Is there employer discrimination if applicants state knowledge of Arabic and/or Russian?

Rick asks: Is there employer level discrimination if applicants state a knowledge of Arabic and/or Russian on a resume. Is this a taboo subject? If someone's resume states that they know Arabic and/or Russian language, how likely will they be discriminated against by potential employer/recruiter? Job market: U.S. and Western Europe. Should people who know those languages not mention them on their resumes, unless the job description specifically asks for them? Assumption: Although it is possible to tell that the applicant has a foreign-born name, their native country/language is not recognizable just by their full name.

In answer:
The first thing to say here is that for the markets you are targeting, there are clear discrimination rules protecting citizens and residents from employer level discrimination on many levels, including racial which this would be classed as.

Is it possible that candidates will stand a lesser chance of being employed, as opposed to being discriminated against, if it is stated or clearly obvious that the local language is not their first language? Yes, because that often means they are immigrants, and there is a clear paperwork burden on the employer to engage such people - ie: even if they are EU citizens moving within the EU. Employers want easy and quick employment decisions, and so diverting from that means your chances of employment are lowered. One piece of advice I offer all non-local nationals, is to always get at least two well educated locals to check their application through - even my Aunt who has spent 50 years in the Netherlands can be spotted by a native as English from her writing.

Should you mention your language ability on your application? It is your application, so its your choice, but as you conclude the default advice would be not be mention it if the job description doesn't require a second or third language capability.

There are still premiums paid for certain language capabilities in certain markets/posts, with Arabic and Russian being two clear requirements in the banking industry of two years ago. Clearly that has changed as banks have down sized; but I wouldn't totally dismiss this valuable asset in some markets.

Good Luck!

How do executive resumes differ from those of non-executives?

Jill asks: What makes an executive's resume stand out and how are executives' resumes differ from the resumes of non-executives? I'm writing an article for a national publication on executive resumes. My article will provide some practical tips for creating a stellar resume and will offer advice about collaborating successfully with a professional writer to write the perfect resume.

In answer:
An executive CV or Resume is about focus, layers and preparation which show the reader the resultant delivery; as opposed to pages.

Simply, most executives are older or will at least have progressed through more positions. This should relate to a greater volume and hence more pages. However, the same old CV/Resume rules of focusing on the position being applied for and the last five years of work means that many early career positions can be cut down through focused summary. This enables the resume to focus most of the words on the what was the problem and how you approached it to gain the eventual result of delivery.

Most jobs are defined around the hole in which the employee fits - there is some creativity, development and management opportunity; but the main focus is around skills/competencies of the applicant and social fit within the wider company/customer team. Executive positions are defined around either problem solving or business growth, and all include team leadership and financial control. Some executive positions also encompass public reputation and management in the case of plc and national/global corporates.

It is hence important to show in the CV/Resume those softer skills and the associated hard results, through an almost project like manner: defining the problem/target required; strategic choice and selection; getting the team built and working together; the financial control; and the successful outcome in business measured terms.

With an executive, my normal approach is to create two outputs:

- A portfolio which addresses wider issues around the CV/Resume, giving greater details on key accomplishments and projects, includes personal and professional references, an elongated CV/Resume and a personal statement
- A 2page CV/Resume, which focuses on that job application. When you take into account all applications must have a Cover Letter, by adding more pages you look less focused and hence less like an executive

If you think about the differentiation in the skills/requirements of a job hunter, as opposed to the problem solving soft and hard skills of an executive; then the main differences come down to skills breadth and combination to create assured delivery. With that in mind when writing, those are the main differences that should be seen in any executive resume when it is read.

Good Luck!

How to explain a period of unemployment on your CV/Resume

Kim asks: I retired from the military in 2005, having served honourably for 25 years. Since that time I have been going through a very expense divorce that just finalized. The legal fees drained my nest egg so I now find myself having to dust off my resume and get back in the work force. Will the 3 years break in employment be a turn off to potential employers? And how do I acknowledge/explain the break in my resume (and job interviews) in the most positive manner?

In answer:
Simply Kim, as long as you have a fair and clear explanation as to why you want to work, and why you didn’t work for that period; then as long as you pick the right jobs that match your skills, no employers will not see the break as a turn off.

One thing many ex-service people think is that the fact that they did serve will be a deterrent to future employers. It is not, as it shows a commitment beyond the call which all employers want – the problem at present is with those who are signed up to the Territorial Army or the Ranger units. The real problem for many ex-service people is showing that their military skills can be deployed into high street employer requirements; and secondly showing they have made the transition to civilian life – around one in five don’t, and many HR managers are aware of this statistic.

The key here in explanation is to be honest, but – don’t get to close to the emotions, and be clear in your statement that the period is over and behind you, and that you want a new challenge. For instance:

“I spent the time dealing with some personal business, and now that it’s resolved, I’m looking to re-enter the workforce.”

You don’t need to go into too much detail, but it’s important that what you do say is honest. However, does this statement close the issue, and explan the why back to work question? If you have some bad news or a situation to deal with in a CV/Resume, try to package it between positives, such as:

“I served in the military for 25 years. Since that time, my spouse and I have divorced and having spent some time travelling, I am now eager for the opportunity to reenter the workforce into a job which will engage my X skills.”

This sandwiches the negative (time out), between two positives (25 years service, wanting to work), and leaves the reader with a reason as to why you want to work now.

Good Luck!

Have you fallen foul of “Denis Atlas” and his CV/Resume security scams?

In times of reducing employment, the temptation to send your CV winging off to any old online jobs board or career related website is compelling. You need a job, you are not sending them any cash, so what’s the problem?

In a controlled experiment, supported by the Metropolitan Police and the Information Assurance Advisory Council, online CV filing organisation iProfile.org placed a job advert for a fictional company in a UK national newspaper, inviting people to apply by emailing their CV. The advert was run during the National Identity Fraud Prevention week. Anyone carrying out a simple web search for the company – ‘Denis Atlas’, an anagram of ‘steal an id’ - would have found a website telling them the company was fake. In just one week, 107 CVs were received in response to the job advert. iProfile enlisted the help of reformed identity thief, Bob Turney, to analyse the CVs and discovered that the vast majority contained enough information for an identity theft to occur.

As security expert Frank Abagnale said in a recent interview: "It's all publicly available on the internet. But actually I only need three pieces of information to get credit in someone's name: their full name, date of birth and national insurance number."

But during the iProfile experiment, the average CV received contained eight pieces of information. 61 CVs (57%) included a date of birth, despite this no longer being a UK legislative requirement due to age discrimination laws, and 98 (91.5%) included a full address. A further 20 (19%) put others at risk by providing full details of references. One even included the applicant’s passport number and national insurance details.

Protecting yourself from CV ID Fraud
Think about the information a potential employer needs to find your details inserting enough to be able to contact you. You can share your full CV and details at a later stage when you are comfortable with the identity of the company or person you are sharing the information with.

Follow the following tips to ensure you are not a victim of CV/Resume ID fraud:

BEFORE you apply:
1.Ensure your contact details are focused on you and neutral. If in doubt or if you live in temporary accommodation, get a mail box – at around £20/$30 a month, it’s a security bargain
2.Your eMail address should be adult and focused around you, and not a childish online character – Jennie69 may be fun online but is a no-employment sign on a CV/Resume. If your name is Jim Smith, then Jsmith@aol.com is fine unless you happen to be a web designer, in which case get a domain and create a portfolio
3.Get yourself a nice new Pay As You Go cellphone. You won’t be making many outbound calls on it initially, so no need for anything more than the starter £10/$10 credit. Record the message greeting in your own voice – write down the salutation before recording it in a nice quiet room: “Hello, this is X. I am sorry I can’t take your call right now, but please leave your name and contact details, and I will call you back as soon as I can.”
4.Do a Google CV check, and clean-up your online profiles

Check the organisation:
5. Be wary if the email address does not contain the name of the company but just the name of an internet service provider such as @AOL.com. It’s OK for you, but not for the organisation your are sending your details to
6. All websites globally MUST legally include: the trading organisations name (ie – Mr Smith or XYZ Company Ltd), a contact address and a contact telephone number. If you can not find these details then don’t use the website, and before submitting your details online, always call them first

In your CV/Resume:
7.NEVER state your full name, and leave out middle names. James Robert Smith comes down to James Smith, or if you use your middle name in preference Robert Smith. Never use Jim, Rob, or J Rob – this is a formal and professional application, plus middle names are often used by banks as security checks
8.Mainly for women, but also for men, never state Miss, Ms or Mrs. Never state your marital status – an ongoing messy divorce is a no-employment warning, a former marriage best left in the past
9.In your CV/Resume, state the contact details you have already lined up before. If using your home address, then just include district and city, nothing more: Manhattan, New York or Hammersmith, London is legally sufficient. No need for street, and certainly no need for apartment/house number
10.There is no legal requirement to state your Date of Birth, but NEVER state your full date of birth. “Aged 32” at maximum
11.There is a lot of debate in the CV/Resume writing community about stating certain employment dates: if you do you could look old, if you don’t it is difficult to show the level of experience. The area to pay attention to are your educational dates, often used as security checks. If you are past 20, then no need for school (I can age you from that), and probably leave out your base degree graduation date – again often a security check used by banks
12.NEVER included any government issued numbers or related personal information. This covers everything from National Insurance/Social Security numbers, Passport numbers, and Tax code references. Even if you are a migrant worker, just state “Fully able and certified to be able to work in X country, full documentation available on request at interview stage.”
13.NEVER provide personal financial details, such as bank and credit card details. Avoid any employer who asks for a process fee or application deposit – it’s a sure sign it’s a scam
14.NEVER include the names and contact details of your references, even if asked for – the same goes for them as much as you

When applying:
15. Take extra care when accessing and sending personal information when using public computers, such as those in internet cafes, or when using a laptop in a WiFi hotspot.


Please, think about what information you include on your CV/Resume. Often when candidates ask how they get their four page leviathans down to two pages, just applying the above rules would reduce it by at least a page.

If you think you may be a victim then send off for your credit-reference files from a recognised organisation like Experian or Equifax - it only costs £2/$5. They will show any fraudulent applications for credit. Inform CIFAS, the Credit Industry Fraud Avoidance System, which will put your name on an alert file.

For more information on this subject, you may like to read the following websites and articles:

- UK Government online ID website identitytheft.org.uk
- CIFAS
- Wikipedia article on Identity Theft
- Daily Mirror article on ID theft

The 100 day old CV or Resume is out of date

As a recruitment professional, it is always satisfying to find great candidates. However, often when you find these great candidates, the answer to “and when can I have your CV/Resume?” is most often always met with: “Well, I have an old one somewhere…”

As a professional recruiter, you also know that if you find great candidates via networking and outside the IT orientated/aware professions, that "old" will mean at least as long as they have been with their current employer; and the time scale for producing it will be never. It is hence why we accept in-house that we will write it for them from initial telephone interview notes, which when sent out to the candidate via eMail is met with a relieved eMail message, and an CV/Resume attachment with some old text insertions - because they were trying to convert the only paper copy they had into a nice MSWord version, let alone an online option!

Well, here’s a credit crunch career planning thought. The Financial Director of the company you work for probably plans his budget on quarter cycles – ie: 90days. Large publicly listed companies have to announce major changes at their quarterly reporting dates that effect balance sheets and earnings, and that includes staff issues. The FD knows the company can survive the next 90days, but beyond that could be another call. Now, if your FD and company board are making decisions on your job every 90days, shouldn’t you be?

Let us say that the FD gets to the end of the quarter, and like the good FD that he is he has some reserves. But unfortunately, there is only enough of a reserve for the company to last 180 days. If he calls in the HR director and they agree with the MD to reduce staff, that whole discussion will probably take 30days; the results of the HR directors project will be delivered in another 30days; and the planning for the announcement will take another 30days. The results can be implemented pretty quickly after that.

Good career planning is about looking forward, and writing a CV is about showing applied competencies. To make sure you note down all of your competencies, the applications of them and their and successes, keep at least a weekly diary. Note down what you did, the skills you used and the results/outcomes. What you can then do every quarter is apply these to your CV/Resume. Yes, it may look long and wordy, but chopping back and focusing is far easier and quicker that creating.

Never, ever again let your CV/Resume become more than 100days old.

Good Luck!

What is your view on the video resume?

Michael, a recruiter asks: What is your view on video resumes? We might implement this on our site in the near future. Seems to be a nifty way to get a feel for a candidate. Also a way for candidates to showcase their people skills in a relaxed environment.

In answer:
Putting aside the legal exclusion issues, I think a simple focus on the human and process element is a better focus to answer this question. For instance:

- Do all your candidates look like super models, or Brad Pitt replica's?
- Do they all look good on a camera lens? There is a difference....
- Do they know how to perform on video, which picks up and magnifies the smallest issues? You may not have noticed that twitch until now...
- Are they being interviewed by Katie Curic/David Frost, and can your chosen interviewer build up on screen rapport with all candidates? Even Sir David can't do that...
- Are they being shot by "the next Steven Speilberg?"
- Are you using edited or unedited versions?

All of this, even if the boxes are ticked, means that the candidates generally become more nervous (what "relaxed environment" - ?), and doing a video resume takes some pre-planning: its not just turn up and go.

If you also think about the process, then I think the video resume as the first stop/replacement of the traditional piece of paper falls down in non-entertainment/arts based vocations. The first question any client has is: does the candidate have the basic skills? That can be answered in less than a page of A4 and hence read twice in 1min or less; where as dragging through a 20min video resume multiplies the process by at least 20fold - time is money.

Is there a role for the video resume? Yes, in entertainment and arts fields, as it has always been. Is there a role for the video resume in the wider recruitment world? Possibly in some fields, where the pre-planning costs and training of the candidate can be consumed in the eventual recruitment fee's generated. It can become a second-check savings tool where the basic skills check on paper can be further developed into a character-fit check on video, before the candidate is physically met and interviewed.

But as a generic recruitment tool? I have always thought of YouTube as an alternate entertainment channel, not really a recruiting world benchmark - as this example by Aleksey Vayner shows. If you watch most of the so called video resumes over there, I am not sure much as though there are some great candidates that you would because of their performances employ many of them.

Good Luck!

What is the best, most ethical, and most professional way to present company financial achievements in your CV/Resume?

Mohammed asks: What is the best, most ethical, and most professional way to present certain company financial achievements that you were part of in your CV/Resume? In presenting certain financial achievements in your resume, What is more professional to use : Actual financial numbers ( For ex, increased A from 5 Millions Euro in last fiscal to 2 Millions Euro this fiscal ) or using percentages instead ( For ex, increased A by 60% at start of Fiscal compared to last Fiscal). Is it unethical to use any kind of numbers? If yes, then how can you present good financial achievements in your resume?

In answer:
The first rule of writing any CV/Resume is to NEVER lie. Most organisations use very efficient candidate checking services, and even if you are not found out it adds stress to you in interview thinking about continually concealing the lie.

There are no right and wrong guidelines on stating such figures, but personally I would state both where relevant; or state the lower view of the achievement where you choose to use only one option. It would be easy to over state your achievements if you used the right option - a 50% saving of a $10 spend is $5: 50% sounds more impressive, and could be read by the recruiter or HR professional as a lie, or at least an overstatement. Hence I would state that as a "$5 savings on a $10 projected unit cost."

All professions have the same challenge when stating achievements. But if any employer doesn't think they can trust you, then - particularly in the case of the professions, including accountants and lawyers - the speed at which they will reject you is far greater. If you choose to just the state the greater looking achievement, then if it is probed in interview, it will create a horrible situation, and result in more probing on other issues and stated "achievements" - and a probable rejection.

Hence, when in doubt, always be conservative and openly truthful in your CV/Resume, so no gap of misunderstanding is created when stating facts and figures.

Good Luck!

The CV/Resume, and personal security - guidelines on protecting yourself

Have you ever thought about how much information you put about you on your CV/Resume? Not just about your career history and skills, but about you?

In a series of recent national surveys covering the UK, Europe and North America, each found that on average that 7 out of 10 CV/Resumes included enough information about the applicant to be able to successfully apply for a credit card in the candidate’s name.

As security expert Frank Abagnale said in a recent interview: "It's all publicly available on the internet. But actually I only need three pieces of information to get credit in someone's name: their full name, date of birth and national insurance number."

The Federal Trade Commission reported that nearly 15 million Americans have been victims of identity theft, costing consumers $5billion and banks and businesses $56 billion every year. In the UK, there were 28,500 victims of ID theft recorded between January and June 2008 by CIFAS members.

With recent legislation introduced in many countries, particularly related to age discrimination, there is a resultant shift in what level of information detail needs to be placed in a CV/Resume by a candidate.

For instance, as a result of legislation, there is no need even if the potential employer asks for it to include your date of birth in your CV/Resume. The only time an employer has a right to this information, is when they ask you to complete a separate job application form, the data entered into which is covered by Data Protection legislation.

So, what are the best personal security practices when creating your CV/Resume:

BEFORE you apply:
1.Ensure your contact details are focused on you and neutral. If in doubt or if you live in temporary accommodation, get a mail box – at around £20/$30 a month, it’s a security bargain
2.Your eMail address should be adult and focused around you, and not a childish online character – Jennie69 may be fun online but is a no-employment sign on a CV/Resume. If your name is Jim Smith, then Jsmith@aol.com is fine unless you happen to be a web designer, in which case get a domain and create a portfolio
3.Get yourself a nice new Pay As You Go cellphone. You won’t be making many outbound calls on it initially, so no need for anything more than the starter £10/$10 credit. Record the message greeting in your own voice – write down the salutation before recording it in a nice quiet room: “Hello, this is X. I am sorry I can’t take your call right now, but please leave your name and contact details, and I will call you back as soon as I can.”
4.Do a Google CV check, and clean-up your online profiles

In your CV/Resume:
5.NEVER state your full name, and leave out middle names. James Robert Smith comes down to James Smith, or if you use your middle name in preference Robert Smith. Never use Jim, Rob, or J Rob – this is a formal and professional application, plus middle names are often used by banks as security checks
6.Mainly for women, but also for men, never state Miss, Ms or Mrs. Never state your marital status – an ongoing messy divorce is a no-employment warning, a former marriage best left in the past
7.In your CV/Resume, state the contact details you have already lined up before. If using your home address, then just include district and city, nothing more: Manhattan, New York or Hammersmith, London is sufficent. No need for street, and certainly no need for apartment/house number
8.NEVER state your full date of birth. “Aged 32” at maximum
9.There is a lot of debate in the CV/Resume writing community about stating certain employment dates: if you do you could look old, if you don’t it is difficult to show the level of experience. The area to pay attention to are your educational dates, often used as security checks. If you are past 20, then no need for school (I can age you from that), and probably leave out your base degree graduation date – again often a security check used by banks
10.NEVER included any government issued numbers or related personal information. This covers everything from National Insurance/Social Security numbers, Passport numbers, and Tax code references. Even if you are a migrant worker, just state “Fully able and certified to be able to work in X country, full documentation available on request at interview stage.”
11.NEVER provide personal financial details, such as bank and credit card details. Avoid any employer who asks for a process fee or application deposit – it’s a sure sign it’s a scam
12.NEVER include the names and contact details of your references, even if asked for – the same goes for them as much as you

Please, think about what information you include on your CV/Resume. Often when candidates ask how they get their four page leviathans down to two pages, just applying the above rules would reduce it by at least a page.

If you think you may be a victim then send off for your credit-reference files from a recognised organisation like Experian or Equifax - it only costs £2/$5. They will show any fraudulent applications for credit. Inform CIFAS, the Credit Industry Fraud Avoidance System, which will put your name on an alert file.

For more information on this subject, you may like to read the following websites and articles:

- UK Government online ID website identitytheft.org.uk
- CIFAS
- Wikipedia article on Identity Theft
- Daily Mirror article on ID theft

How to present "MBA-equivalent training and experience" on a CV/Resume?

Russell asks: How do you present "MBA-equivalent training and experience" on a resume? I don't have an MBA or graduate degree, but I do have formal and informal education plus work experience that compares very favorably to MBAs from top schools and even PhD (so I have been told by past managers, performance reviews, and academic conference reviewers). What is the best way to present this on a resume? Challenge: It appears that automated and/or outsourced hiring processes screen for key words and simply matching algorithms for work history and training. Thus, people who do not "fit the mold" never get considered by the hiring manager, or even get on the short list for phone interviews or first-stage interviews. Possible Solutions:

1) Just the Facts -- just list work experience, education, skills, and accomplishments on the resume as though a knowledgeable human were reading it top to bottom. This assumes that the resume reader will be using "imaginative understanding" rather than simplistic screening based on criteria.

2) Add an entry under "Education" for "MBA (equivalent)" -- with "institution" listed as "Various" or naming one or more companies where the training and experience were gained. If space is available, add the specific skills and subjects mastered. This assumes that the resume reader won't barf over this non-traditional entry.

3) Fake It -- List an MBA degree. (You'd have to put a gun to my head for me to do this, some famous people have done it. Is this ever justified?)

I have only tried Solution 1), which works fine for consulting team selection. I have had no luck with this solution in the regular employment recruiting process. To be clear, I am not talking about ordinary management or consulting experience as being equivalent to an MBA. That general experience is very valuable but not the same. If you are curious, you can look at my profile where I have listed some of the subject areas where I have developed by theoretical and practical expertise.

In answer:
I think Russell, the problem is solved through focusing on your delivery results, and not through qualifications. Unfortunately, you choose to work in an industry where in the last ten years the number of degrees and Phd’s people have is seen as the basic floor of entry/operations, and any delivery is resultantly not devalued but only assessed after you have the right number/type of degrees/Phd’s.

So, let’s take the obvious first – option (3) is out: never ever lie on a CV/Resume, period. I think your learning point out of the exercise should be to formalize all that experience and delivery in some form of recognized qualification. If you walked into most colleges with the amount of claimed delivery and published work on your profile, then I can’t imagine you would need too many more credits for an MBA.

I would hence write your CV/Resume up personally as I wrote one up in similar circumstances a month ago, focusing each part on: situation, customer requirement, approach, result, follow-up. Simply this shows a potential employer about which situations you have addressed, how you went about tackling them, and the result – each with an extended re-engagement because of the superb result. The client candidate and I produced a two part CV/Resume, with an extended executive portfolio of such works each with individual customer recommendations, and then a focused CV/Resume for each job application – and the answer is that using this formula, he is now employed.

If you follow though on the formula to your online presence, you will see that your existing LinkedIn profile is potentially over written. Your opening paragraph sounds more “functional element” written and less “evidence of delivery” orientated, which is where you have to focus any application. For instance, what is a “skilled public speaker” – do you have a simultaneous fire eating act? A better way would be to say “Have presented at numerous national conferences and as guest speaker at (insert up to three well known organisations), on subjects including strategy and IT risk modelling.” On the same level, just lose the Microsoft office – be clear on communicating to the reader you are an executive strategist, not a PC jockey.

In your application process, pick out up to ten organisations you would like to work for, and write a direct letter to the President, CEO or COO. Explain why you have written , and an evidenced mini-scenario of what you could do for them. I doubt there are more than 50 recruiters in the world who would understand your niche, or who would understand who wants that skill set you possess. You know that niche far better than they do, and well enough to know who the players are. Even if those employers use external recruiters they will know of you - so just write to them directly, and effectively ask for a job.

I see this scenario regularly in people who have had highly successful careers, and suddenly for one reason or another find it difficult when seeking employment to adapt to the changed world around them, which needs certificates/degrees on which to jump the initial interview barrier. Don’t worry – just don’t lie, and focus on evidenced delivery for the new position you are aiming for. And take the hint and formalize those extensive experiences into a certificate – you are never too old to learn!

Good Luck, and if I can help you further, please – just ask!

The Google CV/Resume – what an employer may find out about you

Having written your CV/Resume, and having sent it off, are you wondering what a future employer may be thinking about you? Well, why not find out first by typing your name into Google – the result is your Google CV or Google Resume

I have written another article here about the pros/cons of an online CV, and the need to tidy up your online profile before applying for any new positions. But a simple test any employer can undertake is to check your Google reputation.

To check your Google CV/Resume, simply tap your name into Google – it is that easy. What comes up – is there anything that might embarrass you, or deter a potential employer from picking up the phone and calling you?

You won’t reach this stage unless your CV/Resume engages them and you get beyond the “thank you for your application” rejection pile, but the same reasons for rejection thought process occurs here. The second stage this task may be undertaken is literally just before an interview – a last minute thing.

No hire/fire decisions will be made on what is found at your Google CV/Resume. But an interview/don’t interview decision could be made, and a few pointers to some great interview questions can be found.

Good Luck!

Best practices for CV/Resumes?

Gail asks: I am in transition and have recently written a CV/Resume. My transition firm, communications consultant and an expert resume writer all differ wildly on content, format, style and length. What are current best practices for resumes? If you have experience with electronic screens for resumes - please describe how the screens work and what key soft and hard skills should be included on the resume. Your input is much appreciated!

In answer:
I think the fact you have three differing opinions from three different professionals should tell you a lot – there is no standard or best practice in CV/Resume writing!

There are some better options of choice when writing an interview winning CV/Resume, and the basics are: black serif type face in a 10point and upwards scale; on a crisp white heavy paper; no more than 2pages; don’t over do the bolding or bullets; don’t forget to include your name, telephone number and non-childish eMail address; and read it at least thrice before you hand to at least two friends for their opinion, before reading it thrice again!

The problem you have not spotted I think is two fold on these differing opinions: (1) you are writing a general CV/Resume over a job specific application – hence each professional has an opinion on what you should be aiming at, the priorities of presentation of your skills/competencies, and what resultantly you should be applying for; (2) many forget the CV/Resume should be accompanied by a Cover Letter, and hence feel that focusing and scene setting information should be included in the CV/Resume – WRONG! The certified resume writer is probably picking up on this later issue as part of their service, but getting confused as to what you/the others want written down in the CV/Resume.

Having gone through outplacement/transition myself, I think you need do yourself a favour, and pick out three ideal specific jobs you would like to do next – ideally don’t make them company specific, but role/title would be a good start. I found at some point during outplacement service that yes I could be anything from an artist/teacher to a nuclear scientist, but those varying options got me as confused then as I was scared going into the process! Grabbing three that I really wanted to do was the end of the roundabout and the start of progress.

Once you have picked those three target jobs, picking out what needs to go any job application becomes easy, as does hence the writing of your CV/Resume and the resultant companies to address it to.

Online is easy – it’s a portfolio, noting more/nothing less. Don’t think about it as an online CV/Resume replacement, because you can’t make it specific enough for any one post/employer. Think about it as extending your application potentially beyond your Cover Letter and CV/Resume, not an alternative to.

I wish you luck in finding your new job, and if I can help you further please - just ask!

CV/Resume formatting - what works best?

Charles asks: Has anyone ever heard of anyone doing any research on fonts, type size and other formatting in regards to resume submittals? If so, what was the outcome? If not, what are your thoughts? Is there a preferred font, type size, color or format that you would consider a competitive advantage for resumes? Also interested in thoughts about standard formats and logo headers from agency recruiters - do they help or hurt the value of the resume to the client?

In answer:
The primary issue of any CV/Resume is that it should communicate to the reader that the candidate more than addresses the skill and competency requirements of the specified job.

Part of that communication is met in the form of presentation of the CV/Resume, which primarily should be neat, well organized and easy to read. Only in the creative fields should it vary from black font on white paper with no photograph; while in the educational format a Curriculum Vitae is a formalised presentation of information, which would extends beyond the most effective format of two pages.

What research has been done on font types relates to business letters and communication, where Times New Roman is seen as more professional, while Arial is seen as more creative and personal. Both are forms of serif fonts, which in general have little lines that come off of tops, bottoms and end of each letter, thus making them easier to read.

Which ever your choice, use standard serif fonts (Arial, Times New Roman, Mariandra) and avoid fancy bullets (arrows, stars ...). Most HR/candidate management systems use scanning technology, and resultant font degradation is better coped with by the reader using these standard type fonts. With this in mind, which ever font you choose I wouldn't go below a 10-point font, and don’t over vary font type, scale or use excess bolding/underlining throughout your CV/Resume.

However, this doesn’t mean that every commercial/non-creative candidate CV/Resume looks exactly the same in layout, with clear variances in Skills based versus Chronological, and others in information/skill order - if you have served half you career in one field, and the other half in another, you place the most relevant piece to that job at the top. Things that should be addressed should include: Summary, Skills, Certifications, Professional Experience, Educations& training; and Affiliations - thus giving a step by step approach to your career.

You can't get around an “irrelevant to this post” skill set or poor work history by making a CV/Resume look pretty: you will only help an employer remember a bad work history by calling attention to it with bright colors, fancy fonts and slick graphics – at this early stage it is more of exclusion decision by the employer/recruiter over an inclusion exercise.

Hence, the same candidate for the same position can be presented in multiple ways, and the best layout/format of the resultant CV/Resume is the one that gets the employer to pick up the phone and ask the candidate for an interview.

Good Luck!

I do everything, but I can't find a job. What could be the problem?

Laura asks: Sincerely.... I'm going down day by day! I've been following all the advices: improve my CV/Resume, make some different models & salary expectations depending on the position, re-build a network, trying to introduce by myself face-to-face my new status, my professional goals, take contacts with new contacts. I have something to bring but it seems nobody (literally) is interested..... more than a 100 applications in 7 months, and less of the 10% percent calls from recruiters. HELP!

In answer:
Firstly Laura, I am sorry to hear about your situation: keep your spirit and your chin up, and you will get a job.

The statistic you give suggests to me one of three causes of your low call back rate:

- The sector you are in is in recession – the most common areas at present are financial services, construction, or banking; manufacturing is suffering from overseas outsourcing, and depends on which sector
- You are targeting the wrong jobs with the wrong skills – you just don’t have the skills, are over qualified, or seeking to high a salary are the most common problems
- You are not engaging with your CV/Resume – you just are not communicating your skills in your job application

The first thing I would do from now on any job application you send, whether you hear from them or not, is to pick up the phone and ask for feedback. Just say: “I applied for your job XYZ, and I am assuming that I didn’t get an interview by now as its past the due date, but could you please give me some feedback on my application?” A good HR department or recruiter won’t say no to that request, and at worst you get some feedback to modify your next application, and at worst you may get an interview: around 10% of jobs which go past due date don’t get filled.

Candidates should always ask for feedback, and if you do Laura then you will soon find out where your applications are presently not fulfilling the requirement to get into the “call back” pile. If you need help in modifying your CV/Resume as a result, please drop me a line and I will happily help.

Good Luck!

How do you retain focus in your CV/Resume with a broad experience level?

Barry asks: How do you retain focus in you CV/Resume with a broad experience level? Does demonstrating experience in other realms provide an accelerated path for promotion? How often should you tailor your CV/Resume - per position or per company? How important is it to take risks to stand out from the crowd, i.e., even stooping to what seem like obvious, gimmicky advertising ploys?

In answer:
Demonstrating that you do things well is always a positive on a CV/Resume. The final answer is in this case is always post specific, and would depend on the job position.

Most of the time varied experience would be beneficial, but having a lack of direction can backfire, even for the most qualified candidates. This problem is most often faced in career change candidates. I have hence counselled clients to downplay or exclude certain accomplishments from a CV/Resume, when their inclusion may cause an employer to doubt your focus or commitment.

In terms of tailoring a CV/Resume to a particular position, the answer is yes. If done correctly, reiterating key words from a job posting or perhaps rearranging your accomplishment-based bullets so they tie back to requirements listed for a position is just one more thing that you can do to try to get your resume into the 'call' pile.

And one last point: forget the gimmicks! Just apply the age of old lesson of matching the job specification with the words in your CV/Resume. Stand out for the right reasons, not ones which could easily backfire on you: would you employ a joker who didn't know when to be an adult?

Good Luck!

Inclusion of specialist education on new career CV/Resume

Jayson asks: I am a chiropractor, and I am looking to change careers. My educational background: Undergraduate 1989-1993 (graduated), Chiropractic College 1999-2003 (Graduated) with a Doctor of Chiropractic (D.C.) degree. It's the last graduation that's making things difficult in this process. To make a long story short, practicing chiropractic is not for me, and I'd like to capitalize (hopefully) on the management skills I've picked up along the way. I really do not want to draw attention to the fact that I am a chiropractor looking to change careers. This seems to be a nearly insurmountable distraction to potential interviewers, and, quite frankly, it might even hinder my chances at being invited for an interview to begin with. To this end, I have reworked my C.V. into a resume, and I have repositioned myself as having managed the practices in which I have been previously situated (I'm not lying here, either). My question is this: With respect to my chiropractic education, what is the best way to handle indicating that period of time in my life? I have considered various options:

- Eliminating/Omitting it - The drawback to this is that I feel that I would be hiding something, and that I would have 4 years of time unaccounted for.
- Indicating "Selected Courses at Life University, Marietta, GA" (possibly including an indication of a "concentration in healthcare management") - I might be asked about why I didn't "finish"/receive a degree, but, at least, I would be including the experience, and I could account for some, if not most, of that time.
- Including it outright - This would cause the distraction to which I referred earlier in this e-mail, and possibly exclude me from many possibilities.

I have also heard of the inclusion of a "professional development" section on the resume which would account for certain experiences that didn't lead to a degree. Any ideas? They'd be greatly appreciated!!!

In answer:
Here's a thought - at some point in time during a job application, it will come out that you had a 20 year career as a chiropractor, and you don't want to do that any more. Had you thought Jayson about when you were going to handle that in a job application process, because the question then from any potential employer will be why (us)?

The answer to the question (and the best tactic is to answer it BEFORE the HR manager asks it), really revolves about what you want to do next. Because it will be seeing what type of skills that ideal new job requires, and if/where those skills show up in your previous occupation that the then writing of your CV/Resume then becomes much clearer. If you are writing a blind CV/Resume with Cover Letter at a potential employer, then I can see the problem. I would address this under a "healthcare management" title to keep it applicable to management as opposed to the physical work. I would suggest your chances of an interview on blind applications would be low, sub 10%.

However, lets get back to the real nub of the question, which is the why the move from chiropractor. Most well planned careers would take your existing skills (a chiropractor who has managed and run his own business), and transition to say management in a healthcare practice, or something which used multiple areas of your skills and competencies before transitioning into a new industry. But the way your question is posed suggests the move you desire Jayson is a move away from being a chiropractor AND a move away from the healthcare sector.

I hence don't think the problem in any job application is actually in your CV/Resume as a "how I posed my skills and training" issues, but a "why do I want a career change issue away from so many of my core skills." This any employer will be reading as a high-level risk, and its the why as well as showing Jayson that you have transitioned those skills in other instance that will reduce the employers view of that risk, and result in an interview.

This is one of the clear cases where I think a career coach would be of use to you. They could probe that desire, work up a five year strategy, and then a plan with steps below that/answers to the obvious HR questions. I would always employ a certified career coach, and find one who has handled such a situation before and can reference you directly to that transitioned client.

A cheaper option is to approach a good recruiter in the new sector in which you wish employment, and ask for advice. But they make their money on quick placements and many would have similar risk/desire concerns as any potential employer. Any good recruiter who could show you similar career transitions they had placed and then took you on, would have signed-in to the fact they believed you, and could sell the transition desire to their clients.

Good Luck!

If the CV/Resume is a sales document, then it surely must be OK to lie?

The hardest thing for any new or returning job applicant (also called a candidate), to recognise, is the strange world we recruitment people live in – that is both recruiters and HR professionals.

Firstly, we talk a strange language – a simple one, but a strange one. We also live in a world of words, but have cold and often formal handshakes – it’s a legislative thing, and we have to be equal in our manner to be neutral in our recommendations to the hiring manager. As a result, we are often the most liberal and open minded types, and horribly PC in our work. On the downside, we are a scheming bunch of so-and-so’s, so that when we talk to you on the phone or meet you for an interview, we regularly throw what to you seem like curved balls to annoy you and get you upset (Note: yep, that is the purpose on some occasions, but certainly not always – we are human being who are just trying to get at the real you and your potential.)

One early aspect all job seekers must pick up on, is that the CV/Resume is a sales document, and NOT a school-like list of everything you have ever done or achieved.

Now, many don’t relate sales with the truth. They think sales means that if they were a character actor, it would mean slipping on a 110% polyester suit, a pair of plastic brogues, and a silk tie; then getting in a far too flash car with chrome wheels, driving to a second hand car lot and lying their heads off.

So, here is why a CV/Resume is a sales document, and the type of sales document it is. Imagine you are a hiring manager, and you need a new member of staff. You approach the HR manager, and they ask you for a description (in the trade, that’s called a Job Description). Much as though you majored in art in college, you can’t draw to save your life – so the only way to describe the job is to create a 3D template in which the ideal candidate will fit.

Please note that I didn’t use the word mould, because moulds are like templates in many aspects but one – you pour liquids in which then set into a mould, while templates judge fit around solid shaped objects.

Hence, think of you and your skills (with evidence of delivery along a track record, we call those Competencies), as a lump of stone. You could carve that stone in many ways to many shapes, but if you just stand back a foot or two (the role of the mentor or coach), there are some clear and obvious things into which you could carve it. Now, it would be great if the employer gave you the applicant the template they were using, but they don’t – they give you an advert, which is like a pour quality paper version of a steel template. The CV/Resume hence takes the basic stone (you), and the basic paper template, and added with a few trade tricks carves the stone to fit the paper template.

In the employers mind, if you can’t fit the paper advert and its wide tolerances, you won’t fit the final steel Job Description – and if they really wanted a granite finish over an alabaster, well forget it!

You may think: well hang on, all I have to do is add a few bits and pieces here, and carve out a bit more there, and I will get an interview. Possibly is the answer. But those attached pieces and the incorrect carving of the stone will stick out like blue-tac added after thoughts to the classic Venus de Milo in interview.

What about the under qualified? Not enough stone in the right places to fill the template shape. And what about over qualified? Well, from the employers view point, they will be questioning the wasted stone lying around the carved result.

So the CV/Resume takes hard facts – the stone – and turns them into a shape which fits the adverts template. You can’t take things and add them because they will stick out; and you can’t understate competencies just to make you look like a better fit – the question will be why?

OK, so now that you know what a CV/Resume is, what is a Cover Letter? Think of the Cover Letter as a set of high lights, which with warmth light up the carved stone. They show the employer that the key issues of their requirements are met, and that they should proceed with the process of trying fit with the template. Hence, if you don’t attach a Cover Letter, then really it’s like turning the lights out on your job application.

Next, we can cover interview technique as a dance – I told you recruitment was a strange world!

How do you improve your leverage when you have been out of work for one year?

Pat asks: How do you improve your leverage when you have been out of work for one year?

In answer:
As I have explained many times before, when an HR professional looks at a CV/Resume of a job applicant, the first thing they do after confirming you have the required competencies to undertake the job, is to read your career history by concentrating on the progression and dates - ie: the gaps in between the jobs. They are trying to understand your career management - why go from this job to this job? What is the logical track of your career management? What resultantly are your motivations? Did the career track change, and if so why?

Any issue which brings up a question mark in this track brings up an immediate question for you to answer by the HR professional. It may result in you being excluded from the recruitment process, or if not it will result in a question of why?

Your aim in a job application is to explain those gaps logically. OK, we all have a wobbly minute - some more occasionally than others - but we all have them. It's just an issue of explaining why the change in jobs or the employment gap occurred.

The first thing NEVER to do in explaining a gap is to move the dates to remove the gap. There are very comprehensive checking services available these days to employers for not a lot of money, which can pick-up deviations of a day or so: so don't even try.

You may also be uncomfortable with stating the truth about the why, particularly if it was a health issue for you or a friend/family member. However, a period out of a career path is not a bad thing, and a period looking after others may show another competence you have previously not had evidence to write in to your old CV/Resume. Health issues can also be handled, and won't exclude you - some stated up front also mean that you can not be excluded from the recruitment process for that reason after that point.

However, the biggest gap problem to explain is "I just took a year out, and twiddled my thumbs." That to an employer says "Nice for you, but what does that say about your motivation?" It's the most common reason for being excluded these days as people take more and more career breaks, so make sure you did something. Did you rewire the house, build a cabin/boat, go travelling which was always a childhood ambition - just make sure you did something and that they can't question your motivation.

The question about anything - gaps or periods of employment - in your career is always: what can I write on my CV/Resume as a result of this?

Good Luck!

What does "over-qualified" really mean?

Mark asks: I would appreciate your assistance on my research into the executive job market for an upcoming article for CIO Magazine. Most executives, managers and senior functional specialists have heard that reply from a hiring manager, recruiter or HR person at least once in their careers. This response is especially frustrating for a job-seeker when they have actually spent the time verifying that their skills and experience do indeed meet the requirements. So, as a hiring manager, have you ever used the term "over-qualified" when in fact the candidate does meet the position's specifications? And if so, what are some of the reasons why you would do so (eg, candidate's age, price, reputation, prior history, etc)?

In answer:
I am a recruiter not an HR manager, but have been involved in the hiring process for hundreds of people over the years. The reasons most often I have seen for using an “over qualified” statement are:

1. Your compensation requirements exceed the hiring budget
2. You will be under employed, quickly dissatisfied, and we will have to hire someone to replace you in a few months
3. Favouring an internal candidate as a growth promotion, and have resultantly lowered the job standards to qualify them

Most employers feel that if a candidate is not challenged, he/she will soon be on to to a more challenging career opportunity. There is also fear in this current economic environment that people are taking jobs just to get through the financial crisis, and will quit thereafter.

I have never used the term "over qualfied" to remove any one from a hiring process, unless they truly were overqualified. If they are not overqualified but their salary range is out of budget, I am honest and tell them that while they are a strong candidate, our budget cannot support their salary requirement.

There are scenario's where candidates do, and more regularly now, down grade:
- People fed up with dealing with the headaches associated with high positions
- People very willing to start over and just looking for a chance

The risk is lower from the employers point of view with the former of them leaving the company for a better offer, the employer is just concerned that they may lack motivation - these people are normally financially secure. However, they offer great knowledge and experience to advance teams, and it is this aspect they should emphasise in their Cover Letters: I want to work because as well as I want to work for you Mr Employer because.

The second group are normally ambitious and have failed on some level. While there is a possibility they might leave for a better position in six months time, employers can manage the risk by motivating them in their present position and showing them a possibility for advancement. In this case employers should always implement a "non-compete" clause, so you are not preparing your next competitor. Candidates in this scenario should always emphasise in their Cover Letters why they want to work for that employer, and why they will remain loyal/show track of in their CV/Resume.

Good Luck!

Is my Mensa membership worth mentioning?

Richard asks: I was just asked why my Mensa membership appears neither in my resume nor my Linkedin profile. I have always taken the view my qualification for Mensa is about my natural gifts, whereas my resume, etc., are about what I have achieved. Am I wrong? Are you impressed by Mensa membership? Would you take me more seriously as a potential business associate knowing I am a Mensan?

In answer:
In summary, on balance from experience - I would leave it out.

By mentioning it, you communicate that you have those natural gifts, and a potential employer may be impressed. This may distinguish you positively from other candidates by letting a potential employer know that they might get a little more in the bargain with you and your IQ.

On the other hand, there is a section of people that have a knee-jerk response to all such skills being included, and think that intelligence = arrogance. Those people might well be put off by seeing that on your CV/Resume, thinking that you're somehow "flaunting" your skill - in this case intelligence - arrogantly. Intelligent and arrogant are not seen as good team working skills.

I think your decision comes down to what risk you want to take. There will be people that interpret it as advertising your intellectual superiority, while others will find it impressive. Which group is bigger? Will the arrogance crowd reject you for this? (Yes, wholly) Will the impressed crowd rank you significantly higher relative to your competition because of this? (No, not by a lot)

Hence, from my experience, on average/playing the odds you have more to lose than gain. You can always mention it later in interview if you find the employer considers intelligence and benefit, and have not taken the downside risk of bragging.

One last point - there are many, many Mensans that though they have rich and varied lives are not very good business people, otherwise they would all be rich! With that in mind, membership does not necessarily signal business acumen or employable competence.

Good Luck!

What are the key transferrable skills to highlight in a sales CV/Resume?

Tara asks: After nearly 10 years working in automobile sales, my ex husband was recently laid off, and is looking to move into another industry altogether. What are the key transferable skills for the positions of salesman, closer, fleet manager, & finance manager which he should highlight on his resume when applying for sales positions in other fields?

In answer:
The most successful way of gaining employment is to write a focused job application - generic CV/Resumes and approaches can work, but are less successful.

I recommend that he finds a definite job target and write his CV/Resume around that. Do not try to create a resume around all of those job titles you listed titles, try to narrow it down to an industry. For instance, the reason you can be more succesful in a specific job application is to use the same language used in the advert to describe his skills. You are just reflecting the same key words, and this is a very easy method to make sure that his presentation aligns with his goals.

If he decides to apply himself in multiple sectors, then use multiple CV/Resumes if necessary. It's better to have several focused CV/Resumes than only one that you try to keep generic.

In general, transferable sales skills include the following keywords:

Relationship Development, Solutions Selling, Account Management, Account Retention, Network Development, Consultative Sales & Closing Strategies, Needs Assessment / Analysis, Presentations, Strategic Planning, Negotiations & Deal Structuring...

Some sales management skills/keywords include:

Sales Force Leadership, Team Building, Training, & Motivation, Compensation/Incentive Programs, Turnaround & Startup Leadership, Proactive Sales Planning, Partner Recruiting, ROI Maximization...

The CV/Resume should be highlighting the past achievements, with recommendations from managers and customers (as the sales profile is 100% based upon customer).

Good Luck!