Deciphering the Science Behind Job Searching: Part I - Don’t Put an Objective On Your Resume

During the next few weeks we will investigate the myths, truths, and expectations regarding resume compilation, courtesy of the SMART analytics provided by TalentWorks. Credit goes to Kushal Chakrabarti who authored this piece.


Today, we’re looking at the age-old question: Do you need an objective for your resume? Lots of folks say yes, lots of folks say no. We sampled 6,231 recent job applications, resumes and applicants across 681 cities and 115 roles and figured out the real-world answer for you.

tl;dr: Don’t put an objective on your resume (minus a few exceptions, see below). Not only are they unnecessary, but job applicants whose resume contained an objective were 29.6% less hireable than those who didn’t specify an explicit objective.

Objectives Hurt Everyone (Except Recent Grads)

After 1+ year of experience, job applicants who listed an objective were 20% to 67% less hireable (varying based on experience) than those who didn’t.

Controlling for experience, job applicants whose resume included an objective got 20.1% to 67.1% fewer job interviews compared to those who didn’t.

The only exception to this rule was for recent college graduates: for job applicants with <1 year of work experience, listing an explicit objective got ~7% more interviews. This isn’t a statistically significant gain, but it’s a significant contrast to everyone else.

Resume Tip: If you have less than ~8 months of experience, you might want to consider adding an objective. [+7% HIREABILITY BOOST]

Resume Tip: If you have 1+ years of experience, you should delete your objective. (See one more exception below.) Although it varies based on your specific experience, you’ll likely see a big hireability boost. [+20-67% HIREABILITY BOOST]

What’s Going On?

With the usual caveat that no one has any idea (anyone who claims otherwise is lying), I can give you my best theory as an experienced hiring manager. Here’s the short version: Most objectives are crap.

For example (anonymized to protect the innocent):

“Focused and hard-working individual looking to develop new skills to serve the greater good.”

“Ambitious student working towards a B.S. in Epidemiology (pending graduation May, 2019).”

“To acquire, and maintain employment. To utilize the training and skills I’ve received in the past 5 years.”

Like, really? As a hiring manager, I don’t really care if you want to “maintain employment.” (And honestly, this is a bit like saying your hamburger is 100% beef. If that’s the best compliment you can give yourself, you might have a bigger problem.)

What I do care is that you can do the job. Your objective gives me zero information about that and it’s something I have to wade past to get to the real stuff. But, if while wading past, I see something… well, it can definitely rule you out. For instance: spelling and grammar mistakes (rare), mismatch of interests (possible), a seed of doubt (common).

Here’s my theory: Most objectives convey zero information to hiring managers. At best, you can hope hiring managers will ignore it. At worst, it’ll give hiring managers an excuse to disqualify you.

This theory also explains why recent grads with objectives get slightly more interviews. Entry-level jobs get a deluge of applicants with no work history, and there’s basically no way to tell apart good applicants. If you can write a good objective (see below), you can squeeze out an edge over your competition.

Does Your Industry or Role Matter?

Controlling for role and industry, having an explicit objective still hurts (or doesn’t help) the overwhelming majority of job applicants.

Listing an explicit objective doesn’t help for 106 out of 116 job roles — 91% of all roles out there.

It’s hard to make definitive claims about every specific role or industry (underwater welding, anyone?), but the overall trend is clear:

  • Only 2 out of 116 industries had statistically significant [*] higher hireability for applicants with an explicit objective. (Marketing Managers were statistically insignificant with a p-value of 0.902.)

  • There was a clear pattern for where it helped: they (a) were over-saturated, entry-level jobs where it was hard to distinguish good applicants, or (b) were in mission-driven fields where applicants’ motivations were especially important.

[* This of course doesn’t mean it only helps for 2 industries in reality, it just means that it either actually doesn’t help or the difference wasn’t big enough to be statistically detectable.]

Based on our holistic knowledge (we’ve helped hundreds of thousands of people with their job search) and this analysis, here’s the full list of roles and industries where we believe an explicit objective might be helpful (even if there wasn’t a statistically significant difference):


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