When I’m hiring a writer, the first thing I look for is proof of craft, not just a list of duties. Your resume is a writing sample itself. So, if it’s poorly formatted, full of clichés, or has typos, I’m done. The golden rule is to show, don’t tell. Instead of saying “excellent writing skills,” include a link to your portfolio or a published piece right in the header.
For the experience section, focus on quantifiable impact. For example, instead of “wrote blog posts,” say “created 20 SEO-optimized blog posts that increased organic traffic by 35% over six months.” This uses the candidate screening process to prove you understand business outcomes, not just words.
Structure is critical. Use a clean, readable format with clear headings. Avoid “objective statements” at the top—they’re outdated. Instead, lead with a professional summary that states your niche, like “B2B tech writer with 5 years of experience in SaaS content strategy.”
Don’t forget to tailor your resume for the specific job. If the role is for a UX writer, highlight your work on microcopy and user flows. If it’s for a content marketer, emphasize your ability to drive conversions with copy.
Here’s a quick table of common resume mistakes versus best practices I see in the talent assessment phase:
| Common Mistake | Best Practice |
|---|
| Vague “writing” job title | Specify “Content Marketing Writer” or “Technical Editor” |
| No portfolio link | Hyperlink “Portfolio” in the contact info |
| Blocks of text | Use bullet points for readability |
| Generic skills list | Only list skills you can prove with an example |
Finally, always include a cover letter that expands on one key achievement. For a writing job, this is your chance to demonstrate your voice and show you understand the company’s tone. That’s how you pass the initial screening.
