This paper summarises the findings of an earlier study by Bright, Earl and Adams (1997) which looked at the impact of competency statements and intent statements included on resumes. In addition we present further analysis of the original data not previously reported which provides valuable insights into the screening processes employed by human resources managers and recruitment consultants in shortlisting graduate resumes.
|Number of pages||5|
|Journal||Australian journal of career development|
|Publication status||Published - 1998|