The Curriculum Vitae – Are It’s Days Numbered

So much has been spoken, written, discussed and analysed about the CV.  Roughly translated it means “the course of life” but it has come to represent a marketing document that will represent you effectively in your jobhunting.    Love it or hate it, it’s where we all start when we need to find a new job.  Should it be two or three pages?  Should you include a photo, your date of birth or details of your referees?  How relevant are your leisure interests?  Some helpful tips can be found on the Shine Charity Recruitment website

Once you have spent a few hours writing a high impact CV and playing with the layout for best effect, you then find that the majority of vacancies require you to complete an application form.  Admittedly, you could cut and paste from your CV, but often you are required to evidence your experience against the job description.

It could be that with the increase in the use of Social Media, in the future you may simply be asked to provide the URL to your LinkedIn Profile, so it is important to ensure that this is as up-to-date and relevant as possible.  In addition, this gives you the opportunity to include recommendations or testimonials from the outset.

Personally, I am a big fan of the CV.  I like to see how candidates market themselves, their presentation and written communication skills can be demonstrated in a CV.  It is quite interesting to see what they include and what they leave out.  Of course, you can’t be sure if they actually wrote their own CV or paid someone to do it for them!


Time to Recruit?



How long does it take to recruit a new employee?

You can never tell is the short answer.  You can take some steps to manage the process more effectively, but it’s not a good idea to be too rigid in your timescales. 

Take for example, a recruitment project that I have been working on and is just not being finalised.  I was instructed in March, the client had already tried to recruit themselves but failed to find the right person.  It was a new role and they had very specific requirements.  We sat down and discussed timescales and agreed an advertising campaign and closing date.  The applications trickled in but no-one ideal was identified.  We had a re-think and the job was looked at carefully to see if we were being realistic in our requirements.  We then re-advertised across a variety of media including social media and still no-one came forward.  After further discussions we agreed to give the advertising a rest but that I would continue looking.  A few weeks later, I was contacted by a candidate who had been recommended to me but had (amazingly) not seen the advert.  I sent her the job description, we met and she then went to meet the client.  BINGO!  My client’s advice is that it is better to wait until you find the right person than to be pressured into recruiting someone, the wrong appointment can prove very costly.

It is hard to believe that we did not have many applications for this role at a time when all we hear about is how many people are looking for jobs.  However, if the role requires specific experience and qualifications and is at a more senior level then it is still difficult to source the people.

So how do you ensure that your find the right people for you organisation within a reasonable timescale?  A recruitment plan is essential and someone to drive it.  Using a Recruitment Consultant is not such a bad idea, they can help you put together your  plan, manage your advertising campaign, search their existing database, screen potential candidates and carry out first interviews, headhunt, co-ordinate your interviews and assessment days, advise on and  negotiate job offers, take up references and deal with unsuccessful candidates.  There is only a fee if they are successful and if you don’t manage to recruit someone straight away, a good recruitment consultant will keep working on the vacancy until the find the right person is found.