Want to boost your profile? Why not try to win a design award? Here’s how to go about it
1 The right award
It goes without saying that if you work predominantly in print, don’t enter a digital awards scheme. But there’s more to choosing an award submission than just categorising your output. Is there an entrance fee and can you afford it? Are there restrictions on the types of output or whether it’s commercial? Is there an age bracket and, if so, was your work produced in the correct year? Pick wisely.
2 Know what you’re entering
The D&AD’s Graphic Design awards section has 16 sub categories, ranging from Annual Reports to Wayfinding & Environmental Graphics. Only enter the awards that your work fits snugly into, to maximise your chances of winning. Awards categories should always have entry criteria available, so check these against the name of the category.
3 How is it judged?
Is there a judging panel or is it a public vote? Such mechanics can make a huge difference, and not just because flaunting emails to your LinkedIn network can help boost your chances in a public vote. The judging panel will, invariably, all have individual tastes and preferences, so it’s worth matching the entry criteria to the judging panel and gauging your chances of being singled out for praise.
4 Who’s judging?
If it’s a judging panel, research who the judges are and their backgrounds. Will they be more aware of your competitors than you? If so, include explicit biographies as well as links to further work. You don’t want to be disadvantaged just because a judge might know the competition better than they know you.
5 Last year’s winners
This is a great indicator of the type of work that wins. On the face of it, annual awards always look to advance a theme, whether it be recognising those entrants who push boundaries, those who have had more commercial success, or charitable projects. Investigate previous winners and the work that bagged them the prize. Was it commercially successful; smarter than the competition; better to look at?
6 Submission guidelines
Read these. Twice. These are hugely important, especially for industry awards like those by the D&AD and AIGA. The entry criteria and requirements are there for a reason, and with hundreds of entrants to compete against, you want to ensure that the judging process for your entry occurs as smoothly as possible.
7 Fill out the forms
Entry forms aren’t there just for the salient project information – they are a means for you to sell your entry hard. Think about the language that you use. It should be clear, communicative, punchy and as exciting as your entry. Think in headlines and highlight why the work is successful – if you can, get a client quote to back up your bragging.
8 Check it arrived
If you’re required to post physical copies of an entry, double-check how many copies are required, send them recorded delivery and check they’re signed for. If you have to upload work, ensure that you send the right file formats and that the upload process completes. You can’t win if your entry doesn’t make it.
9 Know the dates
You should be aware of when the judging will take place, when the shortlist is announced and whether you can make the awards night. And ignore any urban myths about seating positions. Whether you’re near or far from the stage makes very little difference to whether you’re a winner or not. This isn’t the Oscars...
10 Talk to others
Yes, you want to beat them, but that doesn’t mean you should ignore the competition. Awards ceremonies are superb networking opportunities, so take a stack of business cards with you and a ready smile. Remember that you’re surrounded by the cream of your industry, so be friendly, frank and enjoy every moment of the evening – even if you don’t take home any silverware.
http://www.computerarts.co.uk/features/10-ways-win-design-award
Wednesday, 21 December 2011
Thursday, 15 December 2011
CV advice: how to apply for jobs in Europe
Each European country has its own unique requirement. Nannette Ripmeester explains how to write a winning CV if you're looking for a role overseas
Does working abroad appeal to you? Does it sound like a great adventure or a perfect get away from the UK?
However, career hunting abroad requires more than translating your CV. The patchwork of European cultures all require their own approach.
To start with, the one-size-fits-all approach will not work. Stop sending out hundreds of more or less similar applications every week. Each job, employer and country needs its own tailor-made approach. No European country has the same 'model' for a CV. A German employer needs other input to be able to judge a good candidate than a British employer, for example. Different countries have their own distinct peculiarities for a CV.
Germany
CVs are a lot more extensive in nature and include detailed accounts of all achievements of a candidate in reverse chronological order – with no unaccounted gaps in the timeline. Germans are "gründlich und pünktlich" (accurate and precise) and a gap in your CV would be judged as peculiar, even unreliable. If you graduate in June 2011 and start a job in September 2011, you need to account for that period. And not just in vague terms, but in detail: "25 May 2011 – 1 September 2011: travelling to South America to develop intercultural skills".
Expect to include many extras, such as (copies of) degrees and exam results as well as letters of reference. Altogether a 10 to 12 page application, neatly packaged in a special application folder called 'Die Mappe'. If you can not buy 'Die Mappe' in a bookstore, do put your CV and all the extras neatly packaged in folders. Such attention to detail is imperative while applying in Germany.
Also, do not forget to date and sign your CV. And never, ever fold it. If you think these differences no longer apply in the digital generation, just have a look at an application form of a German company and compare the level of detail required with a British application form.
France
In contrast to Germany, two pages are all that is required when applying for a position in France. However, the French appreciate a handwritten letter to accompany the CV. And it is highly recommended to write your CV, or at the very least the letter, in French. Try to have a high-level French speaker check over your application before sending it. The French are very fond of their language, not being able to speak French will jeopardise your chances. Being British you will be scrutinised for your language capabilities – therefore, come prepared.
It is not uncommon to send a speculative application to a company in France, as about one third of jobs there are taken through an initial speculative exchange. A French CV does not have a career objective, but a 'projet professionnel'. This is slightly less job oriented, but has more of a mid-career aim and takes your personal achievements more into account: where do you want to be in five to seven years time and what can you bring to your career to reach this.
Spain
In Spain, the current climate is extremely difficult for new jobs. Despite the fact that many young Spaniards have left the country looking for work elsewhere, many of course remain and provide intense competition for those coming from outside. Spanish CVs are different from most European nations in that they contain a professional passport-sized photo. This can be either scanned onto the paper or attached separately in case a particular employer does not appreciate this, but should always have your name written on the blank side.
Some sectors, like bio-engineering, and other jobs that combine highly specialised technical skills with eco-friendly production methods, do offer opportunities. Don't let the economic situation stop you if you are really interested in going to Spain, but be prepared to truly network to find a job.
There are cultural differences involved, but what gives you that extra spark, the X-factor you may need to land yourself a job? Present a true picture of yourself, be genuine, understand what are your strong and weak points and how would these be judged in the country you are targeting.
Nannette Ripmeester, founder and director of employability consultancy, Expertise in Labour Mobility .
http://careers.guardian.co.uk/careers-blog/cv-styles-europe-job-seeking-overseas
Does working abroad appeal to you? Does it sound like a great adventure or a perfect get away from the UK?
However, career hunting abroad requires more than translating your CV. The patchwork of European cultures all require their own approach.
To start with, the one-size-fits-all approach will not work. Stop sending out hundreds of more or less similar applications every week. Each job, employer and country needs its own tailor-made approach. No European country has the same 'model' for a CV. A German employer needs other input to be able to judge a good candidate than a British employer, for example. Different countries have their own distinct peculiarities for a CV.
Germany
CVs are a lot more extensive in nature and include detailed accounts of all achievements of a candidate in reverse chronological order – with no unaccounted gaps in the timeline. Germans are "gründlich und pünktlich" (accurate and precise) and a gap in your CV would be judged as peculiar, even unreliable. If you graduate in June 2011 and start a job in September 2011, you need to account for that period. And not just in vague terms, but in detail: "25 May 2011 – 1 September 2011: travelling to South America to develop intercultural skills".
Expect to include many extras, such as (copies of) degrees and exam results as well as letters of reference. Altogether a 10 to 12 page application, neatly packaged in a special application folder called 'Die Mappe'. If you can not buy 'Die Mappe' in a bookstore, do put your CV and all the extras neatly packaged in folders. Such attention to detail is imperative while applying in Germany.
Also, do not forget to date and sign your CV. And never, ever fold it. If you think these differences no longer apply in the digital generation, just have a look at an application form of a German company and compare the level of detail required with a British application form.
France
In contrast to Germany, two pages are all that is required when applying for a position in France. However, the French appreciate a handwritten letter to accompany the CV. And it is highly recommended to write your CV, or at the very least the letter, in French. Try to have a high-level French speaker check over your application before sending it. The French are very fond of their language, not being able to speak French will jeopardise your chances. Being British you will be scrutinised for your language capabilities – therefore, come prepared.
It is not uncommon to send a speculative application to a company in France, as about one third of jobs there are taken through an initial speculative exchange. A French CV does not have a career objective, but a 'projet professionnel'. This is slightly less job oriented, but has more of a mid-career aim and takes your personal achievements more into account: where do you want to be in five to seven years time and what can you bring to your career to reach this.
Spain
In Spain, the current climate is extremely difficult for new jobs. Despite the fact that many young Spaniards have left the country looking for work elsewhere, many of course remain and provide intense competition for those coming from outside. Spanish CVs are different from most European nations in that they contain a professional passport-sized photo. This can be either scanned onto the paper or attached separately in case a particular employer does not appreciate this, but should always have your name written on the blank side.
Some sectors, like bio-engineering, and other jobs that combine highly specialised technical skills with eco-friendly production methods, do offer opportunities. Don't let the economic situation stop you if you are really interested in going to Spain, but be prepared to truly network to find a job.
There are cultural differences involved, but what gives you that extra spark, the X-factor you may need to land yourself a job? Present a true picture of yourself, be genuine, understand what are your strong and weak points and how would these be judged in the country you are targeting.
Nannette Ripmeester, founder and director of employability consultancy, Expertise in Labour Mobility .
http://careers.guardian.co.uk/careers-blog/cv-styles-europe-job-seeking-overseas
Wednesday, 14 December 2011
My Twitter job hunt success story: I'm employed!
Since March, graduate Ulrike Schulz has been using Twitter to find a job in London. Last month she landed her dream social media role at We Are Social. Here, she reveals how she did it
It's December and I'm in London, employed. The year 2011 is almost over and so is my Twitter project – looking for a job via my @TheLondonJob account.
After the first notice of having an interview in London in July I immediately booked a flight to my dream city. I got this interview through Matt O'Shea, a digital strategist at the creative agency Public in Shoreditch. He sent my CV to his managers at Public after I contacted him on Twitter. My application was successful and they invited me in for an interview. I was offered a six-week paid internship, which I started on 28 September. As I didn't know if I would be hired me after the internship, I kept looking for contacts on Twitter.
During my internship I met Mat Morrison, head of social media at Starcom MediaVest.
At the event, Mat introduced me to people who work in social media and I enjoyed the night chatting not only about my job hunt but also about general topics like social media or life, and also giving away my business cards.
On another occasion, I met Rob Mosley from Nonsense, a digital agency. I also contacted him on Twitter, asking for some help and to see if there were any vacancies at Nonsense. He was really interested in what I had to say and although he wasn't able to offer me a job, he promised to send out a note to people he knew. I was not disappointed. I had two agencies ask me for an interview. I had started my internship at Public, researching on social media and writing blogs for the company's website, when I had the other two interviews, but was told that I didn't have enough experience.
When I came to London the first person I met was Mauricio Samayoa, who is a former We Are Social account manager. That was the first time I heard about this agency. The second time, I encountered We Are Social was with Mat Morrison who introduced me to Robin Grant, MD of We Are Social. It didn't lead me immediately to a job but, looking back, it was part of what I like to call my career destiny.
It happened that We Are Social was looking for a German account executive and Grant remembered me. He invited me to an interview. Steve Ward, a social media and digital recruiter, who I met as well before, told me about the job at the same time.
I just had the feeling the job was meant to be my dream job because wherever I went in London there was always the talk of We Are Social from different people. In the job I could use my German skills, connect with people via social media, and live my creative and communicative side within account management. After the interviews, I was even more convinced of it – the whole atmosphere in the office was really great.
My first interview was with Melina Hägglund, an account manager. I didn't feel any pressure in the interview because Melina seemed to be easygoing. But the interview was really about what experience I have, why I like social media and so on – and I had lots to say about that!
After the interview with her I talked to Jordan Stone, the account director of the team I would work with. He made me feel comfortable as well. It just didn't feel in an interview anymore, although I took the interview very serious. They told me that I will be responsible for the German Facebook page of their client and they expect something big next year (no more details about that – it's a secret).
Two days before finishing my internship for Public, I got a call from We Are Social and was offered the job as account executive. This was by far one of the happiest moments in my life. I live in London and I found my dream job. I've completed my first couple of weeks at We Are Social; I love the team and I can't wait to take the daily challenges in social media.
http://careers.guardian.co.uk/careers-blog/graduate-twitter-job-seeker-employed
It's December and I'm in London, employed. The year 2011 is almost over and so is my Twitter project – looking for a job via my @TheLondonJob account.
After the first notice of having an interview in London in July I immediately booked a flight to my dream city. I got this interview through Matt O'Shea, a digital strategist at the creative agency Public in Shoreditch. He sent my CV to his managers at Public after I contacted him on Twitter. My application was successful and they invited me in for an interview. I was offered a six-week paid internship, which I started on 28 September. As I didn't know if I would be hired me after the internship, I kept looking for contacts on Twitter.
During my internship I met Mat Morrison, head of social media at Starcom MediaVest.
At the event, Mat introduced me to people who work in social media and I enjoyed the night chatting not only about my job hunt but also about general topics like social media or life, and also giving away my business cards.
On another occasion, I met Rob Mosley from Nonsense, a digital agency. I also contacted him on Twitter, asking for some help and to see if there were any vacancies at Nonsense. He was really interested in what I had to say and although he wasn't able to offer me a job, he promised to send out a note to people he knew. I was not disappointed. I had two agencies ask me for an interview. I had started my internship at Public, researching on social media and writing blogs for the company's website, when I had the other two interviews, but was told that I didn't have enough experience.
When I came to London the first person I met was Mauricio Samayoa, who is a former We Are Social account manager. That was the first time I heard about this agency. The second time, I encountered We Are Social was with Mat Morrison who introduced me to Robin Grant, MD of We Are Social. It didn't lead me immediately to a job but, looking back, it was part of what I like to call my career destiny.
It happened that We Are Social was looking for a German account executive and Grant remembered me. He invited me to an interview. Steve Ward, a social media and digital recruiter, who I met as well before, told me about the job at the same time.
I just had the feeling the job was meant to be my dream job because wherever I went in London there was always the talk of We Are Social from different people. In the job I could use my German skills, connect with people via social media, and live my creative and communicative side within account management. After the interviews, I was even more convinced of it – the whole atmosphere in the office was really great.
My first interview was with Melina Hägglund, an account manager. I didn't feel any pressure in the interview because Melina seemed to be easygoing. But the interview was really about what experience I have, why I like social media and so on – and I had lots to say about that!
After the interview with her I talked to Jordan Stone, the account director of the team I would work with. He made me feel comfortable as well. It just didn't feel in an interview anymore, although I took the interview very serious. They told me that I will be responsible for the German Facebook page of their client and they expect something big next year (no more details about that – it's a secret).
Two days before finishing my internship for Public, I got a call from We Are Social and was offered the job as account executive. This was by far one of the happiest moments in my life. I live in London and I found my dream job. I've completed my first couple of weeks at We Are Social; I love the team and I can't wait to take the daily challenges in social media.
http://careers.guardian.co.uk/careers-blog/graduate-twitter-job-seeker-employed
Sunday, 11 December 2011
What does it take to write an award-winning graduate CV?
Clare Whitmell dissects the victorious applications from a recent professional CV writing competition and highlights the techniques you should take on board
Every year, Career Directors International hosts the TORI (Toast of the Resume Industry) competition, recognising the best in professional CV writing. Here are some techniques the winners used to create outstanding, attention-grabbing CVs for graduates.
Branding and focus
Your CV should differentiate you, clearly defining your value to an employer. Be bold: the three winning CVs position the candidate right from the start, with names in large font and the job title used as the title of the CV.
A tagline under your name reinforces this positioning strategy: "The art of the plate" in the winning CV, or "Top performing Master's in HR" in the second place CV, or a couple of sentences to create a branding statement, as in the third place CV.
Extract your greatest achievements and place them prominently. Highlight student awards, promotions or competitions you've won. If your achievements are academic, write your CV around these. The entire first page of the second CV centres on academic highlights, drawing attention to awards and application of theory.
Establish your key selling points. The profile of the third CV emphasises leadership and an international focus. The profile showcases career highlights and includes the names of blue-chip companies, with the leadership theme then developed throughout the rest of the CV.
Creativity
Modest amounts of colour add visual interest. Separate sections by lines, or shade information such as the role descriptions (second CV), or even the entire profile section (third CV). Colour can bring out additional information: in the third CV a light blue-grey highlights key details about company size. Putting information in bold adds emphasis: "saved over 33% of anticipated investment ... netting 200% revenue increase".
Break up the text with indents, and experiment with alternatives to bullet points (such as arrows) for greater readability. Text boxes used for endorsements are also attention-grabbing.
Images and graphics can be hugely effective. The photos are the first thing you notice in the winning CV. The award ribbon around the candidate's name in the second CV subtly positions her as a "winner". You can also include social media logos, such as for LinkedIn.
Writing
Focus on breadth of skills, experience and achievements and downplay weaker aspects. You don't need to give precise employment dates or highlight the fact that your experience is all internships.
Write concisely. Keep sentences short, and omit "I" and other non-essential words. Avoid the boring "I was responsible for" and paint a picture of what you offer through punchy, value-laden sentences. Describe your working style and strengths; for example, "adeptly manage multiple priorities", "diligently record HR information" or "demonstrated poise and professionalism" in the second CV. Impact is more important than length: the winning CV is only one page, yet effectively "sells" the candidate.
Use vivid vocabulary, such as "spearheaded", "instilled (… service excellence)" or "ignited (...revenue increase)". Experiment with section heading wording, such as "Milestones" or "Career Trajectory" (as in the third CV.)
Numbers quantify achievement and show scope. The winning CV's use of numbers in the employer description ("four-star hotel with 300 rooms, banquet offerings for 1,000") illustrates the candidate's ability to thrive in professionally-challenging environments.
Use keywords throughout. You can have a dedicated skills section (whether you title it "Skills" or "Training in...") and keywords can also act as sub-headings, as in the second CV which has HR keywords (performance management, recruitment and selection etc) in the professional experience section. This cleverly takes the focus away from the fact the role was unrelated, spotlighting instead relevant skills and achievements.
http://careers.guardian.co.uk/careers-blog/how-to-write-graduate-cv
The winning CVs
First: Cheryl Simpson's CV for Roger Simonton - First: Cheryl Simpson's CV for Roger Simonton
Second: Surranna Sandy for Joanne Simmons - http://www.careerdirectors.com/members/tori_winners/2011/Surranna_Sandy_Grad2nd.pdf
Third: Rosa Vargas for Christine Harrold - http://www.careerdirectors.com/members/tori_winners/2011/Rosa_Vargas_Grad3rd.pdf
Every year, Career Directors International hosts the TORI (Toast of the Resume Industry) competition, recognising the best in professional CV writing. Here are some techniques the winners used to create outstanding, attention-grabbing CVs for graduates.
Branding and focus
Your CV should differentiate you, clearly defining your value to an employer. Be bold: the three winning CVs position the candidate right from the start, with names in large font and the job title used as the title of the CV.
A tagline under your name reinforces this positioning strategy: "The art of the plate" in the winning CV, or "Top performing Master's in HR" in the second place CV, or a couple of sentences to create a branding statement, as in the third place CV.
Extract your greatest achievements and place them prominently. Highlight student awards, promotions or competitions you've won. If your achievements are academic, write your CV around these. The entire first page of the second CV centres on academic highlights, drawing attention to awards and application of theory.
Establish your key selling points. The profile of the third CV emphasises leadership and an international focus. The profile showcases career highlights and includes the names of blue-chip companies, with the leadership theme then developed throughout the rest of the CV.
Creativity
Modest amounts of colour add visual interest. Separate sections by lines, or shade information such as the role descriptions (second CV), or even the entire profile section (third CV). Colour can bring out additional information: in the third CV a light blue-grey highlights key details about company size. Putting information in bold adds emphasis: "saved over 33% of anticipated investment ... netting 200% revenue increase".
Break up the text with indents, and experiment with alternatives to bullet points (such as arrows) for greater readability. Text boxes used for endorsements are also attention-grabbing.
Images and graphics can be hugely effective. The photos are the first thing you notice in the winning CV. The award ribbon around the candidate's name in the second CV subtly positions her as a "winner". You can also include social media logos, such as for LinkedIn.
Writing
Focus on breadth of skills, experience and achievements and downplay weaker aspects. You don't need to give precise employment dates or highlight the fact that your experience is all internships.
Write concisely. Keep sentences short, and omit "I" and other non-essential words. Avoid the boring "I was responsible for" and paint a picture of what you offer through punchy, value-laden sentences. Describe your working style and strengths; for example, "adeptly manage multiple priorities", "diligently record HR information" or "demonstrated poise and professionalism" in the second CV. Impact is more important than length: the winning CV is only one page, yet effectively "sells" the candidate.
Use vivid vocabulary, such as "spearheaded", "instilled (… service excellence)" or "ignited (...revenue increase)". Experiment with section heading wording, such as "Milestones" or "Career Trajectory" (as in the third CV.)
Numbers quantify achievement and show scope. The winning CV's use of numbers in the employer description ("four-star hotel with 300 rooms, banquet offerings for 1,000") illustrates the candidate's ability to thrive in professionally-challenging environments.
Use keywords throughout. You can have a dedicated skills section (whether you title it "Skills" or "Training in...") and keywords can also act as sub-headings, as in the second CV which has HR keywords (performance management, recruitment and selection etc) in the professional experience section. This cleverly takes the focus away from the fact the role was unrelated, spotlighting instead relevant skills and achievements.
http://careers.guardian.co.uk/careers-blog/how-to-write-graduate-cv
The winning CVs
First: Cheryl Simpson's CV for Roger Simonton - First: Cheryl Simpson's CV for Roger Simonton
Second: Surranna Sandy for Joanne Simmons - http://www.careerdirectors.com/members/tori_winners/2011/Surranna_Sandy_Grad2nd.pdf
Third: Rosa Vargas for Christine Harrold - http://www.careerdirectors.com/members/tori_winners/2011/Rosa_Vargas_Grad3rd.pdf
Writing a CV for an academic post
How many pages? What style? How long does the research statement need to be? Debbie Andalo outlines the basics of any academic CV
Get it write: some institutions have their own CV style for layout and content so check first with the HR department if this applies Photograph: Max Oppenheim/Getty
How many pages should I aim for?
Academic CVs can be longer than traditional CVs for non-academic posts. So aim for three or four sides of A4. Lay out the pages so that the sides are complete – half-pages look like you have run out of ideas.
What order should I aim for?
Put personal details at the top followed by your qualifications with the most recent and relevant listed first.
What style should I adopt?
Some institutions have their own CV style for layout and content so check first with the HR department if this applies. The general rules are to be concise and clear, choose words carefully and use the vocabulary of your research subject where appropriate. Never include foot notes and references – this is not an academic article - but guard against being too casual. Get the tone right. Your aim is to invite your reader in.
Can I add appendices?
Yes. Most recruiters will expect at least one which lists your published research which should detail your journal articles, books or chapters. It will help recruiters if you highlight your name in bold in the list of authors; if you are at the beginning of your career include accepted articles and those under review. Recruiters will be looking for a substantive publication record in high impact journals. Consider adding a second appendix for your conference experience.
What should I leave out?
The CV is a window on your academic career so far; your research and teaching achievements and your future research hopes. Recruiters are not interested in your personal non-academic life and whether you enjoy reading or going swimming. Keep diversity information for a diversity survey – never mention your gender; age; martial status or whether you have children. It's not relevant. There is also some debate about whether revealing you have worked part-time could work against you. Start your list of qualifications from your degree onwards – recruiters will not be interested in your GCSEs or O levels. Never include anything which requires the recruiter to be pro-active such as going onto a website – they do not have the time.
How long should my research statement be?
Aim for around 400 words. Communicate your area of research clearly and concisely. The statement gives you the chance to look to the future so consider how your research in the context of the department and think about collaborative or interdisciplinary working within the department and wider institution. Evidence of industrial or commercial collaboration outside academic circles and its impact economically or socially is important in the current research funding climate.
Is my research funding record important then?
Yes. Showing your skill and ability to bring money into the department or university is crucial. Find space to illustrate how much funding you have secured, what role you played in securing it, when it was made and where it has come from. Include funding awards too.
Will my administrative or management experience be relevant?
Yes. The traditional role of an academic is changing. Recruiters will be looking for evidence of administrative and management experience so include details about membership of university committees or past or current administrative or management roles within an institution or department. Project management responsibilities are important too. Only include details of similar roles outside of the academic community as a last resort.
What should I aim for in showing my teaching experience?
Include obvious information such as courses taught or designed, the name of the institution and whether it is under or post graduate. But also include any contributions to modules, field work or laboratory teaching. Bring in details about marking or setting exams or student assessments. If your teaching has contributed to the widening participation agenda say so.
How many referees should I include?
Three should do it. They should all be academics and all people you have worked with.
Where can I go to for more CV writing advice?
Many institutions will have research career advisers who will offer confidential advice, some also run CV workshops for academics which are worth attending. The Association of Graduate Careers Advisory Services (AGCAS) has resources you can use. Also invaluable help – with suggested templates and case studies – can be found at the national researcher development website Vitae and the academic careers website run by the University of Manchester careers service.
http://www.guardian.co.uk/higher-education-network/2011/dec/06/how-to-write-academic-cv
Get it write: some institutions have their own CV style for layout and content so check first with the HR department if this applies Photograph: Max Oppenheim/Getty
How many pages should I aim for?
Academic CVs can be longer than traditional CVs for non-academic posts. So aim for three or four sides of A4. Lay out the pages so that the sides are complete – half-pages look like you have run out of ideas.
What order should I aim for?
Put personal details at the top followed by your qualifications with the most recent and relevant listed first.
What style should I adopt?
Some institutions have their own CV style for layout and content so check first with the HR department if this applies. The general rules are to be concise and clear, choose words carefully and use the vocabulary of your research subject where appropriate. Never include foot notes and references – this is not an academic article - but guard against being too casual. Get the tone right. Your aim is to invite your reader in.
Can I add appendices?
Yes. Most recruiters will expect at least one which lists your published research which should detail your journal articles, books or chapters. It will help recruiters if you highlight your name in bold in the list of authors; if you are at the beginning of your career include accepted articles and those under review. Recruiters will be looking for a substantive publication record in high impact journals. Consider adding a second appendix for your conference experience.
What should I leave out?
The CV is a window on your academic career so far; your research and teaching achievements and your future research hopes. Recruiters are not interested in your personal non-academic life and whether you enjoy reading or going swimming. Keep diversity information for a diversity survey – never mention your gender; age; martial status or whether you have children. It's not relevant. There is also some debate about whether revealing you have worked part-time could work against you. Start your list of qualifications from your degree onwards – recruiters will not be interested in your GCSEs or O levels. Never include anything which requires the recruiter to be pro-active such as going onto a website – they do not have the time.
How long should my research statement be?
Aim for around 400 words. Communicate your area of research clearly and concisely. The statement gives you the chance to look to the future so consider how your research in the context of the department and think about collaborative or interdisciplinary working within the department and wider institution. Evidence of industrial or commercial collaboration outside academic circles and its impact economically or socially is important in the current research funding climate.
Is my research funding record important then?
Yes. Showing your skill and ability to bring money into the department or university is crucial. Find space to illustrate how much funding you have secured, what role you played in securing it, when it was made and where it has come from. Include funding awards too.
Will my administrative or management experience be relevant?
Yes. The traditional role of an academic is changing. Recruiters will be looking for evidence of administrative and management experience so include details about membership of university committees or past or current administrative or management roles within an institution or department. Project management responsibilities are important too. Only include details of similar roles outside of the academic community as a last resort.
What should I aim for in showing my teaching experience?
Include obvious information such as courses taught or designed, the name of the institution and whether it is under or post graduate. But also include any contributions to modules, field work or laboratory teaching. Bring in details about marking or setting exams or student assessments. If your teaching has contributed to the widening participation agenda say so.
How many referees should I include?
Three should do it. They should all be academics and all people you have worked with.
Where can I go to for more CV writing advice?
Many institutions will have research career advisers who will offer confidential advice, some also run CV workshops for academics which are worth attending. The Association of Graduate Careers Advisory Services (AGCAS) has resources you can use. Also invaluable help – with suggested templates and case studies – can be found at the national researcher development website Vitae and the academic careers website run by the University of Manchester careers service.
http://www.guardian.co.uk/higher-education-network/2011/dec/06/how-to-write-academic-cv
10 ways to get that promotion
Climb that career ladder lickety-split with our top 10 tips
1 Where are you now?
Ask yourself what your current role involves and what skills earned you the position in the first place. These are your core career strengths and any promotion needs to be based upon them. Think about how you can build on these skills, and how you can outgrow your current role – remember that most promotions come when a candidate is too experienced for their current job and too invaluable to lose.
2 Shine in what you do
You’d be shocked how many people think that the fast route to promotion is doing the job they want to be doing rather than the role they should be doing. Look at your job description and make sure you’re performing each and every element of it to the utmost of your ability. Even if some of these areas are dull, don’t ever be tempted to write them off. If your boss can accuse you of not fulfilling your current job description, why would they offer you a more advanced one?
3 Decide where you want to go
Identify what role you want to be promoted to. This could be pretty obvious – for example, from designer to senior designer – but it’s important to have a reference point to aim for nevertheless. Now ask yourself what extra skills you need in order to do that job. Are there any gaps in your skill set? If so, fill them…
4 Get a mentor
Perhaps you’re a designer or artworker looking to move into a senior creative position, or an in-house illustrator wanting to take a lead role on projects. For the time being, you can’t – it’s not your job – but why not ask to shadow someone whose responsibility it is? Not only does this demonstrate eagerness, but it also enables you to see if you really want to hop onto the next rung of the ladder.
5 Be keen to learn
While a mentor might be able to give you insight into a more advanced role, the one thing no one can stop you from doing is building on your industry knowledge. If you’re one of those designers who hasn’t the faintest idea what ROI is or how accounts are won (and lost), then it’s time to find out. A more rounded knowledge of the creative industry and the way in which your company functions is essential for moving up the corporate ladder.
6 Measure your past successes
Take a look over the items in your portfolio and identify the biggest projects that you’ve worked on to date. Now try to measure these – for example, how much revenue did they generate? How smoothly did the creative process go? When you’ve done that, highlight these successes by writing up a post-project debrief that analyses what worked on the project and why it worked, and how your company can use these lessons for other clients. A memo or best-practice document will serve as a constant reminder to your boss of your achievements.
7 Brag…
No, this doesn’t mean a victory lap each time a project is signed off, or incessantly referring to your work in the pub. It means taking satisfaction in your achievements and ensuring your manager is aware of them. If you receive positive feedback from a client, send it on to your manager. Don’t be a bore, but do elicit a sense of pride in your work; it won’t go unnoticed.
8 Be a specialist
Has your employer got an app specialist, mobile maestro or someone who knows the print production process inside out? If not, become that person. Spot a gap in your company’s collective knowledge and become the expert in that particular field. If it turns out to be a financially profitable one, then you might even be able to create your next role rather than relying on someone else to vacate.
9 Volunteer for management
Who organises your office Christmas party, day trip or social event? Who restocks the printer when it runs out of paper, orders replacement Wacom nibs or picks up loose ends that management often forget about? If it’s not you, then it’s someone earmarked for promotion, because all of these things – even the most mundane of office tasks – require valuable leadership skills.
10 Ask…
There’s a fine line between being forward and being a pain in the backside, as all managers know. Yes it’s great to show initiative, to volunteer and equip yourself with new skills, but if your line manager has no idea you want a new role, then you need to make it plain. Be warned, though – if there was a need, the chances are it would already be advertised, and braying about your promotion-meriting skills and achievements week in, week out is a sure-fire way to raise your manager’s hackles. Be concise and direct. Don’t be brash and pushy.
http://www.computerarts.co.uk/features/10-ways-get-promotion
1 Where are you now?
Ask yourself what your current role involves and what skills earned you the position in the first place. These are your core career strengths and any promotion needs to be based upon them. Think about how you can build on these skills, and how you can outgrow your current role – remember that most promotions come when a candidate is too experienced for their current job and too invaluable to lose.
2 Shine in what you do
You’d be shocked how many people think that the fast route to promotion is doing the job they want to be doing rather than the role they should be doing. Look at your job description and make sure you’re performing each and every element of it to the utmost of your ability. Even if some of these areas are dull, don’t ever be tempted to write them off. If your boss can accuse you of not fulfilling your current job description, why would they offer you a more advanced one?
3 Decide where you want to go
Identify what role you want to be promoted to. This could be pretty obvious – for example, from designer to senior designer – but it’s important to have a reference point to aim for nevertheless. Now ask yourself what extra skills you need in order to do that job. Are there any gaps in your skill set? If so, fill them…
4 Get a mentor
Perhaps you’re a designer or artworker looking to move into a senior creative position, or an in-house illustrator wanting to take a lead role on projects. For the time being, you can’t – it’s not your job – but why not ask to shadow someone whose responsibility it is? Not only does this demonstrate eagerness, but it also enables you to see if you really want to hop onto the next rung of the ladder.
5 Be keen to learn
While a mentor might be able to give you insight into a more advanced role, the one thing no one can stop you from doing is building on your industry knowledge. If you’re one of those designers who hasn’t the faintest idea what ROI is or how accounts are won (and lost), then it’s time to find out. A more rounded knowledge of the creative industry and the way in which your company functions is essential for moving up the corporate ladder.
6 Measure your past successes
Take a look over the items in your portfolio and identify the biggest projects that you’ve worked on to date. Now try to measure these – for example, how much revenue did they generate? How smoothly did the creative process go? When you’ve done that, highlight these successes by writing up a post-project debrief that analyses what worked on the project and why it worked, and how your company can use these lessons for other clients. A memo or best-practice document will serve as a constant reminder to your boss of your achievements.
7 Brag…
No, this doesn’t mean a victory lap each time a project is signed off, or incessantly referring to your work in the pub. It means taking satisfaction in your achievements and ensuring your manager is aware of them. If you receive positive feedback from a client, send it on to your manager. Don’t be a bore, but do elicit a sense of pride in your work; it won’t go unnoticed.
8 Be a specialist
Has your employer got an app specialist, mobile maestro or someone who knows the print production process inside out? If not, become that person. Spot a gap in your company’s collective knowledge and become the expert in that particular field. If it turns out to be a financially profitable one, then you might even be able to create your next role rather than relying on someone else to vacate.
9 Volunteer for management
Who organises your office Christmas party, day trip or social event? Who restocks the printer when it runs out of paper, orders replacement Wacom nibs or picks up loose ends that management often forget about? If it’s not you, then it’s someone earmarked for promotion, because all of these things – even the most mundane of office tasks – require valuable leadership skills.
10 Ask…
There’s a fine line between being forward and being a pain in the backside, as all managers know. Yes it’s great to show initiative, to volunteer and equip yourself with new skills, but if your line manager has no idea you want a new role, then you need to make it plain. Be warned, though – if there was a need, the chances are it would already be advertised, and braying about your promotion-meriting skills and achievements week in, week out is a sure-fire way to raise your manager’s hackles. Be concise and direct. Don’t be brash and pushy.
http://www.computerarts.co.uk/features/10-ways-get-promotion
How the job ad writes your CV for you
Clare Whitmell digs into the language used in job ads and explains how you can use your CV to prove to employers you've got what it takes
Job descriptions and candidate profiles give you an excellent insight into what employers want. Essential skills are generally listed for technical roles, but for many others, the same "attitude" qualities crop up. Here are ways of proving these in your applications.
A passion to work in, keen interest in, enthusiastic, hardworking
If you see this in a job ad, it probably means you'll be working long hours so you'll need all that enthusiasm to get you through. Highlight your personal drive and determination to get the job done with phrases such as "Dedicated myself to", "Persisted in", "Pursued", "Volunteered for" or "Sought out opportunities to" and stress the results of your hard work with "Exceeded targets/surpassed expectations with…"
Prove your interest in the sector or role with a clear focus in your CV. Prioritise any relevant voluntary or side-projects before an unrelated day job.
Remember: employers are inundated with applications and prefer candidates who show an interest in them. Make sure you say (in your cover letter) why you want the job and why you admire the company.
Good academic background, high-calibre graduates
Make your education section prominent, drawing attention to awards, honours, peer leadership etc in an "Academic Highlights" subsection. Use terminology such as "Consistently received top marks" and include glowing endorsements from tutors. If you see "X experience is essential" or "proven record in... " prioritise relevant experience over your education section.
Self-starter, proactive
Draw attention to occasions where you showed leadership or vision. Use verbs such as "Initiated", "Launched", "Spearheaded" or "Pioneered" and quantify your achievements.
Enjoy working in a team environment, excellent interpersonal skills
Highlight team efforts, with vocabulary such as "Collaborated", "Liaised", "Co-ordinated", "Worked closely with… to achieve… "
Excellent attention to detail, communication skills
Find specific examples of how you used these skills, such as in proofreading, editing or presenting information. You can also use words such as "Summarised", "Repackaged" or "Reformatted" to show your ability to convey a message to different audiences.
Organised, ability to juggle multiple projects, work with minimum supervision
Examples from both your education and work experience can show ability to prioritise workload or to work on multiple projects at a time. Use terms like "Balanced the demands of X and Y", "Handled numerous projects simultaneously", "Allocated X resources to" or "Entrusted with".
Thrive under pressure, fast-paced competitive environment
The employer wants reassurance that you won't panic under stress. Emphasise examples of high performance in difficult environments, such as working to limited time or resources. Many roles - such as in sales, call centres, customer service or even general office experience - will have sharpened your ability to think on your feet and to respond appropriately.
One way to highlight key personality traits is to put them in a tagline under a job heading, for example, under your name and contact details, make the job title the heading of your CV (ie sales executive). Then under that, choose three characteristics that qualify you for that role. (For example: Ambitious | Calm under pressure | Great phone manner). Personal qualities can also go in a profile section.
Stable CV
In other words, an unblemished, unbroken record of employment with evidence of promotion and increased responsibilities. Use a reverse chronological format to show career progression. Make sure you account for any gaps and include testimonials from letters of reference or performance appraisals.
http://careers.guardian.co.uk/careers-blog/cvs-job-ad-application?intcmp=239
Job descriptions and candidate profiles give you an excellent insight into what employers want. Essential skills are generally listed for technical roles, but for many others, the same "attitude" qualities crop up. Here are ways of proving these in your applications.
A passion to work in, keen interest in, enthusiastic, hardworking
If you see this in a job ad, it probably means you'll be working long hours so you'll need all that enthusiasm to get you through. Highlight your personal drive and determination to get the job done with phrases such as "Dedicated myself to", "Persisted in", "Pursued", "Volunteered for" or "Sought out opportunities to" and stress the results of your hard work with "Exceeded targets/surpassed expectations with…"
Prove your interest in the sector or role with a clear focus in your CV. Prioritise any relevant voluntary or side-projects before an unrelated day job.
Remember: employers are inundated with applications and prefer candidates who show an interest in them. Make sure you say (in your cover letter) why you want the job and why you admire the company.
Good academic background, high-calibre graduates
Make your education section prominent, drawing attention to awards, honours, peer leadership etc in an "Academic Highlights" subsection. Use terminology such as "Consistently received top marks" and include glowing endorsements from tutors. If you see "X experience is essential" or "proven record in... " prioritise relevant experience over your education section.
Self-starter, proactive
Draw attention to occasions where you showed leadership or vision. Use verbs such as "Initiated", "Launched", "Spearheaded" or "Pioneered" and quantify your achievements.
Enjoy working in a team environment, excellent interpersonal skills
Highlight team efforts, with vocabulary such as "Collaborated", "Liaised", "Co-ordinated", "Worked closely with… to achieve… "
Excellent attention to detail, communication skills
Find specific examples of how you used these skills, such as in proofreading, editing or presenting information. You can also use words such as "Summarised", "Repackaged" or "Reformatted" to show your ability to convey a message to different audiences.
Organised, ability to juggle multiple projects, work with minimum supervision
Examples from both your education and work experience can show ability to prioritise workload or to work on multiple projects at a time. Use terms like "Balanced the demands of X and Y", "Handled numerous projects simultaneously", "Allocated X resources to" or "Entrusted with".
Thrive under pressure, fast-paced competitive environment
The employer wants reassurance that you won't panic under stress. Emphasise examples of high performance in difficult environments, such as working to limited time or resources. Many roles - such as in sales, call centres, customer service or even general office experience - will have sharpened your ability to think on your feet and to respond appropriately.
One way to highlight key personality traits is to put them in a tagline under a job heading, for example, under your name and contact details, make the job title the heading of your CV (ie sales executive). Then under that, choose three characteristics that qualify you for that role. (For example: Ambitious | Calm under pressure | Great phone manner). Personal qualities can also go in a profile section.
Stable CV
In other words, an unblemished, unbroken record of employment with evidence of promotion and increased responsibilities. Use a reverse chronological format to show career progression. Make sure you account for any gaps and include testimonials from letters of reference or performance appraisals.
http://careers.guardian.co.uk/careers-blog/cvs-job-ad-application?intcmp=239
One size does not fit all when it comes to CVs: how to tailor applications
Applying for a job? Don't make it easy for employers to exclude you, say the experts. Remember, one size does not fit all when it comes to CVs and fluff should be avoided at all costs...
Hannah Morton-Hedges has 10 years experience as a careers adviser and now runs her own consultancy, Momentum Careers Advice. She also has experience as an in-house recruiter for major blue-chip companies, recruiting from graduate to senior executive level
The employer is not looking for an example so monumental that it changed the course of the company's success: Types of competency questions are very common on application forms, online or otherwise. The theory the employer will be adopting is that if you can show an example of a time you have used that skill in the past, then they have every reason to believe that you will be able to replicate the use of that skill when - or if - you are working for them. Lots of people struggle to think up suitable answers to these types of questions and in my experience, it is because they are over-thinking or over-complicating the question. The employer is not looking for an example so monumental that it changed the course of the company's success. Suitable examples are often the very small things that we are doing day to day in our jobs and, therefore, perhaps totally overlooking as skills. The important things is that you are doing them, you are recognising that you do them and you are aware of their (positive) impact.
If you don't have experiences in the world of work (or work experience) to prove these competencies, don't forget that there is nothing wrong with using examples from extra-curricular activities or from academic situations. They are transferable skills at the end of the day. When you have decided on an example to use, make sure you break it down in to the necessary detail: describe the situation, what did you decided to do, how did you go about this, what skills did you need to apply, what was the finished result, what did you learn from the experience and so on. Aim for a paragraph of about six to eight sentences for each example.
Convince recruiters that you can 'hit the floor running' by giving them examples of similar work experience: Make sure you are familiar with both the job description and the person specification. Remember that it is the person specification that they are looking for you to be able to bring to the job, so they will want to see evidence that you can meet that. I will add, however, that recruiters do tend to be quite risk adverse - they often like to take on people with experience of doing the same types of tasks previously at work - so in this respect it would be foolish to not concentrate on the job description as well. Use your CV to emphasise the areas that you have already done so that the CV reader will be convinced that you would be able to join the company and 'hit the floor running'. If in doubt, don't forget that it is perfectly acceptable to contact the HR department and open a conversation with them about exactly what they will be looking for and how you should address your application. They will appreciate the initiative you have shown and your enthusiasm to 'get things right'.
Human error can occur in the recruitment process so try and ensure you don't get overlooked: Taking a 'this is what you are looking for, and here is how I match it' approach is essential for any successful job search but particularly one in which the employer is looking to use the person spec as a way of directly shortlisting for the role. No one is perfect (even recruiters) and human error can and does occur in the recruitment process, so the best way of ensuring that your skills don't get overlooked is by making it as easy as possible for the recruiter or the person shortlisting to 'find' them in your application. Set out the criteria, and 'answer' it directly underneath. An unstructured page of writing about your career history is unlikely to focus on each of the specifics that they are looking for and could well lose you an interview. Similarly, taking this very focused approach is great preparation for interview stage. Interviews also will often be built directly around the points of the person specification. You are already starting to build your interview answers up if you have approached the personal statement in this very focused way.
My approach for personality questionnaires would always be to be honest in your answers: When applying for a job, while it is always worth being aware of the qualities and skills that the company wants from its employees, so don't fall into the trap of trying to give them the answers they want to hear. This often backfires as the software may be able to pick up on inconsistencies in these answers and that will set alarm bells ringing. If you answer truthfully, you are much more likely to give a consistent message that will be believable to the assessors. Also, try not to over-think the questions too much. Don't dwell on answers - it is often best to go with your immediate gut feeling. We can always think of times when we have worked in a slightly different way to usual because of the particular circumstances of that time, but what they are interested in is how you would usually respond to a particular situation.
Elizabeth Bacchus is a career coach, change management consultant and founder of The Successful CV Company - a CV and cover letters provider
Break down each of the criteria for the role and you'll have a clear and concise personal statement: A personal statement gives you an opportunity to provide specific details relating to the person and job specification advertised, to illustrate how you fit the criteria. Apply a brief paragraph to the beginning on why you are applying for the role and then break down each of the criteria as a heading, with measurable examples underneath of your experience in each of the given areas. You will provide a clear and concise personal statement that is easy for the recruiter to read, keeping within the word and character limit they have.
One size does not fit all when it comes to CVs: Unfortunately a single CV is never going to tick all the boxes, in short, one size does not fit all. We recommend having a core CV and then using this to copy and paste into a tailored CV for each role you apply for. Recruiters are looking for relevant candidates, which is why it is critical to tailor each CV for every application.
Dr Fiona Robson is a senior lecturer in Human Resources Management at Newcastle Business School, Northumbria University. Prior to her academic career, Fiona was the HR manager for a public sector organisation
Think about the relevance of previous jobs before writing reams about them: I think the amount of information on each previous job depends upon their relevance to the role you are applying for. It may be useful to provide more information on roles with similar characteristics so that the reader can see how you could contribute to their organisation.
If you are looking for a career change it can be useful to explain the reason for this within your profile: I think personal profiles are particularly important where you don't have directly comparable experience to what the employer is looking for, but where you can show transferable skills. It may also be useful to share any important information which doesn't fit neatly into the normal categories. If you are looking for a career change it can be useful to explain the reason for this within your profile - it may stop them from filling in the blanks themselves.
Clare Whitmell is a business communication trainer who specialises in writing and presentation skills coaching. She also blogs CV writing and job hunting tips on JobMarketSuccess.com
Don't assume a less than perfect work history will count against you: It's a very difficult time to be looking for a job, or to change career. Bring out everything you've got to stand out. That could be work experience, voluntary work, side projects - and make them work for you on your CV or application. Don't get hung up by dates or job titles, and don't assume a less-than-perfect work history will count against you. It won't if you've got enough relevant experience and achievements.
Don't leave questions blank or write 'See CV/letter': I think it's fair to say that if there's the space for something, they're expecting you to fill it. But that's not to say that you should fill it for the sake of filling it. Give concrete examples rather than lots of fuzzy statements. Use quantifers where you can to show the extent and impact of your work (much as you would in a CV, for example). Don't make it easy for them to exclude you. Don't leave questions blank or write 'See CV/letter'. Make sure you give the info they're asking for in the places provided.
Rather than sacrificing readability by shrinking margins and font size (some of us have eyesight problems) I'd suggest these ways of editing down your CV:
- Use what some CV experts call "umbrella themes" for skills/achievement areas. So you have themes by keyword (business development/leadership and so on) or competency area (training/budget management), or key achievement (choose one critical area of your role and a few stories that underpin this)
- Take out unnecessary words, such as "I" and lead with verbs. Write with economy: Launched project (not "I launched project")
- Take out any extra info (irrelevant experience, projects and so on) and leave off job duties to concentrate on achievements and impact
- Don't include references or hobbies
Get to the point: Write concisely. Avoid fluff and unsubstantiated statements. Nothing works better than concrete examples of quantifiable achievements
http://careers.guardian.co.uk/cv-application-form-advice
Hannah Morton-Hedges has 10 years experience as a careers adviser and now runs her own consultancy, Momentum Careers Advice. She also has experience as an in-house recruiter for major blue-chip companies, recruiting from graduate to senior executive level
The employer is not looking for an example so monumental that it changed the course of the company's success: Types of competency questions are very common on application forms, online or otherwise. The theory the employer will be adopting is that if you can show an example of a time you have used that skill in the past, then they have every reason to believe that you will be able to replicate the use of that skill when - or if - you are working for them. Lots of people struggle to think up suitable answers to these types of questions and in my experience, it is because they are over-thinking or over-complicating the question. The employer is not looking for an example so monumental that it changed the course of the company's success. Suitable examples are often the very small things that we are doing day to day in our jobs and, therefore, perhaps totally overlooking as skills. The important things is that you are doing them, you are recognising that you do them and you are aware of their (positive) impact.
If you don't have experiences in the world of work (or work experience) to prove these competencies, don't forget that there is nothing wrong with using examples from extra-curricular activities or from academic situations. They are transferable skills at the end of the day. When you have decided on an example to use, make sure you break it down in to the necessary detail: describe the situation, what did you decided to do, how did you go about this, what skills did you need to apply, what was the finished result, what did you learn from the experience and so on. Aim for a paragraph of about six to eight sentences for each example.
Convince recruiters that you can 'hit the floor running' by giving them examples of similar work experience: Make sure you are familiar with both the job description and the person specification. Remember that it is the person specification that they are looking for you to be able to bring to the job, so they will want to see evidence that you can meet that. I will add, however, that recruiters do tend to be quite risk adverse - they often like to take on people with experience of doing the same types of tasks previously at work - so in this respect it would be foolish to not concentrate on the job description as well. Use your CV to emphasise the areas that you have already done so that the CV reader will be convinced that you would be able to join the company and 'hit the floor running'. If in doubt, don't forget that it is perfectly acceptable to contact the HR department and open a conversation with them about exactly what they will be looking for and how you should address your application. They will appreciate the initiative you have shown and your enthusiasm to 'get things right'.
Human error can occur in the recruitment process so try and ensure you don't get overlooked: Taking a 'this is what you are looking for, and here is how I match it' approach is essential for any successful job search but particularly one in which the employer is looking to use the person spec as a way of directly shortlisting for the role. No one is perfect (even recruiters) and human error can and does occur in the recruitment process, so the best way of ensuring that your skills don't get overlooked is by making it as easy as possible for the recruiter or the person shortlisting to 'find' them in your application. Set out the criteria, and 'answer' it directly underneath. An unstructured page of writing about your career history is unlikely to focus on each of the specifics that they are looking for and could well lose you an interview. Similarly, taking this very focused approach is great preparation for interview stage. Interviews also will often be built directly around the points of the person specification. You are already starting to build your interview answers up if you have approached the personal statement in this very focused way.
My approach for personality questionnaires would always be to be honest in your answers: When applying for a job, while it is always worth being aware of the qualities and skills that the company wants from its employees, so don't fall into the trap of trying to give them the answers they want to hear. This often backfires as the software may be able to pick up on inconsistencies in these answers and that will set alarm bells ringing. If you answer truthfully, you are much more likely to give a consistent message that will be believable to the assessors. Also, try not to over-think the questions too much. Don't dwell on answers - it is often best to go with your immediate gut feeling. We can always think of times when we have worked in a slightly different way to usual because of the particular circumstances of that time, but what they are interested in is how you would usually respond to a particular situation.
Elizabeth Bacchus is a career coach, change management consultant and founder of The Successful CV Company - a CV and cover letters provider
Break down each of the criteria for the role and you'll have a clear and concise personal statement: A personal statement gives you an opportunity to provide specific details relating to the person and job specification advertised, to illustrate how you fit the criteria. Apply a brief paragraph to the beginning on why you are applying for the role and then break down each of the criteria as a heading, with measurable examples underneath of your experience in each of the given areas. You will provide a clear and concise personal statement that is easy for the recruiter to read, keeping within the word and character limit they have.
One size does not fit all when it comes to CVs: Unfortunately a single CV is never going to tick all the boxes, in short, one size does not fit all. We recommend having a core CV and then using this to copy and paste into a tailored CV for each role you apply for. Recruiters are looking for relevant candidates, which is why it is critical to tailor each CV for every application.
Dr Fiona Robson is a senior lecturer in Human Resources Management at Newcastle Business School, Northumbria University. Prior to her academic career, Fiona was the HR manager for a public sector organisation
Think about the relevance of previous jobs before writing reams about them: I think the amount of information on each previous job depends upon their relevance to the role you are applying for. It may be useful to provide more information on roles with similar characteristics so that the reader can see how you could contribute to their organisation.
If you are looking for a career change it can be useful to explain the reason for this within your profile: I think personal profiles are particularly important where you don't have directly comparable experience to what the employer is looking for, but where you can show transferable skills. It may also be useful to share any important information which doesn't fit neatly into the normal categories. If you are looking for a career change it can be useful to explain the reason for this within your profile - it may stop them from filling in the blanks themselves.
Clare Whitmell is a business communication trainer who specialises in writing and presentation skills coaching. She also blogs CV writing and job hunting tips on JobMarketSuccess.com
Don't assume a less than perfect work history will count against you: It's a very difficult time to be looking for a job, or to change career. Bring out everything you've got to stand out. That could be work experience, voluntary work, side projects - and make them work for you on your CV or application. Don't get hung up by dates or job titles, and don't assume a less-than-perfect work history will count against you. It won't if you've got enough relevant experience and achievements.
Don't leave questions blank or write 'See CV/letter': I think it's fair to say that if there's the space for something, they're expecting you to fill it. But that's not to say that you should fill it for the sake of filling it. Give concrete examples rather than lots of fuzzy statements. Use quantifers where you can to show the extent and impact of your work (much as you would in a CV, for example). Don't make it easy for them to exclude you. Don't leave questions blank or write 'See CV/letter'. Make sure you give the info they're asking for in the places provided.
Rather than sacrificing readability by shrinking margins and font size (some of us have eyesight problems) I'd suggest these ways of editing down your CV:
- Use what some CV experts call "umbrella themes" for skills/achievement areas. So you have themes by keyword (business development/leadership and so on) or competency area (training/budget management), or key achievement (choose one critical area of your role and a few stories that underpin this)
- Take out unnecessary words, such as "I" and lead with verbs. Write with economy: Launched project (not "I launched project")
- Take out any extra info (irrelevant experience, projects and so on) and leave off job duties to concentrate on achievements and impact
- Don't include references or hobbies
Get to the point: Write concisely. Avoid fluff and unsubstantiated statements. Nothing works better than concrete examples of quantifiable achievements
http://careers.guardian.co.uk/cv-application-form-advice
Thursday, 1 December 2011
Making career choices: how I got started on my graduate job hunt
It's important to work out what you want in a job, before you start applying. Undergraduate Mahdi Shariff reveals the techniques he used to make his own career decisions
When I look around at the legions of students on the job hunt, the majority seem to be in a constant state of panic over the state of the job market (the remainder seem blissfully unaware); running in all directions, simultaneously, in an attempt to find any job.
And that's where I believe one of the problem lies – they are looking for any job.
Too many students don't know what they want to do, how to find out, or even where to start.
Having faced the same challenges and my own internal battles not so long ago, here are some quick pointers which helped me find my way.
Write down what you like and dislike doing
By writing down my preferences, I typically found I question the statements more thoroughly than when just thinking about where my interests lie. Initially, it was difficult to pinpoint what I enjoyed and it was often easier to start with what I didn't like, which equally helped rule out careers I was less suited for.
By incorporating the type of work that I enjoyed, not just in an academic context but from all aspects of life, it helped identify the types of jobs and work environments which play to my strengths. The types of questions I considered were:
• Preference for people interaction (such as client facing/front office roles)
• Working alone or in teams
• Managing, organising and delegating or preferring to be 'hands on'
To begin with, as it was difficult to define my interests or the type of work I preferred (it's harder than you think!), I tried doing a few online job quizzes.
Personally, I found the results of these quizzes to have a scattergun approach to potential job opportunities, but found them to be a useful tool to help you question yourself, so you can better understand your working preferences.
Filtering your options
After identifying my core interests, the next step was to filter the potential career options I was compatible with.
It was worthwhile considering lifestyle choices, such as:
• Work-life balance
• Travel preferences
• Working in industry or serving industry clients
• Preference for high pressure environments
At this stage I was looking to find industry areas of interest, rather than the perfect job itself, so I would encourage keeping an open mind, as often the range of jobs available within a given area can vary considerably.
Testing my assumptions
The next step was to research the areas I had identified to test my assumptions. This was key to confirming whether these were actually the right areas for me and helped decipher the best role out of the available opportunities. One of the best places to start was the company websites for the areas that I was interested in. They often included brief job descriptions, internship stories from students, in addition to information on the required skill sets needed for the area – useful for comparing against where my own strengths lie.
Online student forums and websites such as Rate my Placement were similarly useful for a more independent view of the specific roles and organisations; however I found by far the most effective method of researching was by speaking to current employees at company presentations.
Through a quick conversation, I could obtain a list of the company's unique selling points, key clients and current projects in much greater depth than otherwise available – saving much time and effort researching online.
Additionally, it allowed me to gauge the true culture of the firms, reflected through the attitudes of the representatives, helping to identify whether I would fit into the working culture, which was a consideration that played a large part in my final decision to accept a position at Ernst & Young.
By doing these simple tasks and basic research early on, it helped rule out whole areas of work and the firms which I was less suited for, which from experience, can otherwise be a huge source of distraction.
Together, this helped to channel my energy and focus, so when I finally did find the starting line, I knew I was running in the right direction.
http://careers.guardian.co.uk/careers-blog/making-graduate-career-choices
When I look around at the legions of students on the job hunt, the majority seem to be in a constant state of panic over the state of the job market (the remainder seem blissfully unaware); running in all directions, simultaneously, in an attempt to find any job.
And that's where I believe one of the problem lies – they are looking for any job.
Too many students don't know what they want to do, how to find out, or even where to start.
Having faced the same challenges and my own internal battles not so long ago, here are some quick pointers which helped me find my way.
Write down what you like and dislike doing
By writing down my preferences, I typically found I question the statements more thoroughly than when just thinking about where my interests lie. Initially, it was difficult to pinpoint what I enjoyed and it was often easier to start with what I didn't like, which equally helped rule out careers I was less suited for.
By incorporating the type of work that I enjoyed, not just in an academic context but from all aspects of life, it helped identify the types of jobs and work environments which play to my strengths. The types of questions I considered were:
• Preference for people interaction (such as client facing/front office roles)
• Working alone or in teams
• Managing, organising and delegating or preferring to be 'hands on'
To begin with, as it was difficult to define my interests or the type of work I preferred (it's harder than you think!), I tried doing a few online job quizzes.
Personally, I found the results of these quizzes to have a scattergun approach to potential job opportunities, but found them to be a useful tool to help you question yourself, so you can better understand your working preferences.
Filtering your options
After identifying my core interests, the next step was to filter the potential career options I was compatible with.
It was worthwhile considering lifestyle choices, such as:
• Work-life balance
• Travel preferences
• Working in industry or serving industry clients
• Preference for high pressure environments
At this stage I was looking to find industry areas of interest, rather than the perfect job itself, so I would encourage keeping an open mind, as often the range of jobs available within a given area can vary considerably.
Testing my assumptions
The next step was to research the areas I had identified to test my assumptions. This was key to confirming whether these were actually the right areas for me and helped decipher the best role out of the available opportunities. One of the best places to start was the company websites for the areas that I was interested in. They often included brief job descriptions, internship stories from students, in addition to information on the required skill sets needed for the area – useful for comparing against where my own strengths lie.
Online student forums and websites such as Rate my Placement were similarly useful for a more independent view of the specific roles and organisations; however I found by far the most effective method of researching was by speaking to current employees at company presentations.
Through a quick conversation, I could obtain a list of the company's unique selling points, key clients and current projects in much greater depth than otherwise available – saving much time and effort researching online.
Additionally, it allowed me to gauge the true culture of the firms, reflected through the attitudes of the representatives, helping to identify whether I would fit into the working culture, which was a consideration that played a large part in my final decision to accept a position at Ernst & Young.
By doing these simple tasks and basic research early on, it helped rule out whole areas of work and the firms which I was less suited for, which from experience, can otherwise be a huge source of distraction.
Together, this helped to channel my energy and focus, so when I finally did find the starting line, I knew I was running in the right direction.
http://careers.guardian.co.uk/careers-blog/making-graduate-career-choices
Look for Opportunities, Wherever They Are
By Miles Burke | November 30, 2011 | Web Pro Business
We recently bought a new company vehicle, and of course, I took my own advice from Issue 487 and had vehicle signage applied. The car looks great, and we’ve had a few inbound enquiries as a result.
I had a great experience last week at the gas station that I wanted to share, though.
Here I was, filling up the tank, when I was approached by a young man asking about my business. He went on to ask if we ever used commercial photographers, and when I said yes, he handed over his business card.
Wow! What initiative. Here was this photographer, driving past the gas station, when he pulled over to the side of the road, walked back to give me his card, along with a great question – ‘What would it take to impress your team into hiring me for the next project?’
I was caught completely unawares, yet this guy certainly left a great impression. He has since followed up with an email, and we’ll certainly consider him when we next need some images shot.
So, what’s the moral of this story?
Look for opportunities all the time: just because it is after office-hours on a weekend doesn’t mean you should ignore an opportunity.
Maybe approaching strangers at a gas station could be a little extreme, however how often have you seen an office or company branded car and wished you looked after their website?
Good luck in recognizing and seizing those opportunities!
http://www.sitepoint.com/look-for-opportunities-wherever-they-are/
We recently bought a new company vehicle, and of course, I took my own advice from Issue 487 and had vehicle signage applied. The car looks great, and we’ve had a few inbound enquiries as a result.
I had a great experience last week at the gas station that I wanted to share, though.
Here I was, filling up the tank, when I was approached by a young man asking about my business. He went on to ask if we ever used commercial photographers, and when I said yes, he handed over his business card.
Wow! What initiative. Here was this photographer, driving past the gas station, when he pulled over to the side of the road, walked back to give me his card, along with a great question – ‘What would it take to impress your team into hiring me for the next project?’
I was caught completely unawares, yet this guy certainly left a great impression. He has since followed up with an email, and we’ll certainly consider him when we next need some images shot.
So, what’s the moral of this story?
Look for opportunities all the time: just because it is after office-hours on a weekend doesn’t mean you should ignore an opportunity.
Maybe approaching strangers at a gas station could be a little extreme, however how often have you seen an office or company branded car and wished you looked after their website?
Good luck in recognizing and seizing those opportunities!
http://www.sitepoint.com/look-for-opportunities-wherever-they-are/
Thursday, 24 November 2011
How do you attract funding as a UK-based startup?
David Peto on attracting funding for your startup
By Tanya Combrinck on November 22, 2011
How do you attract funding as a UK-based startup?
The CEO of video management company Aframe talks to Tanya Combrinck about getting the angels and super angels on board
This article first appeared in issue 215 of .net magazine - the world's best-selling magazine for web designers and developers.
.net: What does Aframe do?
David Peto: Aframe is a massively powerful online platform for the professional video production industry. It stores video securely in a data centre ready to be delivered to anyone on the web, making it fast and easy to collaborate.
I used to run a post-production company and we’d have people with 30,000 files who couldn’t find their way around what they’d made because it didn’t have any metadata. It’s common for people to use a system called logging where teams of kids put metadata onto paper, believe it or not; or a spreadsheet or bespoke system. It’s slow, inefficient and unreliable – it gets lost and you often can’t find what you’re looking for.
We’ve built an outsourced metatagging service that makes tagging fast for a person to do and interesting enough for them to want to do it. It’s collaborative, so the metataggers work on the footage as a team, making the tags as detailed and diverse as possible. You’d think that the TV and film industry would be really technically advanced, but in fact it can be quite slow to adapt. People are amazed that no one has done this before.
.net: How did you go about getting investment?
DP: At the start we followed a very traditional way of raising money. I raised very small amounts of seed money, and then did an angel round in October 2009. We also got some grant money from the government because of the pioneering nature of what we’re doing. Once we’d built the system up, we raised what we called a super angel round, which is an interesting aspect of the state of UK fund raising at the moment.
It used to be that venture capitalists might put seed money of around £250k into a start-up, and angels might put in around £30k each. Recently, a lot of VCs have backed away from very early stage companies, and it’s been interesting to see the rise of the super angel – individuals who’ll put £100k or £150k into a start-up. We were very lucky – we had ordinary angels who put in £30k, and also several super angels who put in over 100k.
We’re a blend of a traditional web company and one that’s quite infrastructure-heavy, because we built our own storage. So we needed quite a sizeable sum of money to get going. It’s been interesting for us because we’ve had a small amount of VC, but mainly we’ve been funded by individuals from the TV and advertising industries.
.net: How difficult is it starting up in the UK? Would it have been easier in another country?
DP: We’ve been lucky to raise anything in the current market: it’s really tough out there. An accusation often levelled at the VC industry here is that the London offices are just for show; they don’t really have any decision making power, so in reality you’re competing against companies that are in front of the decision makers every day in Silicon Valley or New York.
One interesting thing I’ve heard is that the UK isn’t really competing against America for money, it’s actually competing against China and India. Often start-ups in those countries are seen as more attractive because the markets over there are so much bigger. I think it’s going to get better though, because we have the Silicon Roundabout [The East London area around Old Street and Shoreditch] springing up and if you get a cluster of companies it does inspire people to take a look and possibly invest.
.net: Is there a conflict between wanting to spread the word about yourself to attract investment, and the danger of someone stealing your idea?
DP: Yes. I made everyone sign an NDA. There’s a big thing about this: you might hear some people say something like “If someone wants me to sign an NDA then I won’t even talk to them because if they don’t trust me then why should I invest...” My belief is that if someone’s not willing to sign that kind of thing then you shouldn’t be talking to them anyway, especially in that really early stage. Literally everyone we spoke to signed an NDA before they came to see us and often even before I would give them the overview of what the business was. Obviously VCs don’t do NDAs, but they are governed by FSA regulations on confidentiality.
.net: Is Aframe up and running now?
DP: Yes. The whole system is live, we have half a petabyte of storage and we’ve got customers using it. We have data centres in London and Sunderland so that if London got nuked, the data would be safe in Sunderland. It sounds crazy, but that’s how seriously we take data security.
http://www.netmagazine.com/node/1580
By Tanya Combrinck on November 22, 2011
How do you attract funding as a UK-based startup?
The CEO of video management company Aframe talks to Tanya Combrinck about getting the angels and super angels on board
This article first appeared in issue 215 of .net magazine - the world's best-selling magazine for web designers and developers.
.net: What does Aframe do?
David Peto: Aframe is a massively powerful online platform for the professional video production industry. It stores video securely in a data centre ready to be delivered to anyone on the web, making it fast and easy to collaborate.
I used to run a post-production company and we’d have people with 30,000 files who couldn’t find their way around what they’d made because it didn’t have any metadata. It’s common for people to use a system called logging where teams of kids put metadata onto paper, believe it or not; or a spreadsheet or bespoke system. It’s slow, inefficient and unreliable – it gets lost and you often can’t find what you’re looking for.
We’ve built an outsourced metatagging service that makes tagging fast for a person to do and interesting enough for them to want to do it. It’s collaborative, so the metataggers work on the footage as a team, making the tags as detailed and diverse as possible. You’d think that the TV and film industry would be really technically advanced, but in fact it can be quite slow to adapt. People are amazed that no one has done this before.
.net: How did you go about getting investment?
DP: At the start we followed a very traditional way of raising money. I raised very small amounts of seed money, and then did an angel round in October 2009. We also got some grant money from the government because of the pioneering nature of what we’re doing. Once we’d built the system up, we raised what we called a super angel round, which is an interesting aspect of the state of UK fund raising at the moment.
It used to be that venture capitalists might put seed money of around £250k into a start-up, and angels might put in around £30k each. Recently, a lot of VCs have backed away from very early stage companies, and it’s been interesting to see the rise of the super angel – individuals who’ll put £100k or £150k into a start-up. We were very lucky – we had ordinary angels who put in £30k, and also several super angels who put in over 100k.
We’re a blend of a traditional web company and one that’s quite infrastructure-heavy, because we built our own storage. So we needed quite a sizeable sum of money to get going. It’s been interesting for us because we’ve had a small amount of VC, but mainly we’ve been funded by individuals from the TV and advertising industries.
.net: How difficult is it starting up in the UK? Would it have been easier in another country?
DP: We’ve been lucky to raise anything in the current market: it’s really tough out there. An accusation often levelled at the VC industry here is that the London offices are just for show; they don’t really have any decision making power, so in reality you’re competing against companies that are in front of the decision makers every day in Silicon Valley or New York.
One interesting thing I’ve heard is that the UK isn’t really competing against America for money, it’s actually competing against China and India. Often start-ups in those countries are seen as more attractive because the markets over there are so much bigger. I think it’s going to get better though, because we have the Silicon Roundabout [The East London area around Old Street and Shoreditch] springing up and if you get a cluster of companies it does inspire people to take a look and possibly invest.
.net: Is there a conflict between wanting to spread the word about yourself to attract investment, and the danger of someone stealing your idea?
DP: Yes. I made everyone sign an NDA. There’s a big thing about this: you might hear some people say something like “If someone wants me to sign an NDA then I won’t even talk to them because if they don’t trust me then why should I invest...” My belief is that if someone’s not willing to sign that kind of thing then you shouldn’t be talking to them anyway, especially in that really early stage. Literally everyone we spoke to signed an NDA before they came to see us and often even before I would give them the overview of what the business was. Obviously VCs don’t do NDAs, but they are governed by FSA regulations on confidentiality.
.net: Is Aframe up and running now?
DP: Yes. The whole system is live, we have half a petabyte of storage and we’ve got customers using it. We have data centres in London and Sunderland so that if London got nuked, the data would be safe in Sunderland. It sounds crazy, but that’s how seriously we take data security.
http://www.netmagazine.com/node/1580
LinkedIn and how to use it: a graduate job seeker's guide
Creating a LinkedIn profile enables you to build a network and gain access to industry insiders. Clare Whitmell reveals her step by step guide to getting started, and making the most of your profile
From Guardian careers by Clare Whitmell
LinkedIn offers much more than job listings. It enables you to build a network and gain access to industry insiders. It's also the easiest way to create a professional identity online, as a LinkedIn profile appears among the first results when your name is googled. And with the option to add files, presentations and updates, your profile can become a more dynamic version of your CV.
Getting started
Your first step is to create your profile. Aim for 100% completion so you show up in more searches. To do this, you'll need to include your educational history, current position and three recent ones, upload a photo, write a summary and then get three recommendations.
The settings tab (underneath your name in the top right hand corner) allows you to change things like privacy settings. You can edit your profile any time, add updates or applications, or rearrange the sections of your profile by clicking on the section header, then dragging it to its new location.
Tips
Use the headline under your name to reflect your career goals – not necessarily your current job title.
Claim your name on your LinkedIn url (from the edit button next to Public Profile).
Use keywords in your summary and experience sections. Be specific about responsibilities, achievements and educational experience.
Don't be too formal. Inject some personality into your summary section by writing in the first person and giving an idea of your interests and goals.
Making contacts
LinkedIn suggests names based on your work history or mutual contacts. You can also invite people to connect by using the contacts tab on the top of the page to search through past or present colleagues and university (alumni) contacts, or through importing your email address book.
Groups
Joining and participating in groups raises your profile and expands your network. LinkedIn suggests relevant groups, but you can also search or create your own. To help you decide the usefulness of a group, check the group statistics feature, which gives information about demographics, growth and activity. Group membership has obvious benefits: you can invite other members to connect, view jobs which might not be posted elsewhere, and stay up-to-date with industry trends by reading and taking part in discussions.
Company pages and job opportunities
Use the navigation bar to find companies you're interested in, then follow them to receive their updates. You can see if any of your contacts work at the company – useful if you need an introduction or information you wouldn't normally get from a job description or company website.
Use the applications
LinkedIn is constantly rolling out new developments; a recent one being the skills feature (accessed under the 'More' tab) which allows you to include crucial keywords. Other additions particularly relevant for grads are the new profile sections designed to highlight university achievements. These include projects, awards, organisations, courses and test scores and you'll find them from the "add sections" bar immediately under the main profile.
Resources
From Guardian careers by Clare Whitmell
LinkedIn offers much more than job listings. It enables you to build a network and gain access to industry insiders. It's also the easiest way to create a professional identity online, as a LinkedIn profile appears among the first results when your name is googled. And with the option to add files, presentations and updates, your profile can become a more dynamic version of your CV.
Getting started
Your first step is to create your profile. Aim for 100% completion so you show up in more searches. To do this, you'll need to include your educational history, current position and three recent ones, upload a photo, write a summary and then get three recommendations.
The settings tab (underneath your name in the top right hand corner) allows you to change things like privacy settings. You can edit your profile any time, add updates or applications, or rearrange the sections of your profile by clicking on the section header, then dragging it to its new location.
Tips
Use the headline under your name to reflect your career goals – not necessarily your current job title.
Claim your name on your LinkedIn url (from the edit button next to Public Profile).
Use keywords in your summary and experience sections. Be specific about responsibilities, achievements and educational experience.
Don't be too formal. Inject some personality into your summary section by writing in the first person and giving an idea of your interests and goals.
Making contacts
LinkedIn suggests names based on your work history or mutual contacts. You can also invite people to connect by using the contacts tab on the top of the page to search through past or present colleagues and university (alumni) contacts, or through importing your email address book.
Groups
Joining and participating in groups raises your profile and expands your network. LinkedIn suggests relevant groups, but you can also search or create your own. To help you decide the usefulness of a group, check the group statistics feature, which gives information about demographics, growth and activity. Group membership has obvious benefits: you can invite other members to connect, view jobs which might not be posted elsewhere, and stay up-to-date with industry trends by reading and taking part in discussions.
Company pages and job opportunities
Use the navigation bar to find companies you're interested in, then follow them to receive their updates. You can see if any of your contacts work at the company – useful if you need an introduction or information you wouldn't normally get from a job description or company website.
A dedicated jobs portal for students and graduates allows you to refine your search by sector and location.
You can also find opportunities (through the "jobs you may be interested in" feature or through a search) and be found by companies and recruiters.Use the applications
Show off your expertise by embedding your blog, adding a file (such as your CV) via the box application, or including a slideshare presentation. Keep your profile active with updates or by integrating your LinkedIn updates with Twitter (you'll need to add your Twitter account, then decide what – if anything – you want to merge).
Stay up-to-dateLinkedIn is constantly rolling out new developments; a recent one being the skills feature (accessed under the 'More' tab) which allows you to include crucial keywords. Other additions particularly relevant for grads are the new profile sections designed to highlight university achievements. These include projects, awards, organisations, courses and test scores and you'll find them from the "add sections" bar immediately under the main profile.
Resources
The LinkedIn blog explains new features.
Recruiters also share their insights on how they use LinkedIn. Follow experts such as Bill Boorman and Andy Headworth to get tips and insider advice.
Friday, 18 November 2011
How to be more organised
 | Not the enemy An organised designer might sound like an oxymoron, but being creative doesn’t mean you can’t be organised – you need to have some kind of organised conduit to fulfil that creative. You’re operating as part of a business and you need to be able to deliver. |
 | Learn shortcuts It’s worth taking the time to learn as many keyboard shortcuts as possible. It may take longer to look them up, but it will speed you up in the long run. I worked with a designer who knew every Illustrator shortcut off by heart – her work rate was three times faster than everyone else’s. |
 | Don’t overthink Be careful not to overthink things. You don’t always need some grand conceptual idea that is one day going to get into the D&AD Annual. Sometimes, you really do just need to put the type that the client wants onto a poster. |
 | Business hours Some people are night owls and achieve more outside of traditional business hours, but if you have a 9-5 job you need to work within those hours. This is a more operational way of working and you should be able to push on through and get on with it. |
 | No need to reply Email can be very invasive, but you don’t always need to respond – make an effort to read and monitor what’s going on without getting sucked into a culture of always needing to hit Reply. One trick is to put a response in the subject line and add ‘no need to open’. |
| Words: Jamie Wieck. Icons: Anton WeflöFind plenty more advice like this in The Design Manual, every month in Computer Arts. |
What to leave off your CV and job applications
You don't need to tell all to an employer – sometimes what you leave off your applications is as important as what you include...
http://careers.guardian.co.uk/cv-job-application-mistakes
http://careers.guardian.co.uk/cv-job-application-mistakes
D&AD Awards 2012: What you need to know
Now's your chance be rewarded for the hard work you and your team have done this year -- by entering into the D&AD Professional Awards 2012. You never know, you could win a coveted Yellow or Black Pencil
http://www.computerarts.co.uk/blog/dad-awards-2012-what-you-need-know-112730
http://www.computerarts.co.uk/blog/dad-awards-2012-what-you-need-know-112730
The power of experience
Stephen Gautier doesn’t know what he’ll be doing in two years’ time, let alone 10. But he does know he’ll still be learning .....
http://www.computerarts.co.uk/features/power-experience
http://www.computerarts.co.uk/features/power-experience
How do I: Write the perfect CV?
It may translate as "course of life" but that doesn't mean your curriculum vitae should give an exhaustive summary of every aspect of your life including pages of interests, hobbies, irrelevant qualifications and every odd job you've undertaken since you were 11.
A survey by Careerbuilder.co.uk recently found that nearly one-third of British employers said they spend one minute or less reviewing a CV, so make it short and sharp, ideally no more than two pages long.
If the job is skills-based, consider a functional CV that lists your talents and qualifications first and includes job history nearer the end, detailing dates, positions and career achievements.
After your name and contact details, include a skills profile of two or three sentences in which you explain why you are right for the role. If you get this right, employers will read on to your biographical information below.
"It's crucial to make sure each and every CV you send off is relevant for the job you are applying for," says Corinne Mills, managing director of Personal Career Management and author of You're Hired! How to Write a Brilliant CV. "Do you homework and tailor each application accordingly."
"Nine out of 10 CVs I see have spelling errors or sentences that don't make sense," Mills says. "So make sure you get someone you trust to proofread yours for you. The easiest way to fail the paper sift is to misspell something in your opening paragraph."
And be sure to use plain text rather than any fancy fonts, layouts or formats in your document. Mills explains: "Most large employers and recruitment agencies use databases to automatically read CVs and if you get too creative with its format your attempt will fall at the first hurdle."
Likewise don't start your CV with the heading "curriculum vitae" as some software packages will read this as your name. "Start with your name and don't list your age or marital status. It's old-fashioned and will make your application look dated," Mills says.
http://www.independent.co.uk/student/career-planning/getting-job/how-do-i-write-the-perfect-cv-6263269.html
A survey by Careerbuilder.co.uk recently found that nearly one-third of British employers said they spend one minute or less reviewing a CV, so make it short and sharp, ideally no more than two pages long.
If the job is skills-based, consider a functional CV that lists your talents and qualifications first and includes job history nearer the end, detailing dates, positions and career achievements.
After your name and contact details, include a skills profile of two or three sentences in which you explain why you are right for the role. If you get this right, employers will read on to your biographical information below.
"It's crucial to make sure each and every CV you send off is relevant for the job you are applying for," says Corinne Mills, managing director of Personal Career Management and author of You're Hired! How to Write a Brilliant CV. "Do you homework and tailor each application accordingly."
"Nine out of 10 CVs I see have spelling errors or sentences that don't make sense," Mills says. "So make sure you get someone you trust to proofread yours for you. The easiest way to fail the paper sift is to misspell something in your opening paragraph."
And be sure to use plain text rather than any fancy fonts, layouts or formats in your document. Mills explains: "Most large employers and recruitment agencies use databases to automatically read CVs and if you get too creative with its format your attempt will fall at the first hurdle."
Likewise don't start your CV with the heading "curriculum vitae" as some software packages will read this as your name. "Start with your name and don't list your age or marital status. It's old-fashioned and will make your application look dated," Mills says.
http://www.independent.co.uk/student/career-planning/getting-job/how-do-i-write-the-perfect-cv-6263269.html
Monday, 14 November 2011
What graduates need to know about internships in the creative industriesHannah Clements looks at official advice on internships and asks former interns for insider tips
http://careers.guardian.co.uk/careers-blog/internships-work-experience-creative-industries
http://careers.guardian.co.uk/careers-blog/internships-work-experience-creative-industries
Sunday, 13 November 2011
20 Creative Resume Designs Which Will Amaze Any Potential Employer
http://creativenerds.co.uk/inspiration/20-creative-resume-designs-which-will-amaze-any-potential-employer/
http://creativenerds.co.uk/inspiration/20-creative-resume-designs-which-will-amaze-any-potential-employer/
Friday, 11 November 2011
Cyber spies: Why one tweet could cost you a job
These days, job applicants don't just need a good CV – they need a clean bill of web health. Rhodri Marsden on cyber snooping by employers
The internet has brought about a head-on collision between our personal and professional lives. A neatly presented online CV outlining a calm approach to high-pressure situations might stand in stark contrast to a Flickr album featuring pictures of that person screaming at a police cordon during a protest march. A reputation for high-standards of written communication might be compromised by a sequence of misspelled, expletive-filled rants on Facebook
http://www.independent.co.uk/life-style/gadgets-and-tech/features/cyber-spies-why-one-tweet-could-cost-you-a-job-2339361.html
The internet has brought about a head-on collision between our personal and professional lives. A neatly presented online CV outlining a calm approach to high-pressure situations might stand in stark contrast to a Flickr album featuring pictures of that person screaming at a police cordon during a protest march. A reputation for high-standards of written communication might be compromised by a sequence of misspelled, expletive-filled rants on Facebook
http://www.independent.co.uk/life-style/gadgets-and-tech/features/cyber-spies-why-one-tweet-could-cost-you-a-job-2339361.html
Give a little free time to earn some big breaks
Boost your job prospects by contributing some time to a worthy cause, advises Stephen Hoare
http://www.independent.co.uk/student/career-planning/give-a-little-free-time-to-earn-some-big-breaks-2338415.html
Whether you are in the sixth form, at university, or taking a gap year, volunteering is a good way of boosting your CV. The work is often highly motivating and volunteers develop confidence and skills they would not otherwise have acquired.
http://www.independent.co.uk/student/career-planning/give-a-little-free-time-to-earn-some-big-breaks-2338415.html
Whether you are in the sixth form, at university, or taking a gap year, volunteering is a good way of boosting your CV. The work is often highly motivating and volunteers develop confidence and skills they would not otherwise have acquired.
Wednesday, 9 November 2011
Tuesday, 8 November 2011
5 Ways To Make a Killer First Impression
Most people will judge you within the first second of meeting you and their opinion will most likely never change. Making a good first impression is incredibly important, because you only get one shot at it.
http://www.forbes.com/sites/yec/2011/11/02/5-ways-to-make-a-killer-first-impression/
http://www.forbes.com/sites/yec/2011/11/02/5-ways-to-make-a-killer-first-impression/
4 Networking Mistakes You Don't Know You're Making
Whether you’re looking for a job or not, you’ve probably been encouraged to “network, network, network!” more times than you can count. Are all those conferences and events you’re attending leading to new connections or opportunities? No? You’re not the only one. Many networking newbies have tendencies that actually inhibit building real relationships with their new contacts.
The good news: it’s not that hard to fix. Here’s what you might not even realize you’re doing wrong—and what to do about it.
http://www.forbes.com/sites/dailymuse/2011/09/30/4-networking-mistakes-you-dont-know-youre-making/
The good news: it’s not that hard to fix. Here’s what you might not even realize you’re doing wrong—and what to do about it.
http://www.forbes.com/sites/dailymuse/2011/09/30/4-networking-mistakes-you-dont-know-youre-making/
Graduate jobs: advice from the experts
You've got a beautiful new degree, a dazzling career ahead of you and the world is your oyster – terrifying, isn't it? Fear not, graduates. Our experts can answer all your questions
http://www.guardian.co.uk/education/2011/jul/17/graduate-jobs-advice-experts
http://www.guardian.co.uk/education/2011/jul/17/graduate-jobs-advice-experts
Striking a Balance Between Personal and Professional Online
This article gives some tips about using social media as a marketing tool - the tips apply to marketing yourself as well as to marketing a product or company!http://marketers.blognotions.com/2011/11/03/striking-a-balance-between-personal-and-professional-online/
How to grab an employer's attention in 30 seconds
Pay attention to the look, lingo and length of your CV and the employer is more likely to pay attention to you, says Midred Talabihttp://careers.guardian.co.uk/careers-blog/cv-advice-grab-employers-attention
Monday, 7 November 2011
Careers Talk podcast: How I broke into web development
A bevy of programmer types join us to share the secrets of their fledgling careers in digital and web development and talk coding, hack days and CV spreadsheets
Sunday, 6 November 2011
Why Your Job Search is Like Going to Prom
http://www.forbes.com/sites/dailymuse/2011/10/11/why-your-job-search-is-like-going-to-prom/
Useful PDP tools from www.mindtools.com
You can find a range of free tools students could use as part of their PDP at the above website - topics include:
Leadership; Team Management; Strategy Tools, Problem Solving; Decision Making; Project Management; Time Management; Communication Skills;, Creativity Tools; Information Skills and Career Skills.
Leadership; Team Management; Strategy Tools, Problem Solving; Decision Making; Project Management; Time Management; Communication Skills;, Creativity Tools; Information Skills and Career Skills.
www.Mindtools.com
Digital Identities - Webfolios
I have spoken before about the increasing importance of having a digital identity. Webfolios is one way to develop a digital identity and Sussex University have developed some examples - see the link below.
http://bit.ly/tYjlRt
http://bit.ly/tYjlRt
Useful Video Clips from BBC 3 Up For Hire Live website
Some useful video clips can be found on the above link. The clips include comments from employers as well as young job seekers and include the following topics:
An insiders' guide how to develop a positive approach to job searchingAn insiders' guide to interviews
An insiders' guide to looking for the right job
An insiders' guide on how to fill out your CV
An insiders' guide on how to be a good team player and a good team leader
An insiders' guide on how to be a better problem solver and decision maker
Technical Note: These clips tend to work better if opened up in the Firefox browser, and they do need you to be using the latest version of Adobe Flash Player.
Job hunting on Twitter: social media tips
Earlier this year Simon Caine wrote about how he used Twitter to find jobs. He's picked up some new social media tricks since then, and shares some of them here
Job hunting on Twitter: social media tips
Job hunting on Twitter: social media tips
PathMotion - Inspired Careers Decisions
Discover a range of suitable career opportunities based on what people like you have done
We provide you with the Vacancies we know you'll like and options you hadn't considered
http://www.pathmotion.com/
We provide you with the Vacancies we know you'll like and options you hadn't considered
http://www.pathmotion.com/
5 Game Changing Soft Skills
The technical skills demanded by employers are constantly changing and different employers require different skills. In contrast, the key soft skills remain constant and are almost universally sought by employers
http://www.freelancestudents.co.uk/3099/5-game-changing-soft-skills/
http://www.freelancestudents.co.uk/3099/5-game-changing-soft-skills/
Graduate Skills for the Games Industry
The UK has an established and thriving computer games industry, but it's one of the trickiest career areas for computing graduates to get into. To make an impact you need to understand the market and show you've got what takes to get ingrossed in the game.
Subscribe to:
Posts (Atom)