History and scholarship
Spence (1973) explains credentials as signals; Schmidt and Hunter (1998) found résumé-type data less predictive than other tools; Cole et al. (2003) studied recruiter inferences. Bertrand and Mullainathan (2004) showed name-based callback gaps; Kroft et al. (2013) and Eriksson and Rooth (2014) measured unemployment-duration effects.
Key points
List items reverse-chronologically; follow the posting's format; lead with role-relevant results. Laws, programmes, visa rules and hiring practice change; check official notices, current law and actual postings.
In practice
Korea's Fair Hiring Procedure Act is reported to limit job-irrelevant personal data requests; check current text. Blind hiring may bar school names.
FAQ
- Photo required?
- Follow the posting.
- One page?
- Concise is common; no fixed rule.
Sources reviewed: 2026-10-26
References
- Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, 87(3), 355–374.
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
- Cole, M. S., Feild, H. S., & Giles, W. F. (2003). Using recruiter assessments of applicants' résumé content to predict applicant mental ability and Big Five personality dimensions. International Journal of Selection and Assessment, 11(1), 78–88.
- Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94(4), 991–1013.
- Kroft, K., Lange, F., & Notowidigdo, M. J. (2013). Duration dependence and labor market conditions: Evidence from a field experiment. Quarterly Journal of Economics, 128(3), 1123–1167.
- Eriksson, S., & Rooth, D.-O. (2014). Do employers use unemployment as a sorting criterion when hiring? Evidence from a field experiment. American Economic Review, 104(3), 1014–1039.
- 고용24(고용노동부). https://www.work24.go.kr
- 국가법령정보센터. https://www.law.go.kr