Job applicants with experience in voluntary roles may be tempted to report this to their prospective employers. But how favourably do recruiters regard these sorts of experience? Christa Wilkin and Catherine Connelly investigated this in a group of professional recruiters, providing them with CVs (resumes) constructed to differ systematically in the types of experience reported. They suspected that other things being equal, work experience may be favoured more when it comes with a wage, as duration in a paid role implies you have met performance and behavioural standards, whereas voluntary positions tend to lack appraisals and focus more on participation (hours of involvement) than evaluating outcomes. Wilkin and Connelly also predicted that voluntary work would be subject to the same ‘relevance’ criteria as paid: if it didn’t obviously supply skills, knowledge and experience that were pertinent to the targeted job, it wouldn’t make them more attractive to the recruiter.