To help with your 2012 job seeking strategy, we've asked our experts to identify what's new, what's important and what will impress when it comes to finding work in the new year
Tanya de Grunwald is founder of careers advice website Graduatefog.co.uk
Don't forget the opportunities that SMEs offer: Many graduates ignore SMEs (small and medium enterprises) and focus all their energy on the big graduate schemes with companies they've heard of - but in doing that they are missing out on fantastic opportunities. Working for a small company can feel risky, but even big companies are going bust nowadays so nowhere is 100% 'safe'. What's more, if you choose wisely, you'll might well get to do much more varied work than if you'd been accepted for a big graduate scheme. Don't worry if you don't have all the skills and experience specified in the job ad.
Because SMEs tend to have fewer applicants for their roles, they are often willing to be more flexible than big companies are. If you're missing one of their must haves, don't draw attention to it, just highlight the skills and experience that you do have and explain how you feel that would be an asset to their company.
Charlie Duff is a digital engagement specialist and community manager for BraveNewTalent, a social platform enabling talented people to network with top employers
Don't be afraid to let people know you're job seeking - if you don't ask, you don't get: There's no need to be ashamed of looking for work. Recent research we commissioned showed more than one in five would not tell anyone they were job hunting. This was even higher – 36% - among those aged 55 and over. We know that most jobs are never advertised, and when people are recommended for jobs they are more likely to get them. So even if you feel a bit sheepish about it, you should definitely ask your family, friends and business contacts if they know of anywhere you could be valuable. Additionally, open up to your social networks as your social circles can help you professionally. People generally love to feel they are helping others, and if you don't ask, you certainly won't get.
Mildred Talabi is a CV consultant, trainer and the author of 7 Keys to a Winning CV: How to create a CV that gets results, published by Harriman House
Seriously sell yourself on your CV - and don't forget the interests and activities section: Learning to sell yourself on your CV is going to become crucial for graduates. Previously, all you needed to waltz into the job of your dreams was the mention of a decent grade from a top university and one or two work experience placements here and there, but not anymore. Today, more and more graduates are coming out with good degrees and work experience to match so employers really are spoilt for choice.
The solution for the savvy graduate is to learn how to sell yourself on your CV in order to give yourself the edge over other candidates, and one way to do this is by focusing on the interests and activities section of your CV. Where previously this was a token section included at the very end to fill up space, the new rules require job seekers to pay closer attention to what goes here, because employers have certainly started to do the same. Interests and activities reveal much more about a person's character and the attributes they'll bring to a role. So if you really want to stand out from the crowd, mention that peculiar craft-making hobby you have, or the fundraising dinner you organised to raise money for your local youth centre. Be unique, be specific, and be honest in what you share and you may just find yourself at the very top of the interview shortlist pile.
Lucy Williams is a careers adviser at the Careers and Employability Centre, University of Birmingham
Learn to spot application fatigue - stop applying when you get totally fed up with the process: Going through selection processes can feel like an assault course. This is deliberate - recruiters want applicants to look at the exercises involved and feel like it's not worth the battle. In theory, this should leave them with applicants who enthusiastically plunge into the assault course based on their determination to work there. In short, making applications is mentally tiring and the process often unhappily collides with academic deadlines and all the other activities which keep students busy.
When you are time poor, it's better to put your energies into a small number of quality applications than apply to a large number of employers, each demanding to know why you've applied to them in a tiny word limit forcing you to produce a haiku-like answer in which you successfully demonstrate your fit with their values, culture and mission. Finally, stop making applications when you get totally fed up with the process. I can tell when students have application fatigue, which means the recruiter can too. OK, so you might miss a deadline but there are other ways to get a job and trying a new method might help get your energy and enthusiasm back, which means you're more likely to succeed.
Alexandra Hemingway is a careers adviser at the University of Surrey
Use social media to gather information about an employer: Networking is not a new idea, but social media has greatly improved access to new contacts. For starters, networking online is great for people who'd rather take the time to consider what they type than front up to a stranger in person, or on the phone. The important thing to remember is that networking isn't just about asking people to give you a job, it's an ongoing process of gathering information. The more you know, the better position you're in to prove yourself and your abilities.
An easy starting point is Googling organisations that interest you, to find news and facts and reading around the whole of the company website, instead of just the job advert. You could also graduate from Facebook to its more professional cousin, LinkedIn, which allows users to search by company name. This means you can track down current employees and check out their career trajectory to see what are the high priority skills and experiences that worked for them. If you haven't got as far as naming your target, you can also search by location and industry and find out what's happening in your chosen sector. Another way to reach out is to search for alumni of your university to find friendly folk who might help you – Surrey has a group with over 3,000 members. Watch the handy 'LinkedIn grad guides' on YouTube for more tips
.
Charlie Ball deputy research director at the Higher Education Careers Services Unit (Hecsu)
Don't get too fixated on getting your dream job straight away: If you're a new graduate, you probably have at least 45 years of working life ahead of you, so don't get too fixated on the idea that you have to get your 'dream job' right now. In the past 20 years, we've seen the rise of the internet, online businesses, multimedia, mobile technology and globalised working, all of which have transformed the workplace and given rise to whole new career areas. It's a fair bet the next 20 years will see all sorts of change, and, for many of you, what will turn out to be your 'dream job', or, at the very least, your long-term rewarding career might not have even been invented yet. You don't have to have a clear career plan yet - it might even be better not to, as you may find it changing as new ideas and experiences come along. So apply - carefully - for roles that are going to give you useful experience in areas like use of technology and information, and dealing with clients and people, and you'll be ready for whatever comes along. Don't apply for every job out there - you'll never be able to offer each role enough attention. Remember that if a job gives you a contact to ask for more information, get in touch and ask what you need to do to stand a good chance of getting it, and tailor every application to the role and your experiences.
http://careers.guardian.co.uk/graduate-job-seeking-tips
Thursday, 5 January 2012
Tailoring Your Resume For A Specific job
Many job seekers dread creating a resume. Putting your education, experience and qualifications down on paper can be daunting. Deciding what to include can be a difficult decision. Many individuals draft one resume and use it over and over, no matter the job to which they are applying. Learning how to tailor your resume to specific job situations is an essential skill that can help you land the ideal job.
Five easy steps can have you well on your way to creating the perfect resume.
Understand the business to which you are applying.
If you are fresh out of school or are considering a change in career, you may not be familiar with how businesses in some industries function. Make sure to do research on a company before applying for a job. Read the profiles of similar businesses in the same industry. If a company lists executive or employee biographies on its website, be sure to read them. Understanding what a certain business needs and values will help you as you decide how to format your resume. Once you have a solid grasp on the business to which you are applying, review resume examples that are specific to that industry. These examples will serve as an excellent guide as you formulate your resume.
Know how to make the best of the amount of job experience you have.
Job seekers who are entering a new field may find that they have years of job experience that is not pertinent to the position for which they are applying. In these situations, you should do your best to highlight your tenure in your previous job and note any accomplishments. These items will show that you are dedicated to your work and can achieve long-term goals.
If you are entering the workforce for the first time or have only worked intermittently, you may be worried that potential employers will view your lack of job history negatively. In order to combat this, list out volunteer activities and other accomplishments that show you can remain dedicated to one task or organization for more than a few months. Highlighting your academic achievements is a good way to demonstrate perseverance and dedication.
Spend time perusing stellar resumes.
You should review resumes from the specific industry to which you are applying in order to understand what conventions and standards are in use. You should also review resume examples to strengthen your sense of how to word various entries. Pay attention to what designs you find both visually engaging and easy to read. Note the types of information that jump out as important, and try to incorporate similar entries on your own resume.
Organize information logically.
This is no-brainer advice that many job candidates neglect when formulating resumes. If you are applying for a job that requires a certain level of education or special certifications, you should include these items right after your contact information and objective. Recruiters and human resources personnel tend to be very busy and may skim over your resume quickly. It is important that you provide essential information that qualifies you for a position quickly. Your qualifications will not matter if your resume is too cluttered to be read easily.
Know what hobbies and interests are worth including.
Many resumes include an area to list hobbies and interests. If you are going to include this area on your resume, you must make it worth the while. Share about activities and hobbies that demonstrate a specialized skill. If you are applying to a small business, your passion for photography and graphic design might add extra value to your candidacy. Hobbies that require perseverance and dedication demonstrate to employers that you are able to complete challenging tasks. Be sure to review example resumes in your targeted job area to see if including such information is common practice.
Submitting a resume is usually the first step in the job application process. Your resume should be clean, clear and well-organized. Make sure that the style of your cover letter and resume are consistent. Use the same font and general graphic design. Keep resumes and cover letters concise. The ability to distill and present a wealth of information in a small package is always attractive to an employer.
http://blog.thecareerproject.org/blog/2012/1/3/tailoring-your-resume-for-a-specific-job.html
How graduates can prove they have the skills employers want
To avoid being told you don't have enough experience ensure you highlight the skills employers are looking for on your CV
Employers hire on a mix of attitude, skills and experience. There are ways you can highlight a great attitude on your CV and a robust experience section is crucial. But you also need to prove you have the skills that employers want.
A lack of the right skills is letting graduates down, according to two recent articles. In Job seekers don't fit the bill Alexandra Levit writes that entry-level graduates are missing a strong work ethic and the ability to get along with others. In Key IT skills that graduates are missing, employers point out a lack of relevant IT skills, but they also say graduates lack understanding in basic business functions (accounting, logistics, marketing, and so on); a real-world perspective (understanding cost or time constraints) and the ability to work in teams.
It's crucial that you highlight your skills effectively to persuade an employer you're a strong candidate. Simply stating you have a particular skill isn't enough.
Pay attention to keywords
Use the job description to identify the most important skills for the role, then make sure you use these keywords appropriately. For technical or vocational roles, you can list your skills in a table, while for other roles, you can use them as sub-headings in either a key skills section, or in your work history section.
For broad skills like team work, it's effective to break the skill down into various aspects, such as goal-setting, communication strategies, planning or monitoring. Spotlight what you did in each of these mini-skill areas, and describe the impact your actions had on the team project.
Leave no stone unturned
As you read through the job description and identify the key skills, comb your entire background for examples that illustrate how you've used that skill. These could come from group project work or case-studies from your degree course, or from a previous job, extra-curricular or voluntary activity.
Don't discount anything just because it doesn't reflect your current career goals. As you don't need to declare every detail of a previous job (for example), extract key relevant information, then downplay or omit the rest. Organise the details of the job (responsibilities and achievements) into sub-headings, which you can title with the relevant skills keywords to shift the focus away from an irrelevant job title.
Plug your skills and knowledge gap
Once you've identified your target role, company or sector, work out what missing skills or knowledge might be holding you back. Find out what employers currently want through scouring job ads. Then tackle any areas you fall short in: it might be as simple as asking people in your target industry to explain crucial processes or to let you work shadow; or you might need to search out specific training – whether that's free online tutorials or more specialist training provided through professional or industry groups.
Consider including a small section on your CV that lists ongoing training, mentoring or skill-building activities.
Write a covering letter
A covering letter allows you to add further detail to your application, and to emphasise personal qualities, such as a pro-active approach to gaining skills or a strong work ethic. Focus on how your experience has equipped you with work-related or interpersonal skills, or given you a valuable business or commercial perspective.
Show awareness at interview
Portray yourself as an applicant keen to fill gaps and learn the business. Ask questions that reveal this mindset, such as "What skills would someone in this position need to perform really well?" or "What advice could you give me to improve my suitability for this type of role?"
http://careers.guardian.co.uk/cv-graduate-skills
Employers hire on a mix of attitude, skills and experience. There are ways you can highlight a great attitude on your CV and a robust experience section is crucial. But you also need to prove you have the skills that employers want.
A lack of the right skills is letting graduates down, according to two recent articles. In Job seekers don't fit the bill Alexandra Levit writes that entry-level graduates are missing a strong work ethic and the ability to get along with others. In Key IT skills that graduates are missing, employers point out a lack of relevant IT skills, but they also say graduates lack understanding in basic business functions (accounting, logistics, marketing, and so on); a real-world perspective (understanding cost or time constraints) and the ability to work in teams.
It's crucial that you highlight your skills effectively to persuade an employer you're a strong candidate. Simply stating you have a particular skill isn't enough.
Pay attention to keywords
Use the job description to identify the most important skills for the role, then make sure you use these keywords appropriately. For technical or vocational roles, you can list your skills in a table, while for other roles, you can use them as sub-headings in either a key skills section, or in your work history section.
For broad skills like team work, it's effective to break the skill down into various aspects, such as goal-setting, communication strategies, planning or monitoring. Spotlight what you did in each of these mini-skill areas, and describe the impact your actions had on the team project.
Leave no stone unturned
As you read through the job description and identify the key skills, comb your entire background for examples that illustrate how you've used that skill. These could come from group project work or case-studies from your degree course, or from a previous job, extra-curricular or voluntary activity.
Don't discount anything just because it doesn't reflect your current career goals. As you don't need to declare every detail of a previous job (for example), extract key relevant information, then downplay or omit the rest. Organise the details of the job (responsibilities and achievements) into sub-headings, which you can title with the relevant skills keywords to shift the focus away from an irrelevant job title.
Plug your skills and knowledge gap
Once you've identified your target role, company or sector, work out what missing skills or knowledge might be holding you back. Find out what employers currently want through scouring job ads. Then tackle any areas you fall short in: it might be as simple as asking people in your target industry to explain crucial processes or to let you work shadow; or you might need to search out specific training – whether that's free online tutorials or more specialist training provided through professional or industry groups.
Consider including a small section on your CV that lists ongoing training, mentoring or skill-building activities.
Write a covering letter
A covering letter allows you to add further detail to your application, and to emphasise personal qualities, such as a pro-active approach to gaining skills or a strong work ethic. Focus on how your experience has equipped you with work-related or interpersonal skills, or given you a valuable business or commercial perspective.
Show awareness at interview
Portray yourself as an applicant keen to fill gaps and learn the business. Ask questions that reveal this mindset, such as "What skills would someone in this position need to perform really well?" or "What advice could you give me to improve my suitability for this type of role?"
http://careers.guardian.co.uk/cv-graduate-skills
Wednesday, 21 December 2011
10 ways to win a design award
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
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
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
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