Skip to main content

Effective CVs

Everybody talks about how important a good CV is but how do you define good?
The CV
Clearly a good track record with excellent references is key, but so is the way it is put together.
  1. Take the time to do a personalized covering letter for each company
    1. Set it up as a standard with some career highlights
    2. Align some of your skills with their requirements as per their job specification
    3. It takes time, but personalise your cv for every opportunity
      1. It’s not a complete rewrite
      2. Highlight the skills that are most relevant to the position you are applying for
    4. Bullet points and short paragraphs are easy to read
    5. Place your most current employment first
    6. Check that your references are available
    7. Include special interests, achievements and leadership outside of business, (charity and industry bodies)
    8. Read it carefully and run spelling/grammar checks
    9. Get an objective person to read it, if possible
    10. A photo can be good, my preference is at the back with the references, but this is subjective
    11. Attach copies of:
      1. letters of commendation, if available
      2. leadership roles you have undertaken
      3. Academic certificates
      4. Work achievements
Easy to Read
When you are sifting through hundreds of cvs every day, your eyes automatically focus on stand out items.
Skim reading is assisted by:
  • Bullets
  • Highlighted words
  • Short sentences
  • One standard font
  • Significant facts in the upper middle of the first page
It still needs to make sense and cover critical points, while packing a punch.

Links and References
http://accsys.co.za/accsys-peopleplace-talent-management
email: tschroenn@accsys.co.za
twitter: @TerylSchroenn

Note
Thank you for reading Teryl@Work. Should you wish to use any of the material, please acknowledge this blog as the source

Popular posts from this blog

It's Not My Job

It’s Not My Job
Assuming that there are reasons for saying this: 1.It’s not your job and is totally is outside of your skill set 2.It’s not in your KPIs and you don’t want to do it 3.You believe you are being exploited and want to draw a line as to what you will and won’t do. Outside your skill set This is reasonable and there could be many scenarios where this is appropriate
·Where there is a safety or special licence requirement to do the job eg driving a forklift truck
·Where there is a formal qualification like giving legal advice
·Where additional qualifications are required as in a medical doctor without surgical qualifications or experience


Not in my KPIs This response could be perceived as a lot more negative, not to mention career limiting. If there is a good reason why you can’t step outside your pure job description, share that immediately.  ·“I would love to be able to help, however, I need to complete this project by 5 pm today and I am out of the office all day tomorrow at our larg…

It's Not Your Fault, But..

It’s Not Your Fault, But…
Its’s not mine, either. When something goes wrong, whether at work or home, most people immediately start casting around for somebody to blame. Over the weekend, I was reading and drinking a cup of coffee which was perched on the arm of the couch.  I do this daily, and have never spilled it.   My daughter came into the room, I put my reader down next to me and we started chatting.  A little later, I picked the reader up, turned to my coffee, and knocked it over.  Something in my expression caused her to ask whether it was her fault.  Of course, it wasn’t, but a mean, small part of me was thinking, well, no, but if you hadn’t come in the room…  And she was kind enough to help me clear it up!
If that lamp post wasn’t there If that faster person wasn’t in the race If the traffic light hadn’t turned red at just that moment If we hadn’t hired Joe, I would have got the promotion If, if, if….. We are very quick to accept the “if” when it is about us, and much slower to do so…

Why Employees Stay

Are your employees staying because of their managers? Popular thought indicates that people leave because of their managers, so is the opposite also true?
Added to that is the view that it is always the good people who leave.
Fortunately, that is not a view, not a fact!
Great people stay. The challenge is to understand both why people stay and why they leave.
As in sales, management ask sales people to find out why they lost a deal. It is even more important to find out why a deal was won.
At Accsys, we realised years ago that we were finding out what individual’s issues were after they had resigned and moved on mentally. We designed a system that allows us to understand our employees’ expectations on a regular basis, not just at increase time, as well as share our expectations with them.
Nothing works all the time, but it has given us much more insight and created a positive manager/employee relationship model.
So why do people stay? Today, many of us have good social media presences and…