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
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