I mentioned some of this in my other resume tips post, but I thought I'd let you know the thought process/conversations/considerations I've had when looking at resumes to help staff internal projects, because they may help inform how you draft your own resume:
The first question is "has this person done this literal work before?" Have they written this type of plan, made this type of exercise, etc? Have they done the job that they will be asked to do here?
If the answer to the first question is no, or if they have limited experience, have they done something similar? Maybe they haven't written this type of plan, but they've done planning. Maybe they haven't done planning, but they've done policy development. They used to work as a technical writer. Etc.
Have they been working at the level they will be required to work at? Different positions have different expectations, different levels of autonomy, and if someone has only done this work at the most junior level but we're looking to staff someone who can do the entire effort largely autonomously, they may not be a good fit. Alternatively, if they are used to being a manger, they probably wouldn't be a good fit for a lower position.
Have they done other work that indicates that they would be successful at this? Often people's work is piecemeal--they have done planning on this project, stakeholder engagement on this other one, and it doesn't necessarily matter that they haven't done those two things together because they've shown they can do both.
Hiring someone (or onboarding them) is expensive in terms of both time and money, and if you end up filling a spot with someone who can't do the job, they can make it harder for everyone else to do their job.
The goal when reviewing resumes--and when talking to candidates--is to try to make the safest bet possible for who to staff. This matters less for junior or entry level staff, because (at least where I work) their core expectations are largely "follows directions mostly successfully" and "learns" and "writes basically coherently" and so it's less about screening for specific skills/experience and more about looking for potential.
But when you're drafting your resume (and interviewing) one of the biggest things to keep in mind is that you are trying to prove to them that you are a safe bet for this position.
And sometimes someone who learns well and tries hard is better than (some amount of) skill or experience. The best junior staff member I've ever worked with, bar none, who I would have stolen for subsequent projects if I could have because they were so good, came in having worked a totally unrelated job for multiple years and having no knowledge of what we were working on, but they were diligent, willing to learn, and paid attention.
