There are various answers - some say one page, some say two pages. Most say it depends on the level of job that you are applying for.

If you have a very short window of experience, then a one-page résumé is fine. If you are a senior executive, jamming your work history into one page can be a mistake.

Page 1 of a résumé/CV is very valuable "real estate" and if you "hook" the reader on page 1, they will definitely go to page 2 and in some cases, page 3.

Thoughts of experienced HR Managers on this issue:
There is a "15 second reader attention" (you have only seconds to attract the reader and define value immediately... not two or three pages down the road as the reader will never get past the first page).

The résumé reader expects instant proof in the top third of the page. The remainder of the résumé will confirm the top third. This may be best represented with a single page document.

Some recommend the chronological résumé format not to be used. I state this as many multiple page résumés use a chronological format. Others recommend an assertive semi-functional format (leading into the single-page format).

The reasons above are not all-inclusive or exhaustive. Some industries prefer a one-page résumé (executive summary) with an addendum.

There is no single "right" answer to the question. It really depends on what the applicant has to say, how the organization likes to receive the information, and what they may view as "standing out from the crowd" in a positive way. And even then, each person reading the CV within the organization may have a different view and reaction.

Comments by one HR Executive with 24-years experience in hiring executives for his organization:
"I would say that while less is more … I have no problem reading further than one page if the content is worthwhile. I also liked to be able to visualize how the individual spent their time, and whether there were any unexplained gaps. In that light, I found the chronological CV helpful. Whatever way it is presented, I liked to know that all the time was accounted for in a productive way, and I liked to see the person's journey and the logic behind what they did and when they did it"

One important thing to consider is the cover note: this is an integral part of the "hook" if you can be sure that the note and the CV will remain attached together. The cover note is particularly important if the CV is emailed as an attachment since the note is the first thing the recipient will read.

In the case of an unsolicited résumé, it is even more important that the cover note and the CV itself are grabbing the attention and impressing the recipient within the first paragraph.

Remember: employers want to know what you can do for them – not how you would do it – and they don’t want to read through blocks of text to find that value. In fact, saving a reader time by focusing on your value is a value to the reader.

A résumé is intended to get you an interview or a chance to speak with the reader, not to get you hired. Too much information makes it easier for a reader to screen you out.

In recent years, hiring practices shifted from being task and responsibility oriented to being relationship oriented. Résumés must respond to this by helping you build a rapport or relationship with the reader that makes them want to speak with you about what you can do for them, not just what you’ve done for someone else in the past.

Ultimately the power of a résumé is generated by its writer. The average writer will need two pages, a professional writer often needs only one to establish his/her client as a winning executive.

One job applicant said "---sorry I wrote such a long letter; I did not have the time to write a short one."

So interviewers rely on behavioral techniques to get as many details as possible about a candidate. They need to know how the candidate behaved when faced with a critical situation. So the inevitable simple question that will come is: "How did you do that...?"

Recommendations to a candidate preparing for an interview:
When being interviewed - it is not about what you have done, but about how you have done it. Interviewers want more details, want to understand how you performed in each job, how you developed new ideas or strategies. If your answers are vague or inconsistent... the less convincing you will be.

Prepare yourself to deal with questions as follows:

• Where, when, what? What was your position at the time, when was it.
• What was the challenge? What were the obstacles to overcome?
• Which precise actions did you take, step by step?
• Which result(s) did you get?

So: best way for you to prepare for the interview is to write down all your achievements, one after the other.

An example of what you should prepare:
"In 2008 I was Marketing Executive at XYZ. The market for our products was not going well and I had no budget to launch my new product. I co-ordinated internally all the tasks to design a communication plan. I developed a new way of communicating our product using internet ie blogs. I created a partnership with a sport brand to co market our product. From the launching, the product got 5% of market share."

Doing that, you are specific and you give details. It is not anymore about "Yes I am good at..." but "I created this product and implemented... and got these results.".

You are proving things by examples and not by self-affirmation.

Interviewing is not about boasting, it is about telling what you have done and how you have done it. The more interviewers will know about the "how" and which behaviors you developed, the more interviewers will be able to identify if you are a good fit for the company.