Specific Dates For Every Employment
A lot of people simply put the year that they began or left particular employment periods. Whilst this is better than nothing at all, specifying the months in which you started and left (where you can) really does go a long way to helping the Hiring Manager understand your time there.
For instance, if someone had on their CV that they had worked at 15ten15 from the years 2017-2018 this could mean anything from working at our company for 1 month (Dec 2017 – Jan 2018) all the way up to working at 15ten15 for almost 2 years (Jan 2017 – Dec 2018).
Explaining What Your Company Does
It’s important to remember that depending on where you’ve worked previously, people might not know; a) what sort of company your past employer was, b) what industry they belonged to or even c) what your job title actually refers to in terms of responsibilities for that sector. See below:
“Based in Leeds City Centre, 15ten15 is a Recruitment/Lifestyle business providing holistic advice for their network on new career opportunities as well as ways of balancing life ambitions around people’s work commitments. Recruiting across fields such as Finance, HR, Sales, Operations and Customer Service, 15ten15 also produces useful content on how to progress in your career as well as pursue passions outside of work such as; Travel, Fitness, Wellness & Nutrition.”
By putting a couple of short sentences down about what a company does, you’re able to give a nice overview of the business and in turn paint a bit more clarity around what your day-to-day looked like.
Highlighting Different Roles Within The Same Business
We often see candidates who have worked their way up a business over a long period of time – perhaps even all the way up to Managing Director in some occasions. What we also often see is people forgetting to breakdown their journey up that ladder.
The are several reasons why it’s important to clearly show the journey you have been on throughout your career, these include (but are not limited to);
- Giving a structured indication of where you have come from
- Highlighting the full width of your skill set
- Showing your rate of progression
- Avoiding simple confusion over how years experience you have in your position
Highlight Your Key Achievements
The normal day-to-day responsibilities of a particular role tend to find their way onto a CV without problem (thankfully!), however sometimes what can be forgotten about is the key highlights which someone has achieved whilst working that particular role.
For instance, people will often say how they were tasked with daily client interaction and relationship management for their key client accounts. Whilst this is very useful to know and certainly something that hiring managers will be looking for, the next step for your CV with regards to this should be illustrating what your hard work and achievements meant for the business you were working for.
The reason this could be the difference for getting an interview is that hiring managers will often need to select successful candidates from a large number of applications. If you’re able to illustrate any key achievements succinctly and before you even get to interview, you’ll have a better chance of being put forward than someone who doesn’t clearly illustrate the positive things they have achieved throughout their previous roles.
The best way to display your key achievements in our opinion would be to put them in a separate section, which sits below the general responsibilities for each job that you have on your CV. Some jobs will obviously have more than others depending on how long you were there, so don’t worry about listing the same amount for each role!
THE MUST NOT
Your Personal Details
Firstly, personal details does not mean contact details! Obviously it’s a basic requirement to include things like mobile numbers and email addresses for people to get in contact with you and talk about the job.
When I say not to put personal details on a CV, I mean the sort of details that could lead a job seeker to potentially suffer prejudice within their application. These sort of details tend to include things like; sex, age, ethnicity, marital status, whether they have children, or a number of other things.
In some cases, these sort of details can cause snap assumptions about the candidacy of the job applicant. Rather than the decision being made on what their experience says about their suitability for the role.
Although these details are often important to the candidate and will dictate what they look for in a job – e.g. flexible hours to pick a child up from school – we would recommend that these are conversations best had face to face within an interview process.
Obviously it is not acceptable for a hiring manager to make a snap decision on these details, but in the real world this does sometimes happen within a recruitment process despite whether that candidate would prove to be the best person for the job at interview.
If you’re interested in looking at new career opportunities or simply seeking some career advice – whether on your CV or elsewhere – make sure to register as a candidate with 15ten15 at www.15ten15recruit.com
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