When I say, “My Top Ten CV Blunders”, I don’t mean the obvious blunders – the phone number missing, the spelling mistake, the dates that just don’t add up.
I mean those blunders that make your CV OK – OK enough for your friends to say it looks good, OK enough for you to feel confident as you put hndreds of them in the post, OK enough to make it into a that big pile of CVs that are the long-list for the job of your dreams. But the problem is, it’s just OK. And it is going to end up in a pile of a 100 CVs, which are all mostly OK.
It’s so totally just OK that the bored HR Assistant will drift off as he reads it, get to the end, remember nothing about it, put it in the “no” pile and move on. HE will go on reading that long-list, that pile of over 100 CVs that are mostly just OK. And most of those OK CVs will end up in the bin.
Because if you are applying for advertised jobs, you are competing against 100s of other applicants. Your CV needs to be more than OK, it needs to be stand-out fantastic! And these are the hidden blunders that you might not even know you are committing:
1. Failing to link the CV to the job description. If the job description asks for experience with spreadsheets, experience of interviewing people, experience of managing a diary and experience of report writing, then this is what should be in the first half page of your CV – all these skills, with examples of how you have used them.
2. Writing about your employers and your job description, rather than what you actually brought to the job role and your achievements in the job. Anybody can work for an interesting employer with an interesting job description, but describing what was in the job description doesn’t tell the reader if you were any good at it. Most people fail to extract the maximum impact from their achievements when they write their CV. Graduates, for example, often fail to make the links between the skills they developed (maybe through writing a dissertation or carrying out practical work) and the jobs they are applying for. And many people describe themselves using really weak action words like “assisted with, helped, sorted out, reviewed, completed, collated, inputted, talked to” when surely they should be using more dynamic words like “responsible for, organised, re-designed, led, managed, co-ordinated, marketed, researched, analysed, interviewed, consulted” instead (don’t be afraid to use these words – everyone else will be!)
3. Hiding the best bits on the back page of the CV. The employer will read the first half page of your CV with full attention, but if the first half page doesn’t grab them, they may never make it to the second page. Use a CV format that allows you to put your best achievements in the first half page. This might be a profile (a few lines about what you have to offer), an Achievements section or a Skills section.
4. Not putting your name and the page number as a footer on every page of the CV. It’s really easy for pages of a CV to get mixed up, and having a footer means that if this happens, the hapless work experience student doing the photocopying will be able to reunite the pages of your CV rather than hide them in the recycling box.
5. CVs that are too long. Remember that poor HR Assistant with 100 CVs to read… A CV should not be more than 2 pages long (unless you are an academic or techie geek with a lot of research/projects to list). Anything that happened more than ten years ago can be summarised. You don’t need to repeat your skills when describing each job you have done – once you are back a few years, only list skills that are relevant and that you haven’t used in more recent jobs.
6. CVs that are full of tiny font and dense text – it’s not very inviting to read, especially if you are that bored HR Assistant. Use headings, font size 12, Arial, and leave plenty of white space between the sections and columns.
7. Writing Curriculum Vitae at the top of the CV, and then emailing your CV with the file titled “CV”. What if everyone else did this too? That HR Assistant would have a folder full of files titled CV. Use your name and the job title as the file name, and put your name at the top of the CV.
8. Putting lots of irrelevant personal information on the CV. You don’t need to put your date of birth, your ethnic origin, your photo (unless you are an actor), your marital status, your health problems, your age, your sexuality, the number of children you have, where you were born, your wedding date or when you plan to have children. All of these things are potential reasons why an employer might discriminate against you, so don’t give them the opportunity. However, if you have spent time outside the UK, you should state that you are a British Citizen or that you have the right to work in the UK.
9. Failing to use key words in an electronic CV. If you have been asked to send your CV electronically, the company may well do an initial search electronically, with the computer simply looking for key words from the job description or person specification. If you don’t use these key words, you won’t make it past the first sift. Some naughty jobhunters even type loads of potential key words in white text in all the blank bits of the CV just to increase their chances (although I wouldn’t recommend this strategy, as an employer may not feel kindly disposed towards you if they spot it).
10. Dodgy email addresses, like CeriLovesSex@virgin.net or VampireVanessa@btinternet.net Keep it professional! And while you are at it, keep your answer machine message professional too. And google your name to see what comes up (25% of employers will do this, you know!)
1 Jun
Mental Health and the Benefits System
Posted by Careerpassionyogi in benefits, social comment. Tagged: anxiety, Benefits, career guidance, careers advice, cuts, Depression, employment support allowance, incapacity benefit, Job Seekers Allowance, Jobsearch Advice, Medical Assessment, mental health, public sector, work. Leave a Comment
Andrea sits down in front of her careers adviser, John, clearly very agitated. She rushes to get her words out. “I’ve just come from the Job Centre, and they say I’ve got to have a CV. Can we get it done today?”
“Yes, we could work on a CV,” the adviser replies. “But it sounds like it’s the Job Centre that wants this CV. What do you want?”
Andrea insists that she must have the CV today, otherwise her benefit will be cut. It’s clear that this is the only reason for the CV, and the threat of having her money cut is uppermost on her mind. She’s typical of many clients referred by the Job Centre.
John has met Andrea before, and when they met a month ago, Andrea had told him that she was on medication for depression and anxiety and had been on Incapacity Benefit for a few years, but had recently been switched back to Job Seekers Allowance, as a result of a medical assessment. Her GP, however, doesn’t think she is ready to work yet.
When they last met, they talked about Andrea’s ideas for the future. She was once a Care Assistant, but she said “I can’t go back to that work. Because I just don’t care and it’s not fair on the older people for me to be in that job. I need to do something else. Something practical with my hands, so I don’t have to talk to people all the time.”
John offers to ring up the Job Centre and negotiate a more sensible deadline for the CV, and Andrea immediately relaxes. After some haggling on the phone, it is agreed that the Job Centre will give Andrea more time to create the CV, provided she spends time with the Careers Adviser on “preparation”.
With the immediate threat of being left without money tackled, Andrea is now able to tell John what has happened since they last met. Her sister-in-law told her that there were jobs going in a local meat-packing factory. “I really thought about it, ” says Andrea, “but then I got so worried, I had to take more medication, and just go off for a walk. I was gone all day. My husband knows me, he knew I was getting worse and he wanted me to go back to the GP. I don’t know why thinking about that job set me off, but it did. I didn’t feel right for a couple of weeks. I think my sister-in-law thinks I’m just lazy.”
They talk about the reasons she wants to work – to be busy, to have more money, to get back to a normal life, to be out of the house. They also talk about the reasons that she doesn’t feel ready. She can’t face crowds of people. Some days, she can’t get out of bed in the morning. She lacks energy. She has panic attacks when things feel out of control. “It seemed like a good job for me, just what I wanted, but it just felt like too big a step.”
Andrea and John spend some time thinking about “small steps”. Andrea comes up with the idea of an exercise class, a craft class at the adult education centre and ringing her friend to go to a nearly town for a shopping trip on the bus. John suggests voluntary work – maybe in a charity shop to get used to being around people and having a regularly place to be each week. Eventually Andrea creates an action plan that includes calling into the adult education centre and a local charity shop. They agree to meet again in a few weeks to review progress and do the dreaded CV.
Andrea looks anxious as soon as the CV is mentioned. “A CV isn’t just for getting a job,” John reassures her. “We can use it as a way to think about all your experiences and what you can do.”
This is real career guidance. Professional careers advisers work from a Code of Ethics, and putting the client’s needs first is at the heart of this. A professionally qualified careers adviser will explore the deeper issues that prevent people from achieving their goals, rather than focus immediately on job applications.
Professional career guidance, however, is being cut back all over the UK, and replaced by “job search advice” or “employment support”, offered by staff who are often trained only to a very basic level, and who often work in a very target-driven environment – if they don’t get clients into jobs quickly, their organisations won’t fulfil the targets in their contract and they will be out of a job. Some of them are on temporary contracts or have performance-related pay, so the can’t afford not to get their clients into work quickly.
You can’t really blame these advisers for pushing their clients to get back into work quickly, but it’s often a very inappropriate approach for clients with mental health problems, who may need to take many small steps towards being “job-ready”. The process of getting back to work has to proceed at a pace appropriate to the client – it can’t be rushed. Many clients with mental health problems do want to get back to work, but they recognise that they need support (perhaps part-time or flexible hours, a reduced workload or social support), and many employers would rather just employ someone else. A paid job is often a very the long-term goal.
Clients who are pushed back into work before they are ready, without appropriate support, may find that they can’t actually perform the job at the speed and standard expected, they may feel socially isolated and often find that their condition is exacerbated by the pressure to “keep up”. Their attendance at work may be poor, especially if they don’t get appropriate support from their employer. They are unlikely to hold down the job, so the cycle begins again – they are back in the benefit system with even lower levels of confidence.