character and personality check with required capabilities by a having a friendly chat and lunch.

I have heard from so many great managers that I have met how told me that skills and certificates are not best criteria. It the candidate has a great attitude, are honest, have integrity, a desire to learn and has a likeable personality they can be trained and are valuable assets that can be moved to business needs.

So, if the have all the skills and certificates but later you find they that are not flexible, do not want to learn new things or are arrogant that they know too much that is a problem.

These managers motto is we can train employees but cannot change their character or instill passion and non of these things can be measured by a nicely written resume and super coded word search application.

The other problem is that employees are being screened by a lot of contracted Hr folks who screen resume like they are shopping in a grocery store. It is only with a conversation can I employer really find out the true assets a potential employee can bring that may be relevant of their aspects of an employers business.

Candidates, be your true self, it is a hard road but just as employers are weeding out employees you end up weeding out the employees who only care about saving money and not people caring companies.

Employers wake up and spend more money to talk to candidates, and stop hanging on to the yes folks in your company because many of these are coasting and not being critical for the betterment of your company and are not creative.

It takes caring parents to criticize a child they love and it takes a caring employee to voice their opinion and criticize process and things in a company because they want to improve it and are creative and not stagnant.

.

Robin of TX 10:38AM December 13, 2010

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