Hiring managers want to understand the positive impact people had in their various positions as much or more than the actual roles & responsibilities they had. I find that, way too often, people spend too much space listing all of the various aspects of their job responsibilities (what they did) without stating what they actually accomplished for the benefit of the company they were working for.
I recommend following the “so what?” litmus test. After reading each section of your resume, assume the readers are saying “so what?” to themselves. Make sure you are answering this question for each job. Give some real quantifiable results that you produced. Increasing revenue, increasing market share, reducing cycle times, reducing costs, etc. – and by how much? Anything that can be quantified to show that you actually made a difference rather than just performed your job function. Look at the following two examples and decide which is more compelling to someone that doesn’t know you.
- “Managed the central Texas sales region made up of six account reps and three sales engineers”
- “Grew revenue 35% year-over-year within the central Texas sales region and achieved in excess of 125% of quota three years in a row”
If you are a member of the senior management team, it is OK to describe growth-related achievements of the company itself (revenue growth, etc), even if you were not the VP of Sales. You were a member of the management team that led the company to these results.