Professional CV

Carillion Head Office Construction House, 24 Birch Street, Wolverhampton, WV1 4HY

Carillion Deal Collapses

Canadian Real Estate and Facilities Management company BGIS has pulled out of a deal to buy a large percentage of Carillion public sector contracts. The contracts were centred around hospitals, education, transport, emergency and transport. In the announcement that came Thursday 08/03/2018, it stated that “certain closing conditions have not been met.”

Gordon Hicks CEO BGIS“While we are disappointed at this outcome, we are continuing to pursue opportunities to grow our global business into the UK and welcome continued dialogue with prospective customers as we build out our platform for future growth opportunities,” said Gordon Hicks, chief executive of BGIS

CV or LinkedIn

Life in the old CV yet

Social Media & Your CV

Another year passes, and the collective might of social media and LinkedIn have still failed to consign the CV to the graveyard. It seems that now, more than ever, that the CV is seen as a focal point for candidate engagement, with LinkedIn and Social Media profiles providing supplementary information, such as how many beers or glasses of wine you are willing to be photographed with on a school night(that’s a fib but worth thinking about).

Sifting a CV

According to HR News, recruiters are now even more ruthless when sifting CVs with the amount of time spent looking at any one CV is now probably 5 seconds or less. What makes matters worse is that it is very rare for a CV not to have passed through some sort of filtering system, and therefore the CVs that the recruiter is scrutinising, has been shortlisted.

 

So why didn’t the computer shortlisted CVs make the final cut?

The 4 Main Reasons Your CV Was Rejected

  1. Poor attention to detail – spelling mistakes and especially letter drops such as manged (managed) or hte (the).
  2. Buzzwords – there is a fine line between a legitimate use of strong adjectives on your CV and being over zealous with your descriptives. Do you inspire or are you awe-inspiring?
  3. Too long – If your CV is over 2 pages long.. There are still only a select number of reasons why you can go over 2 pages with the main reason being that you truly are remarkable, a singular global authority. If you are not, and you break the rule then you are considered smug, self-righteous, narcissistic and unable to be concise.
  4. You didn’t tailor your CV to the brief – basically, you could not be bothered to make some adjustments to match your CV the advertisement or the job brief. This also endorses the narcissist theory in point 3.

The way forward seems to be indicating that more emphasis than ever will be on the written CV as the lead source of information. It seems that the last decade has provided us with a revolution in how we can communicate via social media with anyone on the planet, or read something on a phone or a tablet, but it has also made us realise that a well-written CV offers more tangibility than a LinkedIn Profile. It allows you as an candidate to shine as an individual, providing that you put in the effort.

how to write a professional cv? Ask a professional cv writer!

Maybe You Just Need A Professional CV?

Being insecure about your CV can cause a lot of hand-wringing angst, procrastination, and analysis paralysis, (worthy of its own entry in Wikipedia no less). Maybe you need a professional CV, but just in case you think you don’t, let’s look at why not and why this is wrong; in general this can be divided into two sets of emotional reasons:

The first reason could be that the CV writing does not adequately convey to the reader what you think they would like to read. No matter how much time and effort you put in, the CV still ends up sounding like someone else and just does not convince you that it will do the job. This can partly be because you could be trying to second guess what the reader wants in a CV rather than looking at the job ad and deciding if firstly you can fulfill the brief. And secondly making sure your CV matches the brief.

Let’s make a list and call it:

The Procrastinators reasons for not sending out a CV:

[list icon=”clock” color=”magenta”]

  • It’s just not quite right.
  • I need to change some of the words for longer and more impressive adjectives.
  • It doesn’t really capture me.
  • Should I put my name in a larger font?
  • Can you check the spelling for me, I’ve checked, and spell checker has checked, but I would still like you to double check, (just in case)?
  • I’ve sent it out (to a job board), but nothing has happened. Maybe it needs tweaking?
  • Maybe I need more achievements?
  • I think the profile needs to be longer.

[/list]

This list, as you might imagine is not quite exhaustive and I’m pretty certain that it could be about 4 times as long.

If procrastination or a variation of it is the first emotional reason for a lack of confidence in your CV, then what is the second?

Self Belief:

This is where things become tricky and emotional. If you read a job ad and convince yourself that you match all of the requirements of a role, then either you do or you don’t. But how do you find out? How can you check? Unless you are currently performing in an identical role at the moment (which could mean that your employer is advertising for someone to replace you), then you have no reference point other than family and maybe peers.

So after confiding in your nearest and dearest, you have a quick look at your CV, make some ill thought out adjustments, apply and nothing happens. Not a sniff of a reply. Self-belief takes an inevitable dive through the self-pasting table. Your ego is in pieces. And with the certainty that night follows day you end up back at the top of the page in the procrastinating analysis paralysis group.

Get a professional CV and start getting results

The process of creating a professional CV changes and you now have the opportunity to discuss your career with an expert that has (at least in our instance), credible and current experience of head hunting and the job market. The interview process as we have described on the home page of our website allows us to extract all of the information that is required for your professional CV. This consultation gives you a real personal insight into what will be demanded from you in an interview and can make a positive difference to the job interview outcome by allowing you to essentially “revise” the detail of your career. When it comes to questions from an interviewer, you will be prepared and your answers, in theory, will portray your self-belief and confidence.

But isn’t this all just snake oil, I hear you ask? No, but for a professional CV to get results, you just need to have the talent and ability that a role requires.

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Finance Director CV Example

Professional CV format sample

Professional CV Format

Our Professional CV format has been updated on the Professional CV Sample page to the current Professional CV layout that we recommend. There has not been a vast amount of change made to the classic CV example, just small formatting tweaks. The page continues to display our classic Professional CV format example, which is also available as a free professional CV download. The classic Professional CV is the best choice format to be used for general blue collar work applications.

Executive CV Format for Board and Director Level Candidates

The page also contains a first-page example of the Director CV. This Professional CV Format sample has undergone format changes and also some section changes that reflect the general change in CV requirements from employers and recruiters. Over the last couple of years, as attention spans have become shorter, the need for a quicker way to present key information on a CV has increased and crept further up the first page.

As is always the case, regardless of your CV format, the most important part of the CV  is the content. If the content does not provide the reader with relevant information the CV will fail to get the required or expected results.

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”.

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

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.)

Workfolio Executive Visibility Platform

Social CV, Professional CV and Personal Website

Do you need a Social CV, Professional CV or even an Executive CV presence on the web. Both questions pose an interesting dilemma especially for those that have not really been interested or seen the need for creating a presence on the social networks to date. What should you do or importantly, what must you do?

Ultimately, this depends on your philosophy and how you view your career path. If we take your career path and drill down into what has happened thus far and then compare this with world as it stands today then we will probably find two quite different elements. Prior to the economic changes wrought by the Financial Crash or 2007 – 2008, you would generally find that a position within an organisation was quite static once you were in and likely to present promotion opportunity to those that showed promise (that’s a broad brush analogy!)

During and after the Financial Crash a few scenarios have occurred or may yet occur that could impact your career.

Organisational changes both negative and positive: Contraction, closure or expansion and the subsequent effect on the workforce at all levels.

But how does this impact the way you look for work or even how you present yourself?

If you have not used the internet for any means of self promotion, this answer could prove quite startling:

92% of Recruiters used social media to recruit in 2012.

Which ever way you decide to carve that number up to suit your profile it will still remain a very large percentage. How relevant is this to you would depend quite significantly on the seniority of your last or current position, or at least you would think that might be the situation.

It is, but not for everyone.

Seniority and networking will still provide a buffer zone from the need to use social media as a promotion tool, but if your career has been or is in a state of flux why would you want to remove yourself from an element of the job market? However, this window of avoidance is narrowing and very quickly, to the point where it will be closed within 2-4 years, maximum.

So, how do you change or adapt to what the employment market requires?

Three options as a basis to push off from:
A social cv: something that is more suited to Generation Y with an artistic or creative flair and offers a career representation within an infographic.

Linkedin: Used wisely this can and will create opportunities – providing you are able to portray the detail and talent that recruiters or employers are looking.

A Professional CV: Still the place to begin and end.

A Personal Executive Website: What if you could represent yourself in a professional space without the white noise of social media hindering your profile or displaying a competing peer group? We have a solution.

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