Archives For Resume

Sample CVArticle by Rupert Sellers

How useful is a CV today for hiring purposes?

Most recruiters are at breaking point as to how to handle CVs effectively, and quantity over quality is the constant issue.

To process the volume of applications generated from online job sites, many HR teams rely on automated keyword filters to sift CVs.

That might seem smart, but candidates who don’t include certain words that match the criteria set by the employer will immediately be discarded. Pity those highly suitable candidates that didn’t make the cut, simply because they chose to use alternative descriptive words in their CV.

It means that a lot of great talent is condemned to the reject file, without even being considered.

Candidates have a tougher application process than ever before and they are having to rely on the right keywords in order to make the initial selection. Unfortunately many keywords that appear in CVs do not reflect the actual candidate. Any candidate, good or bad, can add the keywords an employer is looking for – regardless of whether they actually have that skill.

The same applies to LinkedIn profiles: Users are renowned for overstating their skills, so how can a recruiter/employer find the right candidates based on a keyword search?

Advising candidates to copy keywords from a job description to their CV ridicules the recruitment screening process

Candidates will of course welcome advice and tips on how they can stand out and have their job application considered, but so-called ‘career coaches’ and ‘expert resume writers’ who constantly tweet the lines below are a nuisance for employers:

“#Jobseekers. Review the job ad & company website & mirror keywords in your resume that the employer uses.”

“#Resumetips: Beat the filters. Use keywords in your resume drawn from job descriptions or ads.”

These tips may help applicants in the selection process, initially at least, but this advice completely skews the keyword sift that so many employers rely on. Screening a text CV based on matching keywords to select talent is flawed. Employers and candidates deserve a fairer, more robust recruitment process.

See also: The diminishing value of a CV

 

 

Article by Rupert Sellers

Profile photos - smallIt’s a long standing debate about whether or not a candidate’s photo should appear in a CV.

More often than not, published articles advise candidates not to include their photo as it could lead to discrimination – and some quote that there is an “88% job rejection rate if candidates have a photo of themselves on their CV”. Really?? It’s worth noting that this ‘statistic’ was compiled by a company called ‘Be Hiring’ over two years ago (Try finding them on the internet; I don’t think they exist anymore).

It’s time to be more realistic in today’s visual, multimedia age about how a CV / resume should be presented. And employers should stop overly worrying about discrimination implications due to a photo.

Think about LinkedIn and how powerful this social network has become as a recruiting source. LinkedIn’s Nicole Williams makes the case that “You’re seven times more likely to have your profile viewed if you have (a photo). Like a house that’s on sale, the assumption is that if there’s no photo, something’s wrong.”

In Susan Joyce’s piece in the Huffington Post, she feels if you can be visually judged when you meet someone in person then why is a photo any different: “If someone doesn’t want to hire me because of my age (shown by my gray hair), they won’t hire me whether they see my gray hair in my LinkedIn photo or in person. So, I feel that I’m saving my valuable time and energy by making it clear who I am.”

We have all become far more visual in our communications, so why should a CV be any different? The photo personalises the CV and helps the individual to be more identifiable rather than just another applicant.

Video interviewing takes visual a step further (before any face-to-face interviews), giving candidates the opportunity to showcase themselves by answering questions on video that have been pre-set by the employer. Compact Interview provides this straightforward service as part of a growing number of employers’ recruitment process, and the visual and audio insight is proving invaluable.

It’s true that age, sex, race and possibly religion can be determined from a photo or a video, and of course when a candidate meets an employer in person. But instead of worrying about discrimination employers and recruiters should focus on best practice recruitment: Treat applications professionally and don’t be influenced by a candidate’s appearance other than grooming standards and dress sense (which are important factors for customer service industries such as hospitality).

Photos and video undoubtedly enrich a text CV, so let’s stop putting off candidates from including their photo and embrace the visual, multimedia age we all live in.