As is the case with most industries, the profession of resume writing tends to take new directions and is undergoing changes. As writers, we know that for resumes to be effective for their primary purpose, getting the candidate interviewed, we have to please not only the job seeker, but perhaps more importantly, the recruiter or job manager. hiring viewing resume.

Career Directors International, a global professional organization for career professionals, recently released its 2012 survey of hiring authorities, so that we in the business can track the latest preferences of recruiters, hiring managers and others looking for talent by seeing resumes to make hiring decisions. As someone who wants to present my clients in the best light possible to these stakeholders, what they think and want matters a lot to me. By sharing some of the most salient and frankly unexpected findings from the survey, we’re also able to review what many believe to be conventional wisdom, or should I say old-fashioned thinking, about resume building.

At the top of the list is the notion that resumes should be one page long. Only 6% of respondents felt that way (21% for blue collar resumes), with 34% preferring two pages and a surprising 37% feeling length is not an issue as long as the content is of quality. Given how busy these people are, you’d think they’d want as short a document as possible, but apparently they don’t. But let’s not assume this means they want pages of detailed fluff. Three-quarters of those surveyed already think there is too much frills on resumes and want less irrelevant babble, not more.

Functional resumes are the type that focus on skills and competencies rather than chronological work histories. They are typically used by people who have gaps in their work experience or who are just entering or returning to the workforce after a long absence. The general thought is that recruiters don’t like them because of the perceived lack of consistent work experience. But an astonishing 72% said “yes” or “maybe” that they would consider interviewing a candidate with a working resume and no first impression employment timeline. It sounds like what you can do might be starting to trump longevity at work.

One of the great challenges in preparing a resume is writing a professional summary that serves as a guide to capture the attention of the reader. You need to closely communicate the brand, strength, and achievement. The question is often whether to include one, and if so, whether it should be short or long. Again, a surprising finding with 43% agreeing with a longer condensed version, 18% with a shorter version, and just 17% saying they skip it entirely. Therefore, a combined 61% of those surveyed say they have one. The unexpected part is that reading a longer abstract is fine for busy people. I get the message that good information is wanted even for those with full schedules.

Finally, there is a trend to include new elements in resumes, such as links or QR codes to social media profiles or present resumes as web-based videos. My assumption has been that most recruiters don’t like to stray too far from predictable, if not traditional, resume styles. Two-thirds said looking at external links is something they would consider, but only 13% would bother with video resumes. It seems that spending time and energy on your LinkedIn profile can generate more audience than your self-promotional YouTube video.

The bottom line is that there are little to no certainties when it comes to preparing your resume for the competition. What is in today will probably come out tomorrow. But one absolute seems to remain: have a resume that communicates high-quality achievement and core competencies and speaks to the position you’re applying for.