​A Resume Writer uses the right keywords, has the best ATS resume checker, applies the latest formatting strategies for speedreading, enhances your content, and helps your resume stand out from the crowd.

A Resume Writer is often a freelance writer who specializes as a technical writer and focuses on resume writing and other career-related documents.

You already know first impressions last... If you want to make a lasting impression, you must relate to what your audience is looking for. So, first put yourself in the shoes of hiring managers. 

Fortunately, there are easy ways of tweaking your content to help you make your resume stand out from the crowd. You will find below for a few tried and true suggestions:


1. Use Bullet Points
A potential employer may not have the time to read carefully the resumes that he receives. The first feature of a career resume that stands out is the bullet points. This gives the employer the opportunity to quickly analyze your resume to make sure you have the qualifications you need and meet the minimum requirements for a job. If you make scanning your resume too difficult, you risk an employer who does not even bother to read the message.

 
2. Start With A Summary Section

• THE SUMMARY IS: A brief introduction of the resume content. It is an “Introductory” paragraph to introduce the content of your resume briefly, at first.
• THE SUMMARY IS NOT: A brief introduction of you or your character. It is not an “Introductory” paragraph to introduce you personally. 

If this is done right, you can draw your audience to read the rest of your resume. Moreover, by clearly making this distinction, you can demonstrate your writing skills.


3. Customize Your Resume - NO TEMPLATES
A generic resume receives a generic response, if any.

Tailor your resume to capture your audience. Emphasize your qualifications for that specific job, based on the job description’s keywords. If you are applying for a Marketing Executive position, make sure your resume does not scream Finance. Revise your resume to focus on the employers’ needs; add jobs you may have removed which relate more to what you are applying for.

 
4. Outline Your Accomplishments
Your accomplishments speak louder than your skills. Other resumes may reflect the same skills, but your accomplishments are unique to you. Put them in value. Did you save the company $10,000 by auditing an account or a P&L? What did you do that was above and beyond your job description? You must show that you have done what they are looking for. That is very important if you want to stand out from the crowd.
​
 
5. Avoid Resume Jargon
Padding your resume with unnecessary information or simply too many embellishing words will not help your quest for that ideal position. Make sure your details are pertaining to the job requirements. Adding personal information is only valuable if it relates to the job, the industry, or the company, be it through volunteer jobs or a trade association you belong to. These informational “fillers” belong on a junior level resume, not an executive resume.  Of course, if you are a TaeKwanDo Champion, you can and should find a place for it on your resume. It actually says a lot about you, but this example is not only rare but justifies being mentioned.

A great resume (on paper, visual, digital and online)  is the number one step to presenting yourself no matter what your career level is.

​When you see a survey that says 55 percent of hiring managers don’t pay attention to cover letters, it may be tempting to think that you don’t need one. But consider that means that 4 out of 10 hiring managers do want to read one — and you don’t know whether the hiring manager for this job is one of the 55 percent, or one of the 45 percent. Unless you are sure otherwise, it’s better safe than sorry.
 
Even hiring managers and recruiters who say they never read cover letters may find themselves drawn in by a particularly compelling cover letter. When they say they don’t want a cover letter, it’s because they don’t want to read a boring, basic cover letter. Like a résumé, the cover letter will only get a quick glance at first. But if you can tell a story with your cover letter, you may interest them in reading it — either instead of, or in addition to, your résumé.
 
So how do you know when you need a cover letter, or not? The general guideline is that anytime you can’t hand your résumé directly to the hiring manager, you need a cover letter. It serves as a letter of introduction, allows you to share information that wouldn’t otherwise be on a résumé (for example, the reason why you made a job change in the past — or why you’re seeking one now), and communicates your qualifications and interest in this specific job.
 
An effective cover letter can make a match between what you have to offer and what the hiring company needs — even spelling out the specific ways you can meet the position’s requirements in written form. The cover letter is also an opportunity to let your personality shine through. You can set yourself apart from other candidates — and maybe even shore up some weaknesses that might otherwise keep you from getting an interview — with a targeted, well-written cover letter.
 
The cover letter can also impact the ability of your résumé to be found if you’re applying to a company through applicant tracking system software. Many online applications offer the candidate the opportunity to upload a cover letter, and this becomes part of the candidate’s full profile in the ATS database. A strong cover letter can enhance your ATS profile, making it more likely that your résumé will make it out of the database and get read by a hiring manager.
 
You can have a “template” cover letter, but it’s important to take the time to customize the cover letter before sending it off. The first thing you should do is research the company. Take a look at their website and LinkedIn company page. Google them. Look on research websites like Glassdoor and Vault. Get to know their needs and the specific role the position you’re applying for plays in the greater scheme of things. This will help you ensure that your cover letter is attention-getting and relevant for the reader. (This research will also help you prepare for the job interview — which, of course, is the purpose of the résumé and cover letter.)

​When you’re formatting a traditional cover letter, make sure you’re matching the style and format of your résumé. Use the same fonts and layout, for example. Beyond the “look” of the document, there are several different ways you can structure the cover letter.
 
The first is a traditional “business letter” format, using paragraphs. This is the most common style; however, you want to make sure you keep the paragraphs short (no more than two or three sentences for each paragraph), because hiring managers will only give your cover letter a few seconds of attention during the initial screening process. (Although it will likely be read fully later if you are one of the few candidates selected for an interview.)
 
The second is what is commonly called the “T-Style” cover letter. This cover letter uses a two-column format to match up the job requirements with the candidate’s qualifications. It’s the fastest way to showcase how you’re a great fit for the position, and works best when you meet the position requirements almost exactly. The left-hand column can be titled “Job Requirements” or “Your Needs” (this information is pulled from the job posting) and the right-hand column is titled “My Qualifications” and demonstrates your fit for each item in the left-hand column with your skills, education, and experience.
 
The third format is an e-note — it’s known as the “modern cover letter.” The traditional three- to five-paragraph, maximum one-page cover letter has been replaced in some cases with a shorter document. This format — often referred to as an e-note — is a cover letter that accompanies a résumé sent via email. 

When sending a résumé as an attachment, you should also write a message in the email accompanying the file. Hiring managers report receiving hundreds or thousands of email messages with “Résumé” as the subject line, with no message in the email body and a file attachment. This is an easy way to have your message deleted, as hiring managers are wary of opening documents that are disguised as résumés but may be infected with malware or viruses.
 
The e-note is the email message — not an attachment. It gives the email recipient the information they need to decide if they should read your résumé. Because e-notes are usually 1-2 paragraphs (or between 90-120 words), you won’t provide the depth of detail in an e-note that you would in a traditional cover letter. However, you should still spell out up to three relevant qualifications or top accomplishments. Don’t copy-and-paste them directly from your résumé — instead, rewrite them so you’re sharing the same information in a different way.
 
Another advantage of an e-note is the opportunity to provide live links to your social media profiles. The most common way to do this is in the signature block of your email — after your name, include your contact information (phone number, email), and then URL links to your LinkedIn account, blog or online portfolio, Twitter profile, etc.
 
When you’re sending an unsolicited email or LinkedIn message (that is, not replying to an email from a hiring manager or recruiter), you want your email opened! In the subject line, include the title of the position you’re seeking (re: Project Manager) or the name of the person who referred you (Tom Smith suggested I contact you) to increase the chances of your email being opened.
 
When you’re applying through applicant tracking system software online, you’ll likely be able to include (or attach) a traditional cover letter. However, if this isn’t an option, many systems include an “Additional Information” section, which could be used to include an e-note.

​Regardless of the format, the first thing in your cover letter should be an attention-getting opening paragraph! There are a couple of ways to get the reader’s attention.
 
Let the reader know how you found out about the job opening. (Were you referred by a current employee? Are you a customer, and saw it while shopping on the company website?) Include the reason why you’re interested in the position.
 
The second “must-have” in your cover letter is accomplishments! (Opening a cover letter with your accomplishments is also very attention-getting, so you may consider starting your cover letter with a strong accomplishment.) The reader wants to know: What have you done? How can you help me? Your previous achievements provide the proof that you can do what you say you can!
 
Don’t simply restate accomplishments from the résumé, however. Tell the story behind the numbers. Make sure that the accomplishments you’re showcasing align with the requirements of the position you’re pursuing. For example, if you’re applying for a sales position, provide accomplishment data that shows how you’ve grown sales revenue, or expanded the customer base. However, if the sales role doesn’t include any supervisory responsibilities, don’t talk about how you’ve trained and supervised two customer service associates.
 
Next, the cover letter must include anything specifically requested in the job posting — for example, salary history or salary desired (although you may want to consider how you answer this question, you should address it in the cover letter). However, do not include salary information unless you are specifically asked for it! Sometimes the hiring manager will also ask for specific information to be included — for example, schedule availability. Make sure you include this in your cover letter, or your application will likely be discarded. (The ability to follow directions is something that is easy to discern by asking the candidate to include specific information in the cover letter.)
 
Finally, end with a strong closing statement. The best closing statement is a call to action — either inviting the prospective employer to contact you, or — even better! — letting him or her know that you will be contacting them to follow-up. Include your preferred contact method (the easier it is for the hiring manager to reach you, the easier it will be to schedule your interview!) and your availability.
 
You may also want to address why you’re looking for a new position — but keep it professional. Over-sharing personal details of your life isn’t the way to progress to a face-to-face interview. But many hiring managers do wonder — if you’re so good at your job, why are you leaving it? Make sure you are framing the reason in a positive way, however. Don’t bad-mouth your current employer or co-workers. If you state your reason is to “pursue new opportunities,” everyone can read between the lines! Instead, focus on how the new job can take advantage of your skills, education and experience — or don’t address this issue at all in the cover letter.
 
You can also include your willingness to travel or relocate, if desired by the company. 

Beyond the obvious — including the hiring manager’s contact information — you also want to make sure that you tailor the content of the cover letter specifically for the company being targeted. Hiring managers can tell when you’ve taken the time to research the company. Include details that demonstrate that you’ve done your homework. If you’re a customer of the company, mention that! If you know they’re expanding (and thus will be hiring for new positions), reference the article you read about it. Read the company’s website — and, if they’re a public company — the most recent annual report. Be familiar with what the company does. Make it apparent in the cover letter that you’re interested in working for them and the role that you can play in helping them.

One important tip: If you’re customizing a cover letter template that includes the company name in the body of the cover letter, make sure you’re including the right company! Many hiring managers will immediately discard a cover letter that mentions the wrong company name.

Don’t just repeat information from your résumé in your cover letter — give the reader a reason to read the cover letter. Focus on the reasons why you’re a fit for this specific position.
 
Address the cover letter to a specific person, not “To Whom It May Concern.” Ten or 15 years ago it was very difficult to find a hiring manager’s name. Today, with Google, LinkedIn, and company websites, you should be able to secure the specific individual’s name and job title with a quick search (and maybe one follow-up phone call).
 
Make sure the cover letter is “employer-focused,” not “you-focused.” It’s not about what you want — it’s about how you can add value to the prospective employer.
 
Show — don’t tell! Just like on the résumé, don’t use clichés to describe yourself and your work — let your accomplishments do the talking. Instead of saying “results-oriented,” showcase the results you’ve achieved! Use specific dollar amounts, percentages, and other numbers to quantify your accomplishments.
 
The cover letter is an opportunity to bring attention to older experience on your résumé that is relevant for the job you’re seeking, but that may not be easily found.
 
You can also use the cover letter to highlight work experience that would substitute for education requested in a job posting — or highlight training and classes that have prepared you for the work being done.
 
Don’t include your photo on your cover letter. It doesn’t belong on your résumé either. But you absolutely need a great photo on your LinkedIn profile!
 
Stand out! Don’t just apply online for a position. Your cover letter and résumé may never make it out of the ATS software. If you apply online, follow-up with a hard copy of the résumé and cover letter — either mailed or dropped off to the company — or email an e-note and résumé to the hiring manager.

​This is actually a fairly common question — but there’s no simple answer. As with many job search-related issues, the answer is: it depends.
 
The first thing to consider when deciding whether or not to include a short-term position on your résumé is whether it was planned as a short-term position, or if it simply ended up that way.
 
If the job was a contract (or a contract-to-hire role that didn’t get picked up), the usual answer is: Yes, include the job on your résumé. Make sure to describe it as such: “Hired for temporary, three-month role during maternity leave of key staffer” or “Contract-to-hire position ended prematurely due to termination of company relationship with client.”
 
Hiring managers are often sympathetic to short-term engagements when the circumstances are explained.
 
If the position wasn’t meant to be short-term, it may be wise to find a way to make it seem like it wasn’t as short. You could include it on the résumé but list your experience by year, instead of month/year to month/year.
 
For example, list the experience as Bumblebee Incorporated (2019) vs. Bumblebee Incorporated (March 2019 – August 2019).
 
Also consider whether you can “group” the role with other positions. For example, if you had several short-term roles — even if they were not technically temporary jobs — think about whether you can combine them into a single description.
 
For example, if you had a sales role with company ABC for eight months but left for a better opportunity with company XYZ — but only worked there for a year — consider listing the positions jointly as “Sales Representative, ABC/XYZ” with the inclusive dates. This only works, however, if the titles and work responsibilities are very similar.
 
If the job wasn’t intended to be short-term — but ended up that way because you were fired, or you quit because you didn’t like the job/company/people, consider leaving it off. But even in this situation, there are exceptions.
 
For example, did you learn any new skills in this role, or use any skills that aren’t described elsewhere on your résumé? If so, you may want to include the position so that you have the opportunity to showcase those skills.
 
Did you work for a name-brand company (for example, a well-known startup or Fortune 500 company) or did you work with a name-brand client in the scope of your work in that role? You may want to include the position on the résumé to increase the search engine optimization (SEO) of the résumé for applicant tracking systems — or simply to impress a Hiring Manager.
 
Will having this position on your résumé help position you for a career change? Even if your time in the position wasn’t long, if having that experience on there it helps you bridge the transition from one career to the next, consider including it.
 
Finally, is this role your only work experience relevant to your job target? For example, if you are a recent graduate but were “first in and first out” at your first job, consider including it if you were on the job more than 90 days. (Often the most recent person hired is the first person let go, and most hiring managers recognize this.) Having some experience — even short-term experience — is better than having no experience.
 
And remember, if you were laid off because of the economy, loss of a key company customer, or another reason unrelated to your performance, be sure to communicate that information in your Cover Letter.
 
If, on the other hand, the role doesn’t fit in the narrative of where you’ve been in your career — and, more importantly, where you’re going — consider omitting it. Sometimes you take a job because you think it will open doors or lead you to a new path, and it doesn’t end up that way. If including the job on the résumé will raise more questions than it will answer, consider not mentioning it on the résumé. Especially if omitting it wouldn’t cause a significant time gap on the résumé.
 
For example, Ted left the military after a career in naval intelligence and took a job at a startup software company, working in their Security Department. After being on the job for a few weeks, he decided that the laid-back company culture wasn’t suited to his personality and he left the role. Instead, he went to work for a defense contractor, and has been there for two years and has now decided to look for a new job. Ted may choose to omit the position at the startup from his résumé.
 
Remember, your résumé is not an obituary that lists every job you’ve ever held. Instead, it’s a marketing document whose content should support the job target you’re seeking.
 
Consequently, you may choose to only include the most recent (up to about 15 years on average, and no more than about 20 years in exceptional cases) work experience on your resume. Not only can this help reduce the likelihood of age discrimination, but in a world where things change at a rapid pace, your older experience may no longer be relevant. You likely have newer skills, experience, and projects that better reflect where you are going, not where you have been.
 
However, you should not leave a job off your résumé that you held for any significant length of time (say, more than six months) just because you were fired (even for performance) because you don’t want to talk about it. Instead, be prepared to address the reason for your departure (including taking responsibility for shortcomings in your performance) and being able to describe how you took corrective action to ensure the situation doesn’t happen again.
 
For example, if you are sales professional who was let go because you missed two consecutive quarters of sales quotas, you might include the role on your résumé (especially if you were selling a desirable product or working with high-profile clients) but be ready to explain that you didn’t have the depth of product knowledge that you should have had in order to be successful in that position. This is a particularly effective strategy to explain why you left your last job, if you have been successful in previous sales roles, but just not in this one.
 
One important thing to note: If you are asked to complete a job application that requires you to list all positions you’ve held (read the application directions carefully!), you should include each and every role — no matter how short — particularly if you’re required to sign the application (and, therefore, attest to the truthfulness of the information included).
 
But on the résumé, you can decide which positions to include and exclude, and even how they are arranged.
 
Determining what to include — and what to exclude — on your résumé to maximize your chances of getting an interview is one of the important functions a professional résumé writer can assist you with. Having the guidance and experience of a professional to help you navigate your job search can save you time and money, landing you that dream job faster, and potentially even at a higher salary than you were expecting.

You’ve never had a résumé before. Maybe you’ve never needed one. But now you do. And you don’t know where to start.
 
The primary purpose of the résumé is to get you the opportunity to interview for the job. Everything you do — and include — should focus on this goal.
 
Your résumé should be targeted to be effective. If you don’t know what you want, it’s going to be difficult for the reader to know. The first step is to determine what skills, experience, and education are needed for your target job.
 
The late résumé guru Yana Parker used to say, “A résumé without a job target is like a book without a title.”
 
Understand that your résumé is not a “career obituary.” It will not — and should not — include everything you’ve ever done in your career.
 
It still needs to be accurate, but you don’t need to list every job you’ve ever held. Nor do you have to list every aspect of the responsibilities that you held.

Your job descriptions on your résumé should not be extremely detailed because your résumé is not a Training Manual for other people to learn how to do your job. Your résumé should only give your audience an idea about "your results". If they are interested in details pertaining to "how" you produced those results, they will ask you in the interview. So, please learn to make the distinction between an actual "job description" and effective "resume content".
 
Your résumé is not a legal document, unlike a job application that asks you to list all your career experience and that you sign, acknowledging that the information is accurate and complete.
 
Instead, your résumé is a marketing document.
 
The most important thing to remember is: The résumé is not about what you want — it’s what you can offer to an employer.
 
In her book, “Résumé Magic,” author Susan Britton Whitcomb explains there are 10 main reasons that motivate employers to hire. These include your ability to help the company:

• Make money
• Save money
• Save time
• Make work easier
• Solve a specific problem
• Be more competitive
• Build relationships/an image
• Expand business
• Attract new customers
• Retain existing customers

 
Everything you put in the résumé — or don’t put in the résumé — should relate to the job that you’re seeking, demonstrating to the person with the authority to hire you for that job what you can do for the company in that position. When trying to decide whether or not something is relevant, think about the Hiring Manager.
 
Technology has changed the hiring process in some ways, but the essence is still the same: How can you attract the attention of the person who has the power to hire you and get the opportunity to get in front of him or her and demonstrate you’re the right fit for the job?
 
If you are submitting your résumé online, it’s very likely that your résumé will go into an applicant tracking system, which is software that helps hiring managers track applications and select which candidates to interview.
 
Applicant tracking systems — and the integration of technology into the application process — underscore the importance of tailoring your résumé and cover letter for the role you’re seeking. If there are specific words and phrases used in the job announcement, make sure those are included in your résumé. You can’t simply create a résumé and use it to apply to 100 different jobs. Not only is that inefficient, but it’s ineffective.
 
Résumés are not “one size fits all.” You can’t expect a résumé focused on one type of role to open doors for you in another career field. A résumé written for a job as a Middle School Principal is not likely to generate interviews for a role as a Sales Professional. Nor is a résumé written for a Social Media Specialist going to work for someone applying as an Executive Assistant. There may be aspects of the résumé that you can use in both versions of the résumé, but you can’t use the same document.
 
Nor can you copy someone else’s résumé — even if it’s incredible — and expect it to work for you in landing your dream job. Even if the résumé lands you an interview, you need to be able to speak to the experience and accomplishments described. You not only have to walk the walk, you have to talk the talk.
 
Tell a story with your résumé. How did what you’ve done in the past lead you to the right combination of skills, experience, and education for the job you want? Who are you? What sets you apart? What can you do for the company that no one else does?
 
If you are a recent graduate with little to no work experience in the field you’ve studied and are targeting, your strongest qualifications are your just-completed education and any internships, projects, or relevant volunteer experience.

​In recent years, job search methods and practices have become increasingly digital. However, as you move forward with your job search efforts, you will soon learn that hard copies of your resume still play a significant part in your success.
 
Two of the most common scenarios where you will need hard copies of your resume are when you attend a job interview or a job fair and most people tend to overlook the actual paper they use to print their resume.
 
Many people wonder “how to write a resume that will stand out”. Of course, the content of your resume matters more than the resume paper. But let’s not forget that you are in a competition. It is when you go the extra mile and learn how to choose the right resume paper that you will make your resume stand out from the crowd. Not to mention resume paper lasts much longer than regular paper. 

Below are brief descriptions about the varieities in style and quality when it comes to choosing resume paper. 

The available shades are usually white, light grey, ivory, and even blue/grey.

• White resume paper - This could be a very conservative look. While other colors may help you stand out, many job seekers choose this color.
• Ivory resume paper - The ivory shade is readily available and it could be your safest choice if you want to stand out a little. Many job seekers and employers alike prefer this shade.
• Resume Paper in other colors - If you search for it, you will probably find that resume paper is available in many shades and colors. Experts’ opinions remain controversial because many employers find color paper to be unprofessional. Although for some professions—often in creative fields--colored resume paper could be a better choice. Of all the colors, aside from white and ivory, light gray may be the safest.

Watermark is used on high-quality paper. As you use any brand of resume paper with watermark, make sure the watermark is only visible under the light because you do not want the watermark to distract attention from your resume content. Next, make sure your resume is printed right side up. In other words, when you're holding the resume as you're reading it, the watermark should be readable (I am not saying visible, but when held under the light, the watermark should be seen the right side up and not backward).

​Of course, this is not a deal-breaker obviously but why take the risk of recruiters noticing that your resume is printed backward and thinking you are sloppy?

​Accomplishments demonstrate your skills and experience. It’s one thing to claim you can do something — it’s another to prove you’ve done it.
 
When collecting accomplishments for a job search, consider the key areas of competency required for success in the position you are seeking. What are the key components of your job? You should be able to identify accomplishments directly related to this expertise.
 
To think of your accomplishments, take a look at your past performance reviews and think about any awards or recognition you’ve received. It may even lead you to start building your own professional portfolio.
 
The most important part of the accomplishment is outlining your results. To be most effective, however, you also need to provide context for your accomplishment. There are several different formats to do this.
 
Here are three common formats: STAR, CAR, and PAR.
 
STAR

• Situation
• Task
• Action
• Results

 An example of a STAR statement would be:
Recruited to revitalize an underperforming sales territory characterized by significant account attrition. (Situation) Tasked with reacquiring accounts that had left the company within the last six months. (Task) Developed contact list for lapsed accounts and initiated contact with decision-makers at each company. (Action) Reacquired 22% of former customers, resulting in $872,000 in revenue.
 
CAR

• Challenge
• Action
• Result

 An example of a CAR statement is:
Manufacturing plant recently had its third accident, leading to a line shutdown. (Challenge) Updated internal safety plan and instituted new training program for production employees to reduce accidents and injuries. (Action) Plant has been accident-free for the past nine months — the longest it has been without accidents in plant history. (Result)
 
PAR

• Problem
• Action
• Result

 A sample PAR statement would be:
Nursing home employee morale was at an all-time low, and long-time employees were leaving in droves. (Problem) Identified that new scheduling system was not well received by either new hires or long-time employees, resulting in significant dissatisfaction with employee schedules. Instituted new “employee choice” schedule system that increased employee cooperation in determining ideal staffing schedule and improved employee satisfaction as a result. (Action) Reduced turnover by 15%, saving more than $12,500 in hiring and training costs in the first three months after implementing new system. (Result)
 
Quantifying your accomplishments also helps you stand out from others who do the work you do — whether you’re using the information for a raise or promotion request, or when seeking a new job opportunity. 

Visual CV's have a different purpose than a standard resume. They are not exactly the same thing... A Visual CV is an effective tool for networking purposes. It is a step up from just handing out your business card while networking. It is a step towards branding your name, your service, and all that you have to offer.

Visual CVs are NOT ATS-friendly (Applicant Tracking Systems). There are over 40 attributes one can unwittingly build into a resume that will cause ATS difficulty reading. Some will cause ATS to not be able to read anything at all. 

A major contributor to problems is graphics. But that is not the only problem. In fact, it goes beyond graphics. File types such as PDF's, font choice, mixed fonts, how certain information is laid out, even section tiles, can cause problems depending upon who the ATS software vendor is.
 
With over 200 ATS software providers and no standard to uphold, it's no wonder people fail to get responses or are rejected regardless of qualifications.
 
Visual CVs are fine IF, ... IF you can hand the resume to a human. The computers that read them are blind. That is why a Visual CV is best used only for networking purposes. A more classic resume is still your most powerful tool to navigate through the job search process.

TRADITIONAL RESUMES WIN EVERY TIME

No visual resume has “perfect fit” formatting for most people and it’s like trying to reinvent the wheel to make visual resumes bend to your wishes. Visual resumes ARE slick to look at. Use them for networking at a job fair where somebody has already met you and you just want them to remember you.
 
Visual resumes are usually created with complex formatting features such as images, graphics, text boxes (most ATS systems can't read information in a text box or in the header or footer), columns, etc. Images, color, and "fancy" elements on a resume just interfere with the ATS and are visually distracting for most people reading and comparing Visual CVs to a normal, easy-to-read classic resume.
 
Visual CVs with a picture of the jobseeker are considered automatic disqualification by most HR Managers. In fact, it is close to illegal for an HR Manager to even have talents’ photo(s) on hand (on one's computer).