What is a CV?
• Not such a stupid question. CVs are called many things (like resume in America) but what ever it is called (and you do not have to write — and in fact should not write — "curriculum vitae" on it any more than you write "letter" on the top of your letters) there are a few very simple rules that you ignore at your peril.
• A CV does one thing, and one thing only. It gets you an interview for a job.
• A CV is not a potted biography. It is not a record of everything you have ever done. Think of it as a piece of highly-targeted direct mail, a business document. Direct to the people who will decide whether you will be considered for a new role and be appointed.
What should my CV contain?
• You should consider having a number of CVs. Firstly, a generic CV that covers most of the options and would sit comfortably on a database with a headhunter and would cover your experience in general terms. When it comes to applications for particular roles, you should write a CV specific for that role and highlighting the key expertise that you bring as a candidate.
How long will a recruitment consultant look at my CV?
• Initially between one and two minutes. Yes, really. This will either put you in the Positive pile for further detailed assessment, or in the Negative pile, which for this particular assignment will be the end of your application.
• What that means is you must have maximum impact and present information — not opinions, not puff — in the most succinct, direct and easily digestible manner. Good layout is essential.
The Golden rule of CVs
• If you pay no attention to anything else in this article then remember this. Your CV should be no longer than 4 pages.
• All recruitment consultants have horror stories of the six, nine, ten, even 14 page CVs. Candidates with 14 page CVs will remain candidates for a long time.
What is a recruitment consultant looking for?
• In simple terms, they are mirroring your CV against the vacancy they are managing.
• He or she will have a clear idea in their own head of the background and skills they are looking for. The first thing they will look at is the last employer you worked for and what job you were doing. If that experience is relevant, they will look deeper at your CV at what other experience you have.
• If the information is presented in a clear, immediately accessible way, you stand a much better chance of being selected for interview. If the information is buried deep in several pages of closely typed, poorly laid-out, incorrectly spelt text, then no one is going to bother. Competition amongst candidates is fierce and therefore your CV must be well written and competitively well positioned.
How do I organise my CV?
There are two main types of CV
Time based
• The traditional, and for most people, preferred layout. Arrange your career history with your current/most recent job first and work back. Make the job title and your employer clear. If your job title does not really explain what you did, then expand on it to provide enough detail. Jobs held more than 15 years ago should be very briefly described.
Skills based
• Organised around your skills. May be more appropriate for some one who has moved jobs a lot or has significant experience gleaned from other areas, such as voluntary work. Also useful for candidates contemplating a major career switch so that previous experience needs to be put in context to make it relevant. Members of the Armed Forces may find it relevant. Commanding an aircraft carrier or drawing up plans to invade Iraq may need some interpretation for the civilian world. Not a popular format with recruiters.
What to put in
• Facts. And only facts.
• Whatever format you adopt, stick to the facts. Tell the consultant what you did, what your achievements were and provide the evidence for it. Avoid flannel. Use extended bullet points. Don't say you are a "world class leader" and leave it there, provide objective, factual examples to back it up.
• Put your achievements into context, highlighting the complexity of the task you achieved; a Managing Director of £6m turnover manufacturing company is very different from a Managing Director of a multi-site internationally based manufacturing company.
• Do not lie.
Things you can safely leave out
• The following list is not definitive. And don't forget, this kind of information can be presented later in the application process if you make it to the interview list. Some of it is unnecessary detail although may be of interest later in the recruitment process.
- Marital status
- Number/ages/names/sex of children
- Details of your primary school
- Your O/GCSE level subjects and grades
- Almost certainly your A level grades unless you a very recent graduate
- Any exams/qualifications you failed
- Place of birth
- Nationality
- Hobbies and interests. If you have represented your country in the Olympics, have written a best-selling book, or hold the record for the largest stack of 2p pieces balanced on your nose while uni-cycling then you may include them. If your interests are gardening, DIY and golf, as most people's are, then leave it off.