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
Sunday, 11 December 2011
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/
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