Executive CV difference

Tuesday, May 26th, 2009 - CV Writing, Executive CV, Executive Recruitment, Job Search

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

Comments are closed.