Even at first glance, your resume needs to be on point, or recruiters may disregard it. We’ve all heard the stat that you have up to 10 seconds to get a hiring manager or recruiter’s attention with your resume.
Recruitment agencies in Toronto read thousands of resumes every year. But what is it that recruiters are actually looking for in those first few seconds?
Below is a list of the top questions recruiters ask when they look at a resume for the first time:
What is the candidate’s current role/title?
This is typically the first thing recruiters look for when scanning a resume. They want to see where the candidate is professionally right now. Titles help them instantly gauge seniority, functional expertise, and how closely someone aligns with the open role.
For example, if the job posting is for a marketing manager, a candidate already holding that title (or something very similar) will naturally feel like a safer match.
Recruiters also consider scope. Does the candidate’s current job title reflect leadership? Budget ownership? Strategy? Direct reports? Even if the title differs slightly, matching responsibilities can quickly bridge the gap.
Is there a logical career progression?
A resume should tell a story of development and career growth. Recruiters want to see how each move builds toward the next role. Promotions, expanding responsibility, growing team sizes, or deeper specialization all signal strong performance and trust from previous employers. Someone who has steadily grown in their career is often viewed as more likely to continue that trajectory.
Consistency and intention matter. A candidate who appears to jump randomly between roles without explanation may raise concerns about clarity of direction. However, strategic pivots can be very attractive when they make sense. For example, gaining cross-functional experience or moving industries to build expertise.
Does the candidate have the required skills and experience?
Recruiters typically have a checklist of must-have qualifications. These could be certain skills, qualifications, certifications, or other credentials. They scan to confirm whether those boxes are ticked before investing more time.
For example, if the role requires project management, where has the candidate led projects? If a certification is needed, is it clearly listed? If industry knowledge is important, is there relevant exposure?
Clear, easy-to-find information helps tremendously. If recruiters have to hunt for proof that someone meets the baseline criteria, they may simply move on to the next resume.
Is the candidate a difference maker? Do they have strong results in previous roles?
Once the fundamentals are confirmed, impact becomes the differentiator. Many resumes list responsibilities, but fewer demonstrate outcomes.
Recruiters pay close attention to candidates who show how they improved revenue, reduced costs, accelerated timelines, increased customer satisfaction, or solved persistent problems. Metrics, statistics and data make achievements concrete and credible.
Results help employers picture what the candidate might accomplish if hired. In competitive hiring markets, quantified impact often separates interview candidates from everyone else.
Are there any obvious red flags?
While scanning for strengths, recruiters are simultaneously alert to potential risks. Issues such as unexplained employment gaps, a pattern of very short stays, inconsistent dates, or exaggerated claims can cause some hesitation.
Attention to detail matters too. Typos, poor formatting, or messy organization may suggest a lack of professionalism or care.
Red flags are not always deal breakers. Many have reasonable explanations. However, when concerns pile up during a quick scan, a recruiter may decide the application requires more effort than it’s worth compared to other qualified options.
Is the resume customized for the role they are applying for?
Customization shows a candidate is serious about the job. Recruiters can quickly tell when a resume has been adjusted to reflect the language, priorities, and competencies of the specific job.
Customization might include highlighting the most relevant experience, rearranging bullet points to emphasize matching achievements, or incorporating keywords from the posting. This makes alignment obvious and reduces the mental work required from the reviewer.
A generic resume can make even a strong candidate appear less interested or less aware of what the employer truly needs.
Given the above, does the resume warrant a more thorough review?
After this rapid evaluation, recruiters make a decision. Should they slow down and read carefully, or move on?
Resumes that demonstrate relevance, growth, capability, measurable success, and professionalism earn that deeper look. From there, recruiters may evaluate cultural fit, communication style, and nuances of experience.
If those first signals are weak or confusing, the resume may never reach that stage. In many cases, the initial scan is the most important moment in the entire hiring process.
A final word about how recruiters review resumes
A recruiter’s first review of a resume is fast, focused, and practical. They are looking for alignment with the role, evidence of growth, proof of capability, and signs that the candidate can deliver real results.
When a resume clearly communicates relevance and impact, it earns more time and attention. That deeper review is what ultimately leads to interviews.
More resume writing advice from our recruitment team
Advice from a Recruiter: How Far Back Should Your Resume Go?
Stretching the Truth on Your Resume? There Could Be Legal Implications
