Should I mention my personal blog in my Resume?

Shrinidhi Hande asks: How good do you think it is to mention about your personal blog in a professional resume?

In answer:
My standard answer Shrinidhi would be "no" with an aside of "it depends."

The key here is relevance to the job you are applying for, and as a business analyst as opposed to a journalist unless the blog was wholly business analyst orientated and the job advert asked for such evidence, then the answer is no.

However, having read your blog, I would definately say no. Firstly, the first words any reader comes across are "A professional amateur" - what impression does that give? And secondly, one of the top five commented subjects is "Public toilets can be made free." It would be a good blog for someone who wanted to be a local political representative, although at present it reads more like a personal diary.

The other opportunity you have with a blog, is that it appears in your GoogleCV. If you undertake a Google search on your own name, then it appears high in the results. Any recruiter, HR professional or employer who found this could conclude that your main focus may not be on the job - something to think about.

Good Luck!

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!

Thinking of changing roles or market sectors for employment? Pick one with a future that you enjoy

The down turn is bringing forward many individual’s plans to change employment sectors. Having seen many jobs disappear in their sector, they suddenly seem to be bringing forward long held plans to do something else, which they have never yet put into action.

Is this a time when you should put long term held dreams into action? Possibly, but probably not if you are in secure employment with a great employer – that would be just daft at present. Jumping in this case means a change of employer, skills and sector and resultantly higher financial insecurity. This kind of change only makes sense if you are looking on a daily basis for a new job, and everything you look at reminds you of what you unhappily previously did.

To undertake this task, start with four blank A4 sheets of paper:

• Sheet1: what I have done/this skills I have
• Sheet2: my life, my family, and where I would like to be with both
• Sheet3: where I would like to be in work in 10years

Sheet 1 tells you what you have got to work with now – this could form the basis of a CV or Resume. Sheet 2 defines your personal priorities – you and your family, and what you want. Sheet 3 fits effectively inside Sheets 1 and 2 – you have (Sheet 1), you want (Sheet 2) and you expand on part of the want in Sheet 3. Clearly there is a compromise here, for instance: you want more children, and yet travelling far away from home for your dream job means you need a very supportive partner, and need to let them have some form of support system when you are away; which probably means that the family home is located close to the mother-in-law, and that means you need to get on with her.

You can play these scenarios and go back and re-write the pieces of paper as often as you want, and I would encourage you to do so on a six-monthly basis. But eventually you will get down to a mix where by you have played out everything you can think of, and the amount of change/addition is minimal. The result should be that you have a clear plan, which you have talked through and agreed with your partner, and which as a result you are more enthused – and will resultantly be loved by any future recruiter you meet or employer who engages you.

This blog entry is focused on Sheet 3, and picking a sector of employment that means you (hopefully) won’t end up in the same situation again – ie: thinking what you were doing was useless/boring, and wanting to change sectors. It may be the case that you enjoy the sector, but just want to move roles within that sector – that’s fine, and there are former shop floor workers in the coal, ship building, motor and pottery industries who are still enjoying work in the UK, just not on the shop floor.

If you want to pick a new sector, then look for signs that include:

• Technology change – IT, or applications of are good signs
• Market liberalisation – often seen at a government level, such as the entry of the low-cost carriers into the airline market
• Legislation improvement – this often means more paperwork, such as in the case of recycling or employment law
• Social trends – such as the divorce rating is rising, so more divorce lawyers and support staff are required; more women want to return to work, so there is a shortage of child care workers

In cases where you want to stay in the sector, but can see the sector is on decline, then look towards:

• Creativity – much as though production may move, design teams most often stay and expand
• Customer orientation – sales and marketing still need to be in-country, even if a product is produced internationally
• Consultancy – new market entrants and competitors to your old employer have probably come along as a result of cost efficiencies in developed markets. All of these companies need help in launching and developing their products

But above all, in all cases – PICK A SECTOR YOU WILL ENJOY! There is no point in spotting a trend or a gap, and not having your heart go quicker and your face smile. If it will not, then recruiters and employers will pick up on that.

Changing sectors need not, if you follow some simple rules and looks at the long term trends, be such a daft or wholly risky choice – as long as you make a better choice.

Good Luck!

PS: On a personal note……. I know this system works, because I apply it every three months! This is the system I used to move from call centre design to the internet market in the late 1990’s, through joining the team in my company involved in Data Centres. I saw the long term trend was towards mobile and the internet, and hence knew I had to get a job in either one or the other sector. Five years later, I choose self employment as I could see the long term staff reduction trends in BT – there is far more staff reduction to come there. The reason I became involved in the mobile phone recycler SimuSimu (Simu is Swahili for telephone…), was because I enjoyed telecoms, and could see the legislation on reuse and recycling increasing. I got involved in the recruitment market place because of effectively a consultancy engagement – there are staff shortages in certain telecoms sectors. I had the contacts and abilities to find gaps and fulfil them. I stayed because I could see the challenge for career management for the average person would be more difficult in a more liquid employment market, and if a good recruiter existed we could help candidates long term – hence the creation of Ajiri Ltd

What is the difference between a CV/Resume and a Job Application form?

A decision to move jobs or apply for employment takes a number of steps:

• You desire/fancy/need a new job
• Dust down old CV, realise its out of date, and create new one
• Start sending it to various online job boards
• Buy newspapers, and start responding to adverts
• Get a response – if this is less than 1 response per three applications sent, you are doing something VERY wrong. It is either your CV or what/where you are applying
• Have a telephone interview
• Have a physical interview
• Wait – and wait some more!
• Get a response, which means the whole process starts again OR you need to write a resignation letter
• Wait for notice period to expire while you are sent to work place hell for its duration OR get round to doing that long term gardening/painting honey-due that you have always promised
• Start work at new job

During this process, there will be four key pieces of paperwork you will need:

• A CV or Resume
• A Cover Letter for each application
• A completed Job Application form
• A Resignation Letter

One of these pieces of paper is not like the other three, which one is it? You probably guessed that it’s the Job Application form, and apart from the fact that it is not written by you, there is one key difference: the Job Application form can be legally sued on if your responses on it are false or lies.

The other difference is that a Job Application form can pretty much ask whatever question it likes. Yes, some of these questions may seem at first glance discriminatory – your age, or ethnicity for instance: but they can be included as both essential for candidate checking (age), and workforce balancing (ethnicity).

Let’s take this current Job Application form’s set of questions:

• If you use a nanny for child care, have they been fully legally checked and certified? What are their names?
• What clubs are you a member of, or have been in the last 10 years? List all, including dates of joining and current membership status
• Please provide the URL address of any websites that feature you in either a personal or professional capacity (e.g. Facebook, My Space, etc.)
• Have you ever been investigated, arrested for, charged with, convicted of violating any law, regulation or ordinance? How about your spouse? Your child? (You may exclude traffic offenses for which the fine was less than $50)
• Have you, your spouse, or any member of your immediate family ever worked with a financial, banking, insurance or mortgage institution currently the subject of federal government intervention as part of the financial meltdown? (This question includes but is not limited to, the following: Fannie Mae, Freddie Mac, AIG, and Washington Mutual.)
• Other than from relatives, or from close and longstanding personal friends on occasions such as birthdays or seasonal holidays, have you or your spouse ever received a gift exceeding $50.00 in value? Please identify the donor, the value of the gift, the date received and the circumstances in which the gift was received
• Provide a copy of every book, article, column or publication you have authored, any speeches you have given, any testimony delivered, any resume you've issued

Question 13 is:

• If you have ever sent an electronic communication, including but not limited to an email, text message or instant message, that could suggest a conflict of interest or be a possible source of embarrassment to you, your family, or the President-elect if it were made public, please describe

Are these questions being asked by President-elect Barrack Obama’s transition team - and obtained by the New York Times - legal? Yes, as the key question for any judge in most jurisdictions (UK, EU or USA), if a case was brought by an applicant on the grounds of discrimination, is a test of reasonableness – ie: is the question reasonable and related to fair employment in that position, or is it discriminatory?

In example, one of the questions being asked in the same Job Application form is: "Please list all aliases or 'handles' you have used to communicate on the internet." If you were applying for a job on the checkout at a local Grocery Store, then no it would not be legal; but on the grounds of national security, or for a bank worker for instance, both areas where security checking and vetting of staff is legally required for regulatory licensing, then yes it is legal.

You can gain a view on the length of any possible Job Application form a job will require you to complete, by looking at the last paragraph of any job advert. This is where the legal counsel of any employer has won the “yes, but we want great employees, and to do that we need to sell the job” argument from the CEO and HR director, and all the legal pieces will be stuffed into as few words as possible. Here they will need to state any set criteria for candidates (must have qualifications/experiences), age or ethnic criteria (look at Government social worker adverts for jobs where legally allowed discrimination can be justified), and any checks or tests to be passed. What this paragraph should remind you is that any lies are illegal, and will be found out.

So, please never lie on your CV or Resume – but if you do, just remember that you can be sued on anything you write in a Job Application form, however long ago you wrote it: so don’t ever lie!

Good Luck!

How to Write a Cover Letter?

Karen asks: I am wondering how best to write a Cover Letter for Banking/ Management Consulting jobs. I am hold a bachelor's degree from a UK business school and am looking for jobs in these fields. Most will ask for a cover letter to join their graduate programs however I always dread writing them. I hear that sometimes they are rarely looked at; can those of you in the recruitment business comment on that? My previous Careers Service (as I have already graduated) gives the usual generic advice like "expand on your skills highlighted in your CV." I think I have a great CV, a good degree from a great UK business school and feel that perhaps it is my cover letters that is letting me down. Would you please give your comments and advice? Thank You!

In answer:
The simple answer is, if you don't include a Cover Letter in your application, you will be rejected - fact. Most research suggests that if you don't include a Cover Letter, then your chances of gaining a post even where it is not specifically asked for are around eight times less than those applicants who do include one.

As a recruiter, let me step you through how the process works in most recruiting and HR organisations that handle job applications. Most application correspondence will be handled initially by a junior member of staff, who will have been given a brief to reject any candidate against certain criteria. What are these? Simply, answering the job advert in a way in which the core skills and experiences are shown in the application. This member of staff is there to (a) learn the job, and (b) find reasons to reject your application as not relevant - they are saving time for the senior person, who then only has to review the relevant applications. This first stage process will remove around two thirds of applicants, who will only avoid the rejection letter should the senior staff member find there are just not enough applications.

So, the need for the Cover Letter is to make sure that you get past the first stage process and into the senior persons hands; and then to get them to call you - no more, no less. You hence don't restate you CV/Resume in your Cover Letter, but engage with the reader to show you have the relevant skills and experiences, and have applied them in real projects with actual referenced results.

You can read more about Cover Letters on my blog How To Write A Cover Letter - honestly, the skills of how to write a great Cover Letter are quickly learnt in less than 30minutes.

If you are still full of dread after reading the website, then just drop me a message and I will happily help you out - I love writing Cover Letters, they are so much fun!

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!

What are the key buzz terms IT recruiters are looking out for?

Sarah asks: I am interested to understand how recruiters are scanning CV for candidates that have applied for an IT position. What 'key buzz terms' are you looking out for? I work for online recruitment website The IT Job Board and we send out a weekly newsletter to our candidates. I am looking for information about how a candidate can best present their CV and what are most important factors to recruiters when scanning a CV. Thank You!

In answer:
Simple - the "key buzz terms" to use are the ones that I or any other recruiter or HR professional put in the advert that you are looking at, that took us on average 100+hrs to get a position signed off against a job description, which is now summarised in fifty words or less in the advert.

Simply, there are no generic "key buzz terms" - there is focusing your application on the given advert, and showing you have the relevant skills+.

Around 35% of applicants won't write a Cover Letter - Rejected! And another 35% won't focus their skills in their CV on the advert, using something highly generic - Rejected! That leaves me at best with one third who make it to the "could call" pile, of which about another half will be - Rejected! That will be for a combination of reasons, either not enough of the right skills, or too much experience, or just as simple as a difficult to read CV. And yes, there are that many applicants generically that I don't have to worry about the fact that you can't present yourself correctly, unless you are in a new technology niche.

I find with most IT people that they love talking about the skills they have or the projects they have been involved with; but not enough about the role they played, the part they delivered or the business result gained. I realise as an engineer myself this may be irrelevant to the applicant while in the project, but the right business result in the the given time scale is what will get you your next position.

I always suggest to anyone looking for their next position, to think what the last one allows them to add to their CV? If you can't answer that, then you are simply job hopping and not managing your career - and at some point, you will be unemployed: employers like people who can manage themselves as much as the work they are undertaking.

If I can help you further, please - just ask!

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!

Job application references - can I use my LinkedIn recommendations?

Eric asks: Is it legal and professionally acceptable to use recommendations from your LinkedIn Profile in your resume/CV?

In answer:
Not necessary, unethical, and not best practise.

Not necessary because it would make your CV/Resume too long. Ideally each reference should be on a separate piece of paper addressed to that potential employer, or a generic "to whom it may concern" on the referencing parties letter headed paper.

Unethical, because you should ask each referee first before each job application in which you propose to use their name before you send the application.

Best practice would be to call each referee first before each job application, and get them on message about this job. Never send a potential employer in on a blind referee: the referee may not work there any more!

Candidates need to recognise the difference between online generic profiles, and CV/Resumes which are focused on a job application. My blog on this article should show you the difference.

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!

If a company gives both an email address and a mailing address to send job applications to, which one is best to use?

Malorie asks: If a company gives both an email address and a mailing address to send resumes to, which one is best to use? I am applying for a job and the company provided an e-mail address and a mailing address for resumes. I was wondering which one would be a better method, aside from the obvious benefit that an e-mail arrives much quicker. Also the ad asks for work samples with your resume, and I was wondering if I should send a short explanation of why each sample I am sending is relevant to the job. They are looking for someone with Photoshop, Illustrator, and InDesign experience, so I was thinking of sending a short description of each project along with the work that says what programs were used in each, but I was told once that you shouldn't put too much of a detailed description in a portfolio because A) they probably won't read it and B) if they do read it, you will have less to talk about in an interview or portfolio review. Any input would be greatly appreciated. Thank You - Malorie

In answer:
Simple - look at the job: technology orientated, so technology orientated employer who gives you the option (its probably a mini hurdle/test); so your application should use the technology. It is one of the clearest cases of using technology over paper for a job application I have seen: the normal case is that paper still gives more effect/weight, but not in this case

With regards the samples - I wouldn't send them. I would create an online portfolio showing off your work in the defined areas, and my even create a specific online section for that potential employer with the samples outlined with the explanations you suggest. The article here on the blog which refers to online CV/Resumes will show you some great examples of online designer portfolios, which is the way to address this requirement and stand out from the crowd

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!

Interview techniques for a security services position - FBI/MI5

Trish asks: I am looking for advice for a client who is interviewing with the FBI for a surveillance position. We've worked on behavioural interview questions and while we're not looking for "insider" information, we just want to make sure we're accomplishing the right research in preparation for the interview.Your suggestions are welcome!

In answer:
All government departments - but particularly those involved in any level of national security - use staged interview techniques over a period of time (normally at least six stages over 90+ day periods), that create a 360degree view of the candidate with both different interviewers and situations.

These processes aim to find out the true extent of character, their driving forces and loyalties, and their decision making. They also look for detail orientated persons (most surveillance work is frankly boring, but small issues and key patterns take extensive investigation); and they have a specific need presently for less white males to create a more culturally diverse work force - there are situations where not being white and male has it advantages in the current political climate.

The simple answer is - the tests are so extensive and well developed, that you can't prepare fully for this interview technique. Basic interview technique on how to answer a question - interview room etiquette - would clearly assist any candidate. But trying to learn tactics or cover up/hide or focus away from any character issues would ultimately be folly: the whole issue of the selection process construction is to find such flaws. And if the candidate could cover it up, they would be trained in such techniques, and would probably hence be working for an adverse agenda.

If you are looking for some specific details, then read about interview techniques and processes/procedures used by the relevant national government for employing civil servants and national level police forces - and expect something more extensive, with an army level like physical test. The UK government security services offer an overview on their own recruitment website.

In summary - be honest, and be yourself: if they can't trust you or your thinking, you won't get the job.

Good Luck!

What's the optimal CV/Resume length?

Jeannie asks: What's the optimal CV/Resume length for a long-tenured employee seeking a senior VP position in a Fortune 500 pharmaceutical company? I'm not really in the career development field, but many of my clients ask me career related questions. Can you bring me into the loop? I assume recruiters and headhunters want short resumes, but is that true for more seasoned employees at this high level? This person has been approached by a headhunter. Any other tips for this type of job seeker? Thanks!

In answer:
Simply, there is no standard answer to CV/Resume format or length!

There are formula's based on seniority or career length, but those are just guidelines and nothing more.

The key criteria is: what does the advert/application process ask for?

The key issue is: how did the candidate find the opportunity? A job application is a two way process, not a one way communication:

- If the candidate found it in the WSJ/NYT or online, and there are no application instructions, then its likely they are in competition with at least 20 other executives who could have the relevant skills/experience package - probably at present more like 50+. Human Resources departments and retained recruiters won't want much more on a first application that a 2page CV/Resume focused on the key competencies outlined in the advert. Many senior post adverts ask for a portfolio/reduced CV format
- If the applicant was head hunted, then they each have a standard format requirement, and often this can run to 4/6+ pages. This often includes the need for a list of reference points, which a 2page resume wouldn't cover
- If the candidate was approached directly to apply for the post by the board or a senior executive, then why not just ask them?

I have answered a similar question for a senior executive, and suggested to him that he created a portfolio of work history and achievements, which could be as long as he wanted, but focused eventually on what he wanted to do next. Then, when a suitable position came up under any of the above three typical scenarios, he could quickly create a suitable format application whatever the employers need.

I think everyone should have a work portfolio, which gives a full record of career achievements - and everyone forgets something at some time. This can then be used to create the best job application that any potential future employer requires, in what ever required format.

Good Luck!

What major differences are there between a European style CV and an American style Resume?

Alistair asks: What major differences are there between a European style CV and an American style Resume?

In answer:
Simply - there are not many.

The most complex issue is the terminology used:
- a CV in Europe is 2+page factual career summary, focused on a particular job application. The North Americans would call that a Resume
- a CV or more correctly a Curriculum Vitae in North America is a full career history, most normally used by those in academic or scientific careers
- the term Curriculum Vitae is most universally used, as it normally means the full career and research history to academics and researchers

British CV's tend to be the most American Resume in format - focused on that particular job. Many European CV's tend to be more derived in format from the standard Europass CV, than the American style Resume.

In employment law regulation, Europe tends to be further ahead (ie - restricted) about what needs/what can not be disclosed in a job application, and so European CV's now tend to include less personal data. This trend is often followed legally by the more liberal states law bodies in America, and now being picked up by most Resume writers with the exclusion of key date issues. Much of this is focused around age discrimination law development, but personally accepting that at some point you have to disclose your age to the employer - and quickly reducing birth rates that will force employers to re-evaluate hiring strategies - I think this writing trend as opposed to legal need will receded as quickly as it came in.

In terms of style, Europeans tend to include more personal information and softer issues in first drafts (selling themselves), where as North Americans focus on the results they achieved in post (selling the results). Employers and recruiters love the later, and really couldn't care less if you have a dog or not - they just don't want you to be socially isolated.

Good Luck!

Is CV/Resume writing really about opinion?

David asks: So much of CV/Resume writing is about opinion - what should or should not be on a resume - for IT management, should certain things be or not be on the resume? For example, I have had 9 books published, should I list them? Professional references, should they be listed?

In answer:
So much in CV/Resume writing is about opinion, because its the employing readers opinion IF you have the skills and experiences required to meet the competency requirements of the job/post you are applying for AND could fit into the team and deliver the required results.

Lets start with some basics - your CV/Resume is about your application for a specific job, and hence its a factual sales document. No more, and certainly no less.

Is advice therefore in applying for a new post in actual fact opinion based? No, there are some clear rules as to what does and does not work, and those can be easily learnt - what is more difficult to master are the details of putting that all together into a successful job application - consisting of a Cover Letter and a CV/Resume.

Lets take your case in example:
- No more than 2pages
- Most recruiters/HR people only care about the last five years/three jobs: so summaries only at best before Pitts Consulting Inc. Everything before that is almost irrelevant
- Relevant skills only: so are you actually skilled in all the technologies you list from IMG, at both a management AND an operational/helpdesk level? If yes to the latter, why take the MA in Systems? It certainly wouldn't fit with the book writing

I dare say you could write a CV/Resume from your skills in four paths (listed from most to least skilled):
- IT systems VP/manager: an advance or at same level opportunity
- a technology consultant/director, in either sports or NFP markets
- IT system operations: a retrograde step
- a technical columnist for a publication

Which one you choose is your choice, but a professional CV/Resume writer could write a good application around any of those areas from the skills you list.

Lets assume you want to focus on IT management, the easiest next role for you to transition to. Since you will be applying to management opportunities, think about leadership roles you took on and what positive result came from your leadership; think about problems you solved and how those positively contributed to the company. Your published books hence may or may not be important information: do they show leadership, industry expertise, etc? If so, use them!

References should never be used on your resume as the people reviewing your resume do not need that information immediately upon application. Use that space to sell the value you offer employers!

Good Luck!

Is a two page CV/Resume enough?

Bruce asks: For years, I've read and heard that your resume should be no more than 2 pages long and I can remember when I had a one page resume. Recently, I've been encouraged to expand my resume beyond two pages. I trust this individual's opinion and his reasoning that I can't do justice to my competencies or accomplishments in two pages certainly makes sense. I'm considering keeping my two page resume for initial contacts, but developing and expanded version to share once a "relationship" is initiated. I would appreciate your input and suggestions.

In answer:
The answer is - make it as long as you want: half a page, 100 pages, its your CV/Resume.

Only thing is: the recruiter/HR professional reading it will have decided if you are the right person for the job in the first half page of your CV/Resume, having already read the one page of your Cover Letter. That might seem cruel, but its the truth.

If you think you need more time to say how great you are, then consider using a 2page CV/Resume as an intro, and then taking along a full Curriculum Vitae or portfolio to the interview, or create one online which you can refer to in your Cover Letter.

Your friend is probably right - but applying for a specific job, is everything in your Curriculum Vitae or portfolio needed against the five specific job competencies you are applying for? One could almost question whether you needed a CV/Resume, if you wrote a good enough Cover Letter.

In summary, I think you do need two products: a Curriculum Vitae or portfolio; and then a focused Cover Letter and CV/Resume against the specific job application.

Good Luck!
...................................................................
Bruce says: Thank you for your response. Your insights have confirmed my conclusions, I really like the idea of building a longer CV to take to the interview or mention in my cover letter. I've just started building an online CV on a site called VisualCV. Thanks again, I appreciate your input

..........................................
Bruce,

No problems! Re a visual CV/Resume, have a look at my blog entry on them. They are often too generic for a specific job application. Your career suggests a portfolio approach would work best

Best Regards,


Ian McA

Does the colour and weight of the paper your CV/Resume is on really matter?

Peter asks: Does the color and weight of the paper your resume is on really matter? What are your thoughts, in this digital age, of the effectiveness of sending resumes on traditional resume paper? And what tricks have you seen or used to make your resume stand out (not folding it, etc.)?

In answer:
Simply - yes, it makes a difference!

OK, we are in the internet world. Guess what - we go through more paper, printing ink and stamps than we have ever gone through! The internet increases communication, and everything from Twitter to MSOutlook just adds to the clutter. It does not reduce or alternate channel that communication in any way.

PDF's may be green, but its more difficult to look different and standout if all you do is eMail out 1000 PDF's. Sure, you need to pay attention to how your CV/Resume looks when printed out, and you can control that more with a PDF than MSWord. The first thing my agency does is scan any paper version straight onto the candidates record system in our dBase.

But you know what? We have a little box in the dBase record that shows whether it was an eMailed or scanned version, and if mailed we always keep the latest original. Plus, when a mailed CV/Resume comes in, that always makes it to a recruiters desk, as opposed to a resourcers telephone "to do" list. The resourcers know that anyone who took the time and effort to print it out on nice paper is probably senior with great experience, and as a result they will earn more commission when that person is placed - so put them at the top!

Paper has weight and takes effort - to print, to put in a decent envelope, to post; an eMail is a button push, and takes little effort - and resultantly that gains it less respect. Its why physical junk mail marketing campaigns still exist, and senior executives and legal types use quality paper.

So if you want to look serious, and professional - the extra effort on the jobs you really want that paper will give, will mean a difference: possibly even employment. Just make sure everything else matches up with the first impression.

Good Luck!