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Resume Wording and Action Verbs ​

The language and vocabulary used in a resume are critical factors in both passing algorithmic screening and shaping human perception. Academic research and large-scale data analyses demonstrate that specific wording choices—such as the use of action verbs, avoidance of buzzwords, and awareness of implicit gendered language—have a measurable impact on hiring outcomes.

The "Bad Keyword" Trap ​

When crafting a resume, candidates often rely on generic business buzzwords to maximize their perceived applicability across different roles. However, data indicates that this strategy is counterproductive.

An analysis of over 10,000 ATS scans revealed that commonly recommended generic keywords actually decrease Applicant Tracking System (ATS) scores (MatchRate):

  • "Team player" had only a 28% success rate in passing filters.
  • "Detail-oriented" had a 35% success rate.
  • "Responsible for" had a 23% success rate.

Conversely, resumes tailored with highly specific, industry-jargon keywords combined with hard action verbs (e.g., "Generated," "Architected," "Directed") achieved 90%+ success rates. Subjective clichés lack substance, whereas specific action verbs communicate measurable impact.

The Disconnect Between Buzzwords and Hiring Managers ​

Beyond algorithmic filtering, human hiring managers have strong negative reactions to overused clichés. A survey of over 1,600 hiring managers highlighted terms like "proven," "dedicated," "adept," "motivated," and "passionate" as among the most irritating words to read on a resume (Resume.io / Inc. Magazine).

Similarly, a nationwide CareerBuilder survey of human resources professionals identified subjective, vague phrases—such as "best of breed," "go-getter," "think outside the box," and "synergy"—as detrimental. The primary reason cited by HR executives is that these terms are subjective and fail to convey real information.

Instead, the survey found that hiring managers overwhelmingly prefer strong action words that describe specific accomplishments, such as:

  • Achieved
  • Improved
  • Managed
  • Created
  • Resolved

Writing Quality as a Predictor of Hiring ​

The fundamental quality of the writing itself serves as a signal to employers. A 2023 National Bureau of Economic Research (NBER) field experiment involving nearly 500,000 jobseekers found that improving the writing quality of resumes via algorithmic assistance led to an 8% absolute increase in actual hiring rates (NBER Working Paper 30886).

The researchers noted that better writing helps employers accurately assess a candidate's actual abilities rather than serving merely as a superficial signal of competence. By removing ambiguous language, employers can better align the candidate's skills with their needs.

Implicit Gendered Language and Power Dynamics ​

Academic research into Natural Language Processing (NLP) has identified that the words chosen on a resume can inadvertently signal gender and projected power, influencing callback rates.

A 2022 study analyzing English CVs across 16 occupations found that gender signals remain detectable even after removing explicit pronouns and named entities (ACL Anthology, 2022). The research highlighted that female candidates frequently use verbs evoking impressions of "low power" compared to male counterparts.

Furthermore, an empirical analysis of gendered language in resumes revealed that when women's resumes deviate from expected feminine linguistic norms (e.g., using highly aggressive, masculine-coded language), they experience reduced callback rates—a penalty that men do not face when deviating from masculine norms (ICIS, 2021). This suggests that wording choices are evaluated through the lens of unconscious bias, making the selection of neutral, universally understood action verbs even more important for equitable evaluation.