Year: 2014

Should you have 2 CV

Is a 2 CV approach better than 1?

It’s an eternal question; is a 2 CV approach better than 1? You may have possibly heard that you should tailor your CV for a specific role that you are interested in? Which is the correct option? Neither.

Tailor a copy of the CV

The straight answer is have one CV as the best all round representation of you and for each role that you apply for tailor a copy of the CV for that particular role and job description. But [blockquote align=”left” cite=”Laszlo Bock, Google Chief Of HR”]People who tweak their CVs or résumé the most carefully can be especially vulnerable to this kind of error, because they often result from going back again and again to fine tune your résumé.”[/blockquote] in doing so, it is probably pertinent to heed the recent words of wisdom from Google’s Chief of HR Laszlo Bock. “People who tweak their CVs or résumé the most carefully can be especially vulnerable to this kind of error because they often result from going back again and again to fine tune your résumé.”

How you get around the issue is key and being methodical is critical. Even then, you may succumb to word and grammar blindness, whereby no matter how many times you go through the document the mistakes are not all rectified or spotted. When a CV is received like this by a recruiter, the first instinct of the reader is to look for detail that includes the applicants attention to detail and attention to grammar. The more senior you are, the more likely it is for your CV to face a granular inspection. After all, if you intend to be the head of business, then you should be able to sort out the detail on a CV, shouldn’t you?

CV writing just isn’t fair

If only it were that simple! CV writing is a difficult and challenging process for nearly everyone, and just because you might be able to run a multi-million dollar industry does not necessarily mean that you can conjure up a CV that represents you in the best possible way. There are a number of options around this. Firstly, be mindful that if you choose to ignore the option of tailoring your CV it will put you at a disadvantage. Secondly, as a professional CV writer to assist you [button size=”large” align=”center” link=”tel:+442033228853″ linkTarget=”_blank” color=”green” textColor=”rgba(255,255,255,1)” width=”500″ icon=”mobile-phone” icon_color=”#ffffff”]Want to know more? Click here to call from your device[/button] Thirdly, if you want to go it alone Grammarly provide a great tool for proof reading which can help ensure that the CV is as close to perfect as possible.

Christophe de Margerie Killed In Moscow

CEO Christophe de Margerie Killed in Accident

(Reuters) – The chief executive of French oil major Total, Christophe de Margerie, was killed when his private jet collided with a snow plough as it was taking off from Moscow’s Vnukovo airport on Monday night.

De Margerie’s death leaves a void at the top of one of the world’s biggest listed oil firms at a difficult time for the industry as oil prices fall and state-backed competitors keep them out of some of the best oil exploration territory.

The collision occurred minutes before midnight Moscow time as de Margerie’s Dassault Falcon jet was taking off for Paris.

Russia’s Investigative Committee said the driver of the snow plough had been drunk and that a criminal investigation had been launched. The plane’s three crew also died, said Total. The airport said visibility was 350 meters (1,150 feet) at the time of the crash.

Vnukovo is Moscow’s oldest and third biggest airport. Located southwest of the capital, it is used by Russian President Vladimir Putin and other government officials.

De Margerie, 63, had attended a Russian government meeting on foreign investment in Gorki near Moscow on Monday.

With his distinctive bushy mustache and outspoken manner, he was one of the most recognizable of the world’s top oil executives. Total is France’s second-biggest listed company, with a market value of 102 billion euros.

“France is losing an extraordinary business leader who turned Total into a world giant,” French Prime Minister Manuel Valls said in a statement. “France is losing a great industry captain and a patriot.”

De Margerie was also a personal friend of French President Francois Hollande, who said he was “stunned and saddened” by the news. Accolades poured in from other French business leaders.

POTENTIAL SUCCESSORS

De Margerie became Total’s CEO in 2007, taking on the additional role of chairman in May 2010, after previously running its exploration and production division.

He said in July that he should be judged on the new projects launched on his watch, including such as a string of African fields.

He also said then that Total would seek a successor from within the company. The company had not officially announced any succession plan, but said it would hold a board meeting as soon as possible.

Philippe Boisseau, head of Total’s new energy division, and Patrick Pouyanne, who was charged with reducing exposure to unprofitable European refining sectors, have long been seen as potential successors.

Total’s shares dipped as much as 2.3 percent on opening, but by 0740 GMT were barely changed at 42.88 euros. It was, however, still the weakest share price performance among the top European oil companies in early trading.

De Margerie was a staunch defender of Russia and its energy policies, as the conflict in Ukraine has raised tensions with the West to levels not seen since the Cold War, and triggered economic sanctions against Moscow.

He told Reuters in July that Europe should stop thinking about cutting its dependence on Russian gas and focus instead on making those deliveries safer.

He said tensions between the West and Russia were pushing Moscow closer to China, as illustrated by a $400 billion deal to supply Beijing with gas that was clinched in May.

“Are we going to build a new Berlin Wall?” he said. “Russia is a partner and we shouldn’t waste time protecting ourselves from a neighbor … What we are looking to do is not to be too dependent on any country, no matter which. Not from Russia, which has saved us on numerous occasions.”

Total is one of the top foreign investors in Russia and also one of the oil majors most exposed to Russia, where its output is due to double by 2020.

Putin sent condolences, praising de Margerie’s business skills and his commitment to “the cause of promoting bilateral Russian-French relations”.

Sir Alan Sugar is a bully claims Guardian

Apprentice bashing is back

Lord Sugar and his minions return to the UK tv screens 13/10/14 for the beginning of another series of the Apprentice. The BBC have started a drip youtube feed of the shows contestants aka candidates with sound bites for the couch potatoes that can’t understand the dialogue. You could say that the videos allow the candidates to express themselves but is it just another vehicle for bullying and ridicule prior to the show launch that they must endure? After we have all had a good laugh at their possibly lamentable claims we will see them face Lord Sugar and his bullying tactics according to The Guardian cribbing from the Radio Times. Lord Sugar says he just speaks as he finds and had he been a bully then he would have been inundated with tribunal cases, which he has not. Why they have chosen this over the dire quality of candidates would have nothing to do with an easy headline grab of course. It all begins with a series of videos that have been released which frame the candidate(s) in a noose of their own sound bites.

The real question should be; has The Apprentice become an early season pantomime over the last few years or does it still offer something of value? In the interim, ready yourselves for a hoist of the petard(s).

Steven Ugoalah audition – The Apprentice 2014 – Series 10 – BBC One
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Solomon Akhtar audition – The Apprentice 2014 – Series 10 – BBC One
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Sarah Dales audition – The Apprentice 2014 – Series 10 – BBC One
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Can big data prevent you from getting a job?

Big Data And Your CV

BBC News Article

The bald truth is that most companies are pretty bad at recruitment.

Nearly half of new recruits turn out to be duds within 18 months, according to one study, while two-thirds of hiring managers admit they’ve often chosen the wrong people.

And the main reason for failure is not because applicants didn’t have the requisite skills, but because their personalities clashed with the company’s culture.

So these days employers are resorting to big data analytics and other new methods to help make the fraught process of hiring and firing more scientific and effective.

For job hunters, this means success is now as much to do with your online data trail as your finely crafted CV.

Game for a job?
While the internet has certainly made it easier to match jobseekers with vacancies, a number of firms are moving beyond automatic keyword matching to find “suitable” candidates and trying more sophisticated analyses instead.

For example, recruitment technology firm Electronic Insight doesn’t even bother to look at your skills and experience when analysing CVs on behalf of clients.

Knack games as advertised on the iTunes store
Recruiters claim that games reveal more about a candidate than a traditional CV and covering letter
“We just look at what people write and how they structure their sentences,” says Marc Mapes, the firm’s chief innovation officer.

Its algorithm analyses language patterns to reveal a candidate’s personality and attitude, and then compares this against the cultural profile of the company.

“About 84% of people who get fired do so because of lack of cultural fit, not because of lack of skills,” he maintains.

And companies such as Silicon Valley start-up Knack are even developing games as a way of assessing the suitability of job candidates.

While applicants play an online game designed to reveal their personality, emotional maturity and problem-solving skills, hundreds of pieces of information are being collected in the background and analysed by data scientists.

For example, one game, Wasabi Waiter, involves the player serving customers in a restaurant and assessing their moods and desires. Every decision and choice the player makes tells a story, often unconsciously. Play reveals our true personality, the company argues.

“Gamification is definitely coming in,” says Paul Finch, managing director of Konetic, an online recruitment technology company. “Games can tell if you’re a risk taker or innovator and they appeal to youngsters’ gaming culture.”

Size matters
But innovative personality tests are supplements to, not replacements for, big data analytics, many recruiters believe.

Analysis of historic data from tens of millions of job applicants, successful or otherwise, is helping employers predict which new candidates are likely to be the best based on a comparison with the career paths, personalities and qualifications of previously successful employees.

“Now we’re able to use our own data to track how long candidates stay in a role before seeking new opportunities,” says Geoff Smith, managing director of recruitment consultancy Experis.

Can big data really revolutionise our world? We explore how the explosion of information and analysis will impact our lives and our privacy.

Power of big data
“We can also map out and predict typical career paths based on other candidates’ career histories, which makes us more efficient and more able to help candidates with their future career ambitions,” he says.

Ben Hutt, chief executive of Talent Party, a UK and Australian job site aiming to become “the Google of job search”, agrees that data science is saving recruiters a lot of time and money.

“We have 10 million candidate CVs on our database,” he says. “Using automated semantic analysis we can match suitable candidates to relevant jobs quickly and efficiently, saving human resources managers a lot of time.”

And Juan Urdiales, co-founder of recruitment website Jobandtalent, says machine learning algorithms are making the process of matching suitable candidates to relevant jobs much more accurate.

“We analyse more than 2.5 million profiles and more than 2.5 million job offers every month and learn which jobs the applicants click on and which they reject, refining the search process based on that data,” he says.

Selection bias
All this data analytics is also challenging perceptions about what skills and experiences candidates should have for the post.

President Obama speaking at The White House
President Obama’s White House has endorsed Evolv’s software as a way of fighting recruitment prejudices
For example, San Francisco-based company Evolv found that long-term unemployed people perform no worse than those who have had more regular work.

It also found that prior work experience and even education are not necessarily indicators of good performance in some roles.
[blockquote cite=”Paul Finch Konetic”]It’s all about reputation. If people can’t manage their own reputations, how are they going to protect the reputations of their future employers?[/blockquote]

And for some reason, service industry workers who regularly use five social media platforms or more per week tend to be more productive but less loyal than their less digitally social colleagues.

Social profile
In addition to all the historic data analysts have at their disposal, social media is offering recruiters a rich new vein of real-time data.

Our blogs, websites, Twitter rants and LinkedIn profiles reveal as much – if not more – about us than a semi-fictionalised CV.

“The days of keeping your personal and professional profiles separate are over,” warns Experis’s Geoff Smith.

“Social media is a great platform for individuals to demonstrate their expertise, experience and enthusiasm for their field of specialism. However, candidates need to be conscious of the online reputation they are building and the data trail they are leaving behind.”

A growing number of tech companies are offering tools that can sift through masses of social media data and spot patterns of behaviour and sentiment.

Employers are watching: what does your social media profile say about you?
“Online tools, such as Sprout Social and Hootsuite enable our recruiters to keep an ear to the ground on what’s going on with their clients, candidates and in the sectors we’re working in,” says Mr Smith.

Konetic’s Paul Finch agrees that applicants need to be aware what image their online profiles project.

“It’s all about reputation. If people can’t manage their own reputations, how are they going to protect the reputations of their future employers?” he asks.

Human touch
But technology can only take us so far, argues Jerry Collier, director of global innovation at Alexander Mann Solutions, a company sourcing staff for blue-chip companies including HSBC, Rolls-Royce and Vodafone.

“Recruiting should be about relationships,” he says. “Technology is only there to make that process simpler and more efficient.

“If you want diversity and a richer, more creative workplace, you need people from different backgrounds and experiences.

“Leave that to an algorithm and it will probably come up with the same type of person every time.”

Talent Party’s Ben Hutt agrees, saying: “When you apply data science to 10 million CVs, it becomes something really useful.

“But data science is never going to replace the face-to-face interview.”

Original article: BBC

Laszlo Bock SVP People Operations at Google

The worst CV mistakes, according to Google’s HR chief

Google’s chief of HR, Laszlo Bock, says he has personally viewed more than 20,000 CVs in his career, so it’s fairly safe to assume he knows a thing or two about what makes a good, or bad, CV.

Bock, who heads People Operations at Google, recently shared with LinkedIn followers the most common mistakes he sees on CVs.

For the HR expert, typos are the number one red flag on a CV and one that keeps happening far too often. In fact, he mentions a 2013 CareerBuilder survey that found that as many as 58 per cent of CVs contain typos.

“People who tweak their CVs or résumé the most carefully can be especially vulnerable to this kind of error, because they often result from going back again and again to fine tune your résumé just one last time. And in doing so, a subject and verb suddenly don’t match up, or a period is left in the wrong place, or a set of dates gets knocked out of alignment,” says Bock.

Worst CV Mistakes

“Typos are deadly because employers interpret them as a lack of detail-orientation, as a failure to care about quality,” he adds.

According to Bock, lengthy CVs should also be on an HR manager’s rejection list. The rule of thumb, he says, is one page per 10 years of work experience. Formatting is also a big issue, as he says many CVs aren’t clean or even legible enough.

Bock has also come across CVs revealing confidential company information which, in his opinion, should also mean instant rejection. Lastly, he says HR managers should turn down any CVs with blatant lies. In the age of the internet, any lies can easily be uncovered.

In the opinion of Google’s head of HR, these are the things that can send a CV straight to the recycling bin.

Original article: The worst CV mistakes, according to Google’s HR chief.

What to write in a CV

Just seen your CV can I ask what you do?

The scene: CV sift day – when we crack open the machine that gathers applications and look inside, hoping to spot diamonds amongst…

I like to think of myself as human (post first coffee AM). As a human reading a CV (I make this point to avoid a comparison with an applicant tracking system), I want to know who you are, what you have done and where you ply your trade. After that you can give me some choice morsels of highlights etc. I take this for granted. Which is why I’m surprised this week by a number of MD Level CVs that have been sent to an executive position that we are recruiting for. The place of work had no detail except for the name of the organisation.

Why this is an CV issue :

The organisation element of career history is a pinch point in your CV, and if you give the reader a couple of lines about the business then they can quickly quantify your role: (imagine if you will, that the box below in red is snipped from such a typical CV)

[divider_padding]

[error_msg]Acme Thunder – Managing Director
A PLC employing 20,000, with a turnover circa £900M providing loud noises and occasional flash systems for cloud and storm fronts internationally from 24 countries. www.acmethunder.com[/error_msg]

If I omit the bold italics (so that you can see the detail) from the description of Acme Thunder above, I deprive the recruiter of:

[list style=”list11″ color=”red”]

  • Type-PLC
  • Employee Number-20K
  • Turnover-£900M
  • Industry-Sky
  • Sectors-Storm fronts, Noise and Light
  • Reach-International
  • Number of Centres-24

[/list]

The lack of detail is detrimental to your CV and opportunity. Why take the risk for a couple of sentences of content? Just read your CV, can I ask what you do..?
To find out more click here: Managing Director CV Writing Service

Recruiters look for holes in a CV

Reading Between The Lines Of A CV

Recruiters could, and are seeing increasing numbers of CVs from a different perspective, and it could be detrimental to the intended career move of the individual.

It transpires when reading a CV that the first review of the detail a recruiter makes is cursory, and a skim for relevant experience to the post applied for. The second review is for career movement, and if the CV passed the relevant experience test then this could be where the detail voids (aka holes) in a CV could let the individual down.

There are many factors that can cause people to move from one job to another which include progression and continuity as just two reasons, but if a CV only offers superficial detail of the roles held, and no explanation of departure then the reader has to arrive at a conclusion.

Usually negative.

Recruiters consider lack of detail on a CV as an attempt to conceal the truth about movement. It transpires, rightly or wrongly, that this lack of detail creates a mental label in the mind of the reader that the CV represents a job hopper, probably unable to hold a position for longer than 18 months before resigning or being sacked.

Conversely, career movements can work in favour of the person being scrutinised but require effort to ensure that they encapsulate and promote responsibilities, achievements and progression to explain clearly to the reader the reasons for change.

We are continually surprised by the number of people that fail to understand what should be an opportunity which can fundamentally change the way recruiters engage with the person concerned.

Do not let a recruiter read between the lines, ensure the effort is made to add the lines of detail to a CV and it could be the difference between you and the next guy.

Your CV Success

Your CV, Your Responsibility, Your Success

Keeping your CV up to date is something that people tend to think of then forget or procrastinate over before forgetting. Then it happens, you spot the “dream job” or feel/know that you cannot continue in your current role. You blow the dust of the CV, and add a quick update, then possibly show it to a significant other for a much valued (worthless in most cases†) opinion. You send it through to the Recruiter and hear nothing.

Why?

Because you did not take responsibility for the CV, and your arrogance, ignorance or naivety (delete as required) has just cost you a great or golden career opportunity. Most people can learn from this mistake if they stop denying they made the error, and are prepared to take responsibility to correct what they did wrong.

CV update, easier said than done?

Not necessarily so; but it will depend on a number of factors including but not limited to:
[list style=”list2″ color=”green”]

  • How old is the CV?
  • Does it look like a professional CV that represents a professional person at their pinnacle?
  • Is it in a tired or out of date format?
  • If it landed on your desk would you interview you?

[/list]

Desire: Effort in, reward back.

Everything regarding a CV is linked to desire. If you want success (for want, read desire) then you will be driven to make the improvements required for your application to be shortlisted. The only question now is who do you trust, that is objective and authoritative, to give your document a full appraisal?

If you would like us to help you then visit our home page and choose a suitable option.

(†« I used this symbol in the first paragraph and for good reason; your significant other (person of trust) could be a spouse or friend, but unless they have relevant experience, all they can offer is limited personal opinion.)

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