The 7 Steps To Writing An Interview-winning Cv
The 7 Steps To Writing An Interview-Winning Cv
1) Research your target employers:

Before you start writing your CV, you should find out exactly what your target employers want to see on applicants’ CVs. Search for relevant jobs online, make a list of the most popular requirements and link them to your own skills and knowledge. Including keywords will also help your application to beat application tracking systems, as unfortunately a lot of CVs don’t actually get seen by a human if they don’t make it through the initial digital screening process.

2) Format and structure are crucial:

A busy CV can be off putting and confusing! You need to ensure that recruiters and employers can navigate your CV easily and pick out the key information that they need. Divide your CV sections clearly with bold headings, use a simple font and break up text for ease of reading. Try to restrict it to a page or two, as the recruiter’s decision to progress your application will be based on the key information, not your life story!

3) Make a big impression with your profile:

The profile that you include at the beginning of your CV is crucial as i is the very first thing an employer will read and it could even be the deciding factor for recruiters when they are rushed for time and scanning through dozens of CVs. Make sure that it is packed with in-demand skills and knowledge, but show some personality too, so you don’t sound like a cliche! Try to keep it short and sharp to draw readers in and encourage them to read your CV in full.

4) Structure your role descriptions properly:

Job titles don’t always reveal much about what your previous roles entailed. In order to demonstrate the value that you can bring to a new potential employer, you must use your role descriptions to showcase what you’ve achieved for past employers. Start with an overall summary, then describe your responsibilities in bullet points and try to add some key achievements to prove your input.

5) Adapt your education:

The amount of information that you need to give about your education really depends on the stage in your career you are at. List your education at the bottom of your CV and adapt the amount of detail depending on your experience level. Less experienced candidates should include lots of education information, whereas more experienced candidates can use a short summary.

6) Keep interests relevant:

Interests are an optional section so only include interest that can add value to your job applications in terms of showing a bit of personality or demonstrating your true interest in the industry. Culture fit is a big factor that is considered when making a new hire, so some recruiters and employers may take a look at your interests to gage what kind of person you are and how they feel you would fit in at their organisation.

7) Triple check your CV:

Mistakes in your CV can seriously damage your job hunting chances, so make sure you thoroughly proof read your CV before sending it out to employers. Spelling and grammar errors can look sloppy, so it’s best to get a second opinion from a family member or friend ahead of sending it off.


For Employers
Active Vs. Passive Candidates: Recruiting On Baseless Merit

Here’s a topic that’s near and dear to my heart: recruiters’ and employers’ preference of sourcing and hiring passive (non-job-seeking) candidates over active (job-seeking) candidates, and discrimination against the unemployed or anyone seeking employment.

Sixteen years ago, I worked for a New York City ad agency that was sold to a larger company and, along with many other employees, I was laid off. As I began to embark upon my new job search, 9/11 happened, leaving the city and much of the country in a deep recession. I tried to look on the bright side – certainly there were people who were dealing with much worse than I was. But nevertheless, I was unemployed, and unfortunately stayed that way for many months after.

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When I eventually reentered the workforce in the recruiting industry, I soon discovered what could have been one of the contributing factors to my long stretch of unemployment. Many recruiting firms often sell clients on the fact that they only recruit passive candidates, and many employers simply demand it. Over the next several years, I worked job searches for clients who would only hire candidates who were already employed. I sourced candidates for recruiters who wouldn’t even consider them if they weren’t currently working, even for positions that had gone unfilled for long periods due to their specialized skill requirements. And through it all, I wondered…am I now contributing to the same cycle of unemployment that I had been caught in a few years ago?

Discrimination based on employment status is nothing new in the recruiting world. Recently, it became enough of an issue for states like New Jersey, Oregon and Washington, D.C. to pass laws outlawing it. But in most states, employment status is not a protected class. Even if it were, how many unemployed workers have the time, money or drive to pursue a lawsuit against a potential employer who insists on hiring passive candidates? How would they even prove that their state of unemployment affected the employer’s decision not to interview them? And assuming they could, let’s not overlook how a legal victory in their favor would affect their future job search.

The perception

In the working world, there are many perceptions that are held so tightly that they often take years, even decades, to break. One of those is the perceived notion that passive candidates are superior to active candidates. Active candidates are desperate, and there must be some deep-rooted reason why they’re unemployed. If they had the skills and drive to be successfully employed, they already would be. If they were willing to work hard, they would have channeled that passion into their job search. Passive candidates are comfortably employed because they deserve to be. Luring them away from their current employer with a better salary and benefits will certainly result in a better hire than someone who is willing to accept anything. Unfortunately, none of these are true.

The reality

Have you ever known a good employee to lose his or her job? Have you ever worked with a bad employee? Of course! Everyone who has held a job can answer “yes” to both of these. So what makes so many recruiters and hiring managers associate “employed” with “better employee” and “unemployed” with “lesser employee?” Certainly there are occasional cases of employees losing their jobs by their own fault, then not being able to get rehired for good reason. But there are far more excellent employees who have lost their jobs by no fault of their own, and are willing to do whatever is necessary to reenter the workforce and prove themselves.

Any recruiter or hiring manager who disqualifies candidates based only on employment status without taking into account previous work experience, education, skill set, personality, drive and determination is doing their employer a huge disservice. Substituting any or all of these qualities with the simple requirement of being currently employed is a quick and easy path to a bad hire, thus forcing the employer to start the search process over again from square one. Furthermore, only considering passive candidates increases the chances of hiring job hoppers, who are only interested in salary and perks, and will jump ship again as soon as a better offer comes along. Active candidates are far less likely to take a job offer for granted, and more likely to work that much harder to impact the company, enhance their skill set, assimilate into the company culture, and prove their worth to the employer who was willing to give them a second chance.

There are few employees who are lucky enough to retire without ever having experienced a day of unemployment. Those of us who have been unemployed know that if every employer only hired passive candidates, a layoff or termination would mean the end of one’s career and a bleak financial future. It’s therefore up to recruiters to consider both active and passive candidates for job searches, and to educate clients on the benefits of recruiting based on skills, experience and culture fit as opposed to employment status. After all, the more active candidates that rejoin the workforce, the more passive candidates that will exist for the next job search!

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Job Search Statistics Every Job Seeker Should Know
Job Search Statistics Every Job Seeker Should Know

Job Seekers could have all the skills and  experience to make you the best candidate for a role, but if you’ve made sloppy mistakes on your resume, or not taken the time to write it in a way that will get you noticed, it could cost you the job.

Recruiters generally make up their mind about a Job Seeker within 60 seconds of glancing at their resume, so it could be something as small as a spelling error that gets your application discarded.

So what makes a stand out resume and what are the most common mistakes that job seekers make?

CV and Resume Statistics:
What are the top reasons that recruiters reject a Job Seekers resume?
  • 59% of recruiters will reject a candidate because of poor grammar or a spelling error. Though these mistakes seem small, they indicate that the candidate is sloppy and hasn’t taken the time to proofread their resume.
  • Over 50% of recruiters will reject a candidate if their resume is full of cliches. You need to differentiate yourself from the crowd, cliches are boring.
  • Over 40% are also put off by too much design, such as snazzy borders, inappropriate fonts, clipart images…..or even an emoji!
What are the top 10 resume cliches that recruiters hate?

“I can work independently.” – Most people can!

“I’m a hard worker.” – Yes, aren’t we all?

“I work well under pressure.” – Congratulations you tough cookie!

What makes a great resume?
  • Read through your resume at least 3 times to make sure there are NO spelling or grammar mistakes and it all reads smoothly. Get someone else to check it over too, in case you missed something and to get a second opinion.Keep your resume as professional as possible. Photosare not necessary and fancy fonts make it look slightly unprofessional. Stick to a simple font such as Calibri or Arial, use bullet points for easy scan-ability and ensure that they layout is consistent throughout. Try to keep it to a couple of pages long.
  • Ensure that your contact details are correct and up to date.
  • Tailor your resume for the job, mentioning keyword s and skills that are included in the job advert.
  • Use specific examples of achievements from each role
Facts from Recruitment Agency Source
  • On average, each corporate job offer attracts 250 resumes. Of those candidates, 4 to 6 will get called for an interview, and only one will get the job. (Glassdoor)
  • Recruiters take an average of six seconds to scan a resume. (TheLadders)
  • What recruiters say they look for on a resume (Jobvite Recruiter Nation Report 2016):
    • Job Experience – 67%
    • Cultural Fit – 60%
    • Cover Letters – 26%
    • Prestige of College – 21%
    • GPA – 19%
    • 62% of employers are specifically looking for your soft skills. (Careerbuilder)
  • What a list of what recruiters want to see from job seekers (Careerbuilder):
    • Resumes Tailored to the Open Position – 63%
    • Skill Sets Listed First on a Resume – 41%
    • Cover Letters – 40%
    • Application Addressed to the Hiring Manager – 22%
    • Links to Personal Blogs, Portfolios, or Websites – 16%
    • 53% of employers feel they need more than a resume to assess if someone is fit for a job. (Careerbuilder)
  • 44% of job seekers think they spend 1-5 minutes reading a job post when they spend 49.2 – 76.7 seconds reading a job post. (TheLadders)
  • Recruiters will penalize people who have pursued non-standard work or work that’s “beneath” the candidate. (American Sociological Review)
  • Not using your professional skills can hurt a resume as much as one year of unemployment. The damage is limited for those who had temp agency employment. (American Sociological Review)
  • Recruiters penalize men for part-time work but not women. (American Sociological Review)
  • 4% of resumes errors come from mistakes in former job experience descriptions. (TheLadders)
  • 6% of resume errors come from the miscommunication of skills on a resume. (TheLadders)
  • 7% of resume errors involved missing accomplishments. (TheLadders)
  • Here’s what recruiters say will get a resume rejected in 2016 (Careerbuilder):
    • Impersonal Applications (No Hiring Manager’s Name) – 84%
    • No Thank You Note After Interview – 57%
    • Resumes Aren’t Customized and Tailored – 54%
    • No Cover Letter – 45%
    • No Follow Up With Employer After Interview – 37%f
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