Category: Career Development
Target Keywords: what employers look for resume, college resume tips, entry level resume, soft skills resume, honor society resume
Description: Interview insights from HR professionals about what catches their eye on entry-level resumes. Cover leadership experience, quantifiable achievements, and how honor society membership signals dedication.
If you’re a college student, you’ve probably heard this advice on repeat:
“Keep your GPA high. That’s what employers care about.”
Grades matter. But after speaking with hiring managers, HR professionals, and early-career recruiters across industries, one thing becomes clear:
GPA is rarely the deciding factor.
It may help you pass an initial screening. It may signal discipline. But when employers evaluate an entry level resume, they are asking much deeper questions:
In other words, they’re looking for evidence of readiness, not just academic performance.
Let’s break down what employers actually look for on your resume — and how you can position yourself to stand out.
When asked what stands out most on a college resume, one HR director said:
“Show me where you’ve influenced something or someone.”
Leadership does not require being president of a club.
It can look like:
Employers want to see evidence that you can:
Even small leadership examples matter. What matters most is impact.
Instead of writing:
Member, Marketing Club
Write:
Led a 4-person team to plan and execute a campus marketing event attended by 120 students
That shift—from passive participation to active contribution—changes everything.
Recruiters skim resumes quickly. Very quickly. Most spend less than 10 seconds on an initial scan.
What catches their eye?
Numbers.
Quantifiable results instantly communicate impact.
Compare these examples:
Weak:
Strong:
Even academic projects can be quantified:
When thinking about what employers look for on resume submissions, one word keeps coming up: impact.
If your resume shows outcomes—not just responsibilities—you immediately stand out.
Every resume says:
But employers don’t hire adjectives. They hire evidence.
A strong soft skills resume doesn’t tell recruiters you’re capable—it shows them.
Instead of:
Excellent communicator
Try:
Delivered weekly presentations to 35+ students and earned top peer evaluation score
Instead of:
Team player
Try:
Collaborated with cross-functional team of 6 to develop business plan that placed 2nd in regional competition
Employers consistently report that soft skills are often the deciding factor among entry-level candidates. These include:
The key is proving them through experience.
One recruiter shared this:
“We pay attention to what students choose to do when no one forces them.”
Did you:
Initiative signals ambition and ownership.
For example, involvement in structured leadership development programs through SCLA - The Society for Collegiate Leadership & Achievement demonstrates that a student values growth beyond grades.
When employers see active participation in skill-building programs, leadership training, and competency-based certifications, it signals:
If you’re involved in SCLA, be specific. Rather than simply listing membership, highlight what you completed. You can reference the leadership development pathway described on the SCLA Program page and outline the skills you built or certifications earned.
Active engagement communicates far more than passive membership.
Another recurring theme from HR professionals:
“We’re hiring someone we can depend on.”
Long-term commitments matter.
Examples:
Consistency suggests maturity.
Employers understand that college students are still developing. They aren’t expecting executive-level experience. They’re looking for signs that you:
Even sustained involvement in leadership organizations or honor societies can signal reliability—especially when tied to ongoing participation.
You might have strong experience—but if your resume is cluttered or confusing, it won’t matter.
Recruiters look for:
A clean layout communicates attention to detail.
Think of your resume as your first professional interaction. If it looks rushed, inconsistent, or overly dense, it subconsciously signals disorganization.
One of the most overlooked college resume tips is simply this:
Make it easy to read.
White space is your friend. Clear sections matter. Results-driven bullets are essential.
Hiring managers are also evaluating something less obvious: fit.
They’re asking:
Students who show involvement in leadership communities, mentorship programs, or structured development opportunities often signal a growth mindset.
The SCLA Benefits page highlights access to mentorship, professional development, and leadership training resources. When students leverage these opportunities and reflect that growth on their resume, it communicates more than participation—it communicates intentional development.
Employers consistently say they would rather hire a motivated, coachable candidate with strong fundamentals than someone with a perfect GPA but limited initiative.
Generic resumes rarely succeed.
When employers discuss what employers look for resume success stories, they consistently mention tailoring.
If you’re applying for marketing roles:
If you’re applying for finance:
Customization signals effort.
It shows you understand the role and care enough to align your experience with it.
Mass-applying with one generic resume significantly lowers your chances.
There’s an ongoing conversation about the value of honor societies.
Here’s what employers actually say:
Honor society membership alone is not a hiring guarantee.
However, when paired with demonstrated engagement, it signals:
When recruiters see active involvement in an honor society resume entry—especially one connected to leadership programming, mentorship, and skill development—it can reinforce professionalism and ambition.
For example, engagement with SCLA’s leadership curriculum and professional development programming provides students with tangible experiences to list on their resume, rather than simply an affiliation.
Students who also reference insights gained from leadership conversations, such as those shared on the CEO Unscripted series, demonstrate exposure to executive-level thinking and real-world leadership perspectives.
That combination—academic achievement plus applied development—makes a stronger impression than GPA alone.
Strong resumes tell a story.
Employers look for upward momentum:
Freshman year:
Sophomore year:
Junior year:
Senior year:
That narrative shows growth.
It demonstrates that you didn’t stay stagnant—you sought responsibility.
When your entry level resume communicates progression, it signals future potential.
And potential is what employers ultimately invest in.
Yes. But it’s one piece of a larger picture.
Many companies:
But once baseline qualifications are met, decisions often come down to:
A 3.4 GPA student with leadership, impact, and strong soft skills can outperform a 3.9 GPA student with minimal initiative.
Employers aren’t hiring transcripts.
They’re hiring people.
Before submitting your next application, ask yourself:
If the answer is yes, you’re aligned with what employers actually look for on resume submissions.
The job market continues to evolve.
Prestige alone no longer guarantees opportunity. Employers increasingly prioritize:
Organizations like SCLA - The Society for Collegiate Leadership & Achievement are most valuable when students fully engage with the development opportunities offered through programs, mentorship, and executive-level insights.
The students who stand out are not simply those with high GPAs.
They are the ones who:
Because in the end, employers aren’t hiring a number.
They’re hiring potential.
And your resume should prove you’re ready to deliver it.