6 resume adjustments that could make you stand out

September 1, 2020

By making just small adjustments to your resume, you could help yourself stand out in a crowd. We have put together this list of tweaks and tips that you can easily do to help push your resume to the next level.

Don’t cram your information – its okay to take up more pages if necessary


Many people are scared that if their resume is too long it won’t get noticed. However, it’s more about how much text is on the page because this affects readability. If a resume is cluttered it can be overwhelming to look at and many of the important details can go overlooked because they are lost in a sea of letters. Make sure to use white space and separate things clearly. Hiring managers and recruiters should be able to look at your resume and see distinctly, your name, your details, where your summary is, where your skills are, where your experience is, etc. Don’t squash it in or be afraid to add an extra page. If someone skims your first page and thinks, ‘hmm, okay, this person has a lot of what we’re looking for’ they will go on to look at the rest.


Edit per job ad


It’s important to add key-words and specific things that apply to you that were mentioned in the job ad. Most people reading the resume will be highly familiar with these words and phrases. In fact, they will be actively looking for these details when going through applications. Make sure to have an easily editable version of your resume that you tailor to each job ad; it will only take an extra five minutes and could make a huge difference.


Quantify and be specific about accomplishments


There are two steps to this pointer. Firstly, you need to talk about your accomplishments, not just your responsibilities. Don’t say things like, ‘ran campaigns,’ or ‘successful project management throughout my time at [X Company]’. You have to get a bit more specific than that. What did you achieve whilst project managing? How did your campaigns run? Secondly, add numbers and or quantifiable details to your accomplishments. For example: ‘My most recent project was run efficiently and completed 2 weeks earlier than projected. I kept the project within budget and was able to produce 10% ROI and an NPS of 50 from the client’. 


Avoid long winded sentences


When reading through your resume do you ever find yourself pausing or having to pause where you don’t have any grammatical cues to pause? This is a sign your sentences may be too long. People skim resumes at first so make sure you use short, punchy sentences. Being succinct in your resume will be more eye-catching and easier to digest for readers.


Highlight key areas that are important for the job or industry at the beginning of the page


The first page matters the most! This is where hiring managers and recruiters decide if they want to keep reading on. Make sure you highlight the important areas clearly here. For example, do you have experience in the industry you are applying for? Write that nice and high on the page, either in your summary or in your skills and knowledge section. Do you have an award in your field? Make sure that’s on this page. Avoid phrases like: “Although I don’t have direct experience in [X industry] yet, I know my [X skills] will be applicable.” Transferrable skills are important to mention but avoid phrasing them in a way that says you ‘don’t’ have experience. Instead you could say something like: “My experience as an [X job title] gave me excellent team management and time management skills that would benefit [X role] greatly”. Ideally, this sentence would include keywords from the job ad.


Remove irrelevant experience


Lastly, make sure to remove anything that isn’t relevant to the role or industry you are applying for. That first retail job you had, remove it. That entry level job from 10 years ago, you don’t need it. Only include things that show you are right for the job you’re applying for.


By Mimi Petrakis May 20, 2026
In 2026, the conversation around IT recruitment in Australia is shifting. While hiring demand remains strong across areas like cybersecurity, cloud, and digital infrastructure, the real challenge facing organisations is no longer just attracting talent — it’s building a sustainable workforce that can grow and adapt over time. For years, businesses have focused on filling immediate skill gaps. But with ongoing shortages in critical tech roles, organisations are now recognising that retention is just as important as recruitment. High turnover not only impacts delivery timelines but also drives up costs and erodes institutional knowledge. Employers who prioritise employee experience, career development, and flexible work are seeing stronger retention outcomes and gaining a competitive edge in a tight market. Workforce sustainability is quickly becoming a key business priority. This means moving beyond reactive hiring and thinking more strategically about how teams are structured, supported, and developed. Leading organisations are: Adopting hybrid workforce models (contract + permanent) Investing in upskilling and internal capability development Shifting toward skills-based hiring rather than rigid role definit ions Building pipelines of talent rather than hiring only when gaps appear This approach not only reduces hiring pressure but also creates more resilient, future-ready teams. Relying solely on reactive recruitment is becoming increasingly risky. With demand for specialist skills remaining high, waiting until a role becomes critical can lead to long hiring timelines and missed business opportunities. Instead, organisations are taking a more proactive approach, planning workforce needs and partnering with recruitment specialists who understand the market. In today’s environment, successful businesses are those that treat talent as a long-term investment, not a short-term fix. This means aligning hiring strategies with broader business goals and ensuring the right balance between immediate delivery and future capability. At Peoplebank , we work with organisations to go beyond traditional recruitment, helping build sustainable workforce strategies that combine access to high-quality talent with long-term planning. Ready to strengthen your team? Use our one-step Submit a Role form today and let our specialists connect you with the right talent to support your business now and into the future.
By Mimi Petrakis May 5, 2026
In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !
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