The role of a resume is to provide the reader with a reason to call you. Therefore, all elements of the document need to differentiate you from other candidates. The first meaningful element of the resume is the Summary or Objective statement. In this market, the objective statement is far more powerful.

As an executive recruiter and career acceleration coach, I review hundreds of resumes per month. This is typical, regardless of the economy; professionals use recruiters as conduits to finding their next opportunity.

Once we began sourcing candidates for a position, we look for several elements in a resume. The details vary, but broadly we are looking for titles, companies and accomplishments as an initial screen. Most of the candidates that we initially contact will have a fair amount of similarities in their backgrounds and experiences. This is not unusual since the criteria for entry into the candidate pool is determined by the position specification.

Since most roles that you will be considered for have a defined description. It suggests that the preferred initial candidates will have some similarities. Thus, it is important to differentiate yourself from the balance of the candidates. This is not typically accomplished by beginning your resume with a summary. For example, if we are seeking a Vice President, it is highly likely that they most Vice Presidents have led teams, have good communication and negotiation skills, etc. The summary tends to include expected skill levels and expertise. Rarely are the items listed unique for the background and experience of the candidate.

By contrast, an objective statement can be more unique to you and it helps the reader know the type of role you're pursuing. The statement does not need to be overly limiting, but it does need to provide the reader with some clarity on the direction you plan to pursue. The objective could include an industry, a functional area/level, type of organization, etc.

When you use an objective statement, it requires the balance of the document to support "why you" are the candidate for the stated type of opportunities. When you consider this approach, it is more consistent with other business documents. You are clearly "selling" this person for a type of opportunity and reinforcing the reason for including them in the process. In this model, you highlight accomplishments that support your objective and may down-play or eliminate other accomplishments that are less appropriate or irrelevant.

Net, spend time on the front end of the process, develop an objective statement and pursue opportunities in line with your most recent career successes.

Dwain Celistan is a retained executive recruiter and career coach who focuses on leadership talent. He is the author "5 Simple Steps to Achieving Your Dreams" and "You're Hired". Dwain can be reached via dwain(at)reinvent2achieve.com or 630-455-0172. http://www.careeraccelerationcoach.com