Archive for the ‘CV writing’ Category

Remember, most employers like:

• people who listen
• people who answer questions with examples
• people who come prepared
• people who appear confident

Also remember during discussions (and in your letters) employers look again at people who can:

• Cut costs
• Get it done more quickly
• Avoid potential problems
• Improve appearance
• Organise it
• Increase sales/profits/turnover
• Use old things in a new way
• Provide more information
• Cut down time
• Reduce the risks
• Meet deadlines easily
• Cut staff costs
• Develop staff performance
• Turn round a bad situation
• Introduce new systems
• Improve teamwork and relationships

1) Ensure a robust job description/person specification is in place; you can’t recruit without this basic document.

2) Develop a job advert and best place to advertise – on the net, local paper, specialist journal – the role and the target market decides this

3) Develop a structured interview process – decide who is on panel, what will you say about the company and job, questions, ability test (or even an assessment day if it’s a senior manager or graduate position)

4) Short-list using a grid to avoid discrimination, invite chosen candidates to interview

5) Chose the best candidate on the day and provide a structured induction.

Think TOPICAL.

What do I mean by TOPICAL?

• T – Targeted at the specific vacancy, role or sector you are applying for
• O - Ordered and set out in a clear way
• P – Positive; demonstrate your achievements, your skills and your confidence
• I - Informative; gives relevant and reasonable detail
• C – Concise – usually no need for more than 2 A4 pages
• A – Accurate in content, spelling and grammar
• L - Logical; relates to what you want to do and what you are applying for.

The Framework

There are no hard and fast rules however an ideal and simple format to follow is:

Contact Details
Personal Statement  (optional)
Skills (optional)
Employment History
Education and Training
Interests and Hobbies (optional)
Additional Information (optional)

1. Contact Details - these MUST be clear and complete.  Remember to include your full name, postal address, at least one phone number and an e-mail address.  [It's worth setting up an e-mail account to ensure that your address is suitable for potential employers to contact you - hotlips69@mailservice.com is not appropriate!]
2. Personal Statement – A maximum of three sentences summing up who you are, what you can do and what you are looking for
3. Skills section – this gives you the opportunity of summarising transferable, sector specific and perhaps alternative or voluntary skills.  You might want to add an Achievement section here to summarise your accomplishments.
4. Employment History - list your most recent job role and employer first.  Ensure that the dates are included and relevant information about what you can do/what you did do are listed.  Quantify the statements.  Potential employers want to know what you can do for them.
5. Education and Training – list in reverse chronological order all relevant training, qualifications and if appropriate; school exam results.
6. Interests & Hobbies – depending on the role you are applying for depends on how much you want to include.  Risk averse employers do not want to read that potential employees spend their recreational time participating in high risk activities.  However intellectual, cultural activities are usually acceptable to mention – but be prepared to answer questions on them.
7. Additional information – you may wish to include details of your right to work, ability to drive and anything else that might support your application favourably.  You are not obliged to include your date of birth or your marital status.

Your CV is a sales pitch that tells a potential employer that your skills match their job criteria. It only has one purpose – to get you an interview. It has to be clear, concise, look good and sell your achievements.  A trained eye will take around 20 seconds to scan your CV. You must make an immediate impact because a potential employer may not get past the first half page.

Reduce your whole life down to just 2 pages, and make it 100% better!

If you would like more information, please contact Lynn

We’ve done the shifting now it’s onto switching.  What will it be next?

Many of the city professionals are changing direction and using their transferable skills to find alternative employment.  Jack Grimston writes in the Sunday Times that “Bankers, Lawyers and other professionals flooding into schools may soon outnumber new graduates”.  So taking a reduced wage and an alternative lifestyle they are getting themselves back to work.

What will this mean for the schools?  A fresh approach in the class-room or a dull uninspired outlook?  How long before they want to return to their original chosen career?

Whilst reading the Sunday Times, I also picked up on the article on women entrepreneurs. That was a good read

Related articles by Zemanta

• Lipstick Entrepreneurs in The Sunday Times (thenextwomen.com)

Outplacement business should be brisk.

With redundancies rising one might expect outplacement consultants to be chomping at the bit in anticipation of rising demands for their services. However, more often than not it seems that businesses are side lining the services and making staff redundant without offering professional add on support.

Using robust outplacement services can mean that the negative effects of redundancy can be off set for both those that lose their jobs and those that remain in post. Survivors syndrome often shows up as a demoralised guilt ridden workforce resulting in loss of production. Using professional services can help a company retain its credibility and maintain its market position.

Redundancy is difficult for all those involved, employees and employers alike. Outplacement services support both the individuals and the employer through the challenging time. Support services can be from breaking the bad news, setting up a communication strategy, to supporting the exiting staff and helping them move forward and make alternative job choices, focusing on a new CV, Interview coaching and Job Search strategies whilst maintaining the morale of the remaining employees.

The benefits?

Using Outplacement Services gives

• a positive clear message that shows a company cares and this will undoubtedly have an impact on existing staff and for attracting new employees in the future
• affected staff support through their career transition to new employment, education or training
• strength to reduce individual’s emotions and manage their possible anger, disappointment and resentment

What is offered?

Executive Outplacement – These are programmes tailored for executives or senior managers. They are bespoke programmes facilitated through 1-1 coaching and cover topics including: moving on after redundancy, career assessment and direction, CV support, job hunting strategies and interview preparation.

Individual Outplacement –These programmes offer 1-1 coaching and flexibility to meet individual needs. These programmes vary in length and content with modules – career coaching and assessment, CV preparation, job search, interview advice and ongoing support.

Group Outplacement – This is a workshop programme designed to help a group.

Yes, officially we are in a recession, there’s a credit crunch and employers are feeling the pinch.

This news follows a gloomy report by the British Chambers of Commerce (BCC) earlier this month which predicted that up to 300,000 jobs would be axed by 2011 as the economy goes into reverse.

Employment lawyers and legal helplines are reporting a sharp rise in businesses seeking advice on how to sack staff, suggesting a further surge in redundancies may be on the way.

Allianz, the insurance group, says its legal helpline Lawphone last month received a record number of calls seeking advice on redundancy issues.

More than a third of calls received by the helpline were about employment issues, compared with just 2.4 per cent in the same month last year, it said. Employment lawyers are also reporting a rise in businesses seeking advice on redundancies as trading conditions have deteriorated over the summer.

So if you are in the unfortunate position of being redundant, and you’re looking for a new job, how are you going to go about it?

Getting your CV right first time is of prime importance, and understanding your personal strengths will be a necessity.

You can upload your CV to numerous websites, and with keywords, search for roles that are suitable.

At the end of the day, you mustn’t forget the ‘hidden job market’ [yes, that's still there] – and networking. Networking is the best way to meet new contacts who have contacts who may know of opportunities or of people who could open doors for you.

Look out for networking events wherever you live. Use our new widget on the right to find events near you!

There are many networking groups around including BNI, BRE, Breakfast for Business, First Friday, Success in Sussex, 1230, WNC and websites that encourage networking, eg: ecademy, Business Scene, Linked In. And if used discerningly, even Facebook can help.

Online networking can be fun, a useful way to share experiences and ask for support. It can make the job search a little easier and less of a lonely affair. Good luck!