St David’s Day Sale!

As we are a Welsh based organisation, it seems only appropriate that we have our first day around and celebrating St Davids Day!

St David’s Day

Saint David’s Day (Welsh: Dydd Gŵyl Dewi Sant) is the feast day of Saint David, the patron saint of Wales, and falls on 1 March each year. The date of March 1st was chosen in remembrance of the death of Saint David on that day in 589, and has been celebrated by followers since then. The date was declared a national day of celebration within Wales in the 18th century.

A poll conducted for Saint David’s Day in 2006 found that 87% of the Welsh wanted it to be a bank holiday, with 65% prepared to sacrifice a different bank holiday to ensure this. A petition in 2007 to make St. David’s Day a bank holiday was rejected by the then British Prime Minister, Tony Blair.

Our first sale?

Yes, our first sale, for three reasons:

• It is Wales national day (and our motorcycle riding boss has a secret love of daffodils)
• As Tony Blair wouldn’t give us Welsh a Bank Holiday
• As the UK economy is picking up even quicker, but the chances of employment will probably fall after the 2010 UK General Election and the effects of the already announced emergency budget

The sale is on our Professional CV, with a discount voucher issued for each new joiner to our newsletter. The voucher gives a 12% reduction, and using the service means you could be enjoying your new job offer within the next four weeks.

The discount vouchers will be issued to all new Newsletter registrants from now until 12:00 on Monday, 8^th March.

So don’t delay, sign up today:

Executive CV difference

photo credit: ind{yeah}

An Executive CV on quick glance may look very much like a standard CV. Most who looked at it a second time would notice the better layout, the nicer font, and on picking it up the slightly heavier paper.

However, the key difference in the Executive CV is to be found in reading it, to which the normal over eloquence of “adventurous and ambitious results orientated achiever” is replaced by a far less dramatised perspective on what the employer is really seeking to engage with: results, with an explanation of the environment and how they were delivered.

This is methodology is often referred to as SAR, which stands for:

• Situation
• Action
• Result

It can also be referred to as STAR, where the added T relates to the Task or responsibility inside the whole project that the Contractor or manager was asked to address.

Situation Action Result

In developing SAR form for a given Executive CV or bespoke job application, or when developing a personal brand, SAR adds the full scale of accomplishment inside the CV. SAR can be used for all levels of CV, but is essential to deploy in the Executive situation as there is the combination of both the experience and record to show a successful track of results; as well as the ability to focus on the softer non-results orientated issues which companies seek in Executives.

Hence, much as though the non-Executive CV would place focus on the area of Results, often the most successful Executive CV focuses on developing the Business Situation, the strategic choice of which Action was taken, and the tactical deployment of money, manpower, materials and time which lead by choice and management to the final (planned, and hence inevitable) result.

As Executive level projects are rarely non-political, in Situation development thought should be given to both the negotiation of the incoming position and brief agreed, and the resources available. This could cover the company or departments situation prior to appointment, but clearly should not breach issues of company or commercial confidentiality.

These items help in defining the strategic background to the chosen Action. As Executives are team leaders, thought should always be given to the path chosen (risk versus reward), and the key elements of the plan on both a hard resource as well as soft tactical level. Key details can also be given to issues which arose during development or deployment, and why certain options were rejected or certain tactics failed. However, clearly a continual track record of heroic failure is not what is being sought to be be employed. Should your personal track record in your specialisation be clean but the projects in which you became involved slow or unprogressive, accomplishment and strategic input should be highlighted.

For an Executive, an achievement of Results could be the final outcome, but forward thought to the future of the company or department should also be given, as well as a review opportunity. Secondly, much as though the results of the organisation may have been meet, it is often not until 12months later that true Executive strategic effort could be shown on a balance sheet or financial reports, but these should always be fully justified if cited.

Having completed and shown the full extent of your capabilities, the key issue then becomes the proof. Thought should always be given to referencing of key achievements with supporting team members or Executive colleagues. Those you choose to reference should always be shown the draft document before submission is made to a job application, to ensure they agree with the statements given and perspectives taken. Always chat through the project and how you have written up the experience and output achievement with your references, so as the Head Hunter or Executive Search firm following up with them has no opportunity to call into question the proof of your ability.

It is hence within the detail that the difference of the Executive CV is found, in creating both the right position for the candidate through proven whole project view of accomplishments, which are referenced back to colleague sources. Only once this is achieved will the true difference of the Executive be found.

Good Luck!

If you need an interview winning solution, sign-up for our Executive CV service

Executive Job Interview

photo credit: Nils Geylen

There are many that claim to be of executive level or executive calibre, but there are some simple tests which a recruiter or HR professional will apply to assess which level of management or executive capability the job applicant has.

Executive, much like any high-value perceived word, is often over used by some companies and job applicants to add gravitas to either the job or their suitability for a job application. So the recruiter or HR professional needs a system by which to assess the actual level of delivery capability, and in what environment it was achieved.

The basics of the systems of assessment are pretty simple:

• How many people did you control
• How much budget did you control
• How long was your vision
• Who were you responsible to

Junior or first level managers will often claim to be executive, because of a job label used by the company to give them gravitas over their perceived lack of experience, at often a low age. However, junior executives are most often moved around a company a great deal to gain experience and vision of the company, but control no people and little budget. They are often found reporting to a training manager or mentor, so some probing around the role normally reveals the true nature of reporting to a higher level executive

First level managers will be team managers, there to drive results from a team within a larger department. They will often have a strong grasp of measurement systems, because that is what they are measured – and hence ensure they keep their job – on. Although they may control vast numbers of people inside their teams – most shown in both manufacturing and customer service functions – their responsibility ends as delivery of output orientated targets, and involves no control of budgeting

Mid level managers will control both people and budget, and will have control over operational changes to make the two work – something lower level managers will not. Mid level managers will be able to control operations, but will have forward vision limited to the budgetary year. The question for a recruiter or employer when interviewing a mid-level manager, is always: do they have the vision thing? They are looking here for the candidate to see problems, for which the fix is outside their control, and on which they can gain wider buy-in to and hence implement. Interviewers will hence want to fence-post their direct responsibilities and deliveries, and see multiple examples of issues where performance could be improved and buy-in gained. However, if there are excessive examples of the “problem-solution-sell-buy-in” cycle, then the question is posed: are they a visionary, or a trouble maker?

Executives will be able to show vision in changing resource allocation – in terms of man power, money, materials and time – to meet direct budgetary results, which can be directly correlated to customer revenue. Most often, executives come in two forms:

• Promoted within an operational environment – normally older aged
• Promoted because of capability of vision, backed up by delivery – younger aged

But executives of either type have two things in common: they always have the vision thing, seeing external regulation and market forces as part of their plan; reporting to main board level contacts.

Hence, in writing out your job application and wishing to be seen as an executive, always think about how you will provide evidence to the interviewers of your executive calibre. Most often, the best Executive CV’s have been written from the out start with evidence in mind, and hence to a SAR’s format. If you are caught out using a word or example which shows a lower level of capability, then do expect to be found out and the interview terminated.

Good Luck!

If you need an interview winning solution, sign-up for our Executive CV service

CV Length

photo credit: ximenacab

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 CV/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!

If you need an interview winning solution, sign-up for our Professional CV service

MBA equivalent

photo credit: Maria Keays

strong>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 we can help you further, please – just ask!

If you need an interview winning solution, sign-up for our Professional CV service

Paper Weight!

photo credit: photomequickbooth

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 Microsoft Outlook 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 stand out if all you do is eMail out 1000 PDF’s. Sure, you need to pay attention to how your CV looks when printed out, and you can control that more with a PDF than Microsoft Word. 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!

If you need an interview winning solution, sign-up for our Executive CV service

Executive CV

photo credit: alexcovic

The Executive CV is different to the Professional CV, but also in the majority of ways the same: it is a personal sales and marketing document, no more and certain no less.

Board and executive level posts are very competitive, and top corporations actively do not look for the same sort of words and structure, let alone skills and demonstrated competencies, in an Executive CV as they would for wider staff hires.

In order to secure interviews your Executive CV needs to not only look very sleek and professional, but it also needs to correctly address the fact that the person who will be reading it is an executive recruitment specialist.

But as the executive has far more experience, and is brought-in for their results, how is that all supposed to fit into two-pages?

Firstly, any job application to a post or in response to an advert is not simply two-pages – a single sheet Cover Letter plus a two-page Executive CV or resume is a total of three pages. However, even that format restricts a board level executive in what they can say and show/evidence about themselves. Further as any executive will know, a single meeting or conversation will never close a deal, so how are three pages supposed to win them a board level job?

The executive has to make the choice to break the two-page CV rule – that is plain and simple, or they would not be able to differentiate and hence sell themselves. The question now is how?

In the first part, accepting that any initial application will be reviewed by a recruiter or HR professional, the old rule of “no more than a 2page CV” has to be kept: that and your Cover Letter are simply a direct and focused sales pitch against that job. What the executive needs then is to anticipate the next steps to employment, where further detailed evidence and other information such as references are collected.

The Executive CV needs to be written with a project mentality in mind, as to what they achieved in their past. Basics options include:

• Do they start corporations?
• Do they grow companies or targets, and if so from what size to what scale
• Do they turnaround failing organisations, and if so in which areas?
• Do they stabilise a company after a traumatic period, e.g. – team building and moral
• Are they a flotation expert, and if so in what indices – e.g.: Dow, FTSE, AIM?
• Do they focus and down scale companies, through a plan – e.g.: sell off’s, floats, etc

How do Executive CV’s differ?

photo credit: melissaclark

Jill asks: What makes an Executive’s CV stand out and how are executives’ resumes differ from the resumes of non-executives? I’m writing an article for a national publication on executive resumes. My article will provide some practical tips for creating a stellar resume and will offer advice about collaborating successfully with a professional writer to write the perfect resume.

In answer:
An executive CV or Resume is about focus, layers and preparation which show the reader the resultant delivery; as opposed to pages.

Simply, most executives are older or will at least have progressed through more positions. This should relate to a greater volume and hence more pages. However, the same old CV/Resume rules of focusing on the position being applied for and the last five years of work means that many early career positions can be cut down through focused summary. This enables the resume to focus most of the words on the what was the problem and how you approached it to gain the eventual result of delivery.

Most jobs are defined around the hole in which the employee fits – there is some creativity, development and management opportunity; but the main focus is around skills/competencies of the applicant and social fit within the wider company/customer team. Executive positions are defined around either problem solving or business growth, and all include team leadership and financial control. Some executive positions also encompass public reputation and management in the case of plc and national/global corporates.

It is hence important to show in the CV/Resume those softer skills and the associated hard results, through an almost project like manner: defining the problem/target required; strategic choice and selection; getting the team built and working together; the financial control; and the successful outcome in business measured terms.

With an executive, my normal approach is to create two outputs:

• A portfolio which addresses wider issues around the CV/Resume, giving greater details on key accomplishments and projects, includes personal and professional references, an elongated CV/Resume and a personal statement
• A 2page CV/Resume, which focuses on that job application. When you take into account all applications must have a Cover Letter, by adding more pages you look less focused and hence less like an executive

If you think about the differentiation in the skills/requirements of a job hunter, as opposed to the problem solving soft and hard skills of an executive; then the main differences come down to skills breadth and combination to create assured delivery. With that in mind when writing, those are the main differences that should be seen in any executive resume when it is read.

Good Luck!

If you need an interview winning solution, sign-up for our Executive CV service