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Executive CV – Planned Results, Not Pages
Executive CV
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
Often these skills at operational board level will come with a market sector attached – FMCG, telecoms, professional services, etc; where as at plc board and most specifically in the posts of CEO or Chairman, sectors become less of a focus and project skills more so.
With this plan in mind, the Executive CV can be written with a focused end position in mind – e.g.: telecoms growth company CEO – and hence the experiences chosen and the way in which they are written up on a two page CV in a SAR methodology will wholly communicate the target position and skills, so as to have sold the deal before the qualifications and further detail is read.
Secondly comes the Executive Portfolio – the answer to breaking the 2page CV rule, while also retaining control as to when it is released, and hence not breaking the two-page rule. Portfolios are and should remain a personal choice in form and structure, but should anticipate to answer the recruiters, HR professionals or existing board level members questions before they are asked. It is best practice to construct a 360degree view of the person in the portfolio, showing both hard delivery, as well as softer people skills; and some personal details alongside the teamwork in corporate life. Portfolios should always be bound, and ideally follow the white paper/black ink principles of the CV. This is one of the rare cases where a photograph of the candidate could be included, and is almost expected. I would personally exclude some of the more developed psychoanalytic tests from a portfolio, but essentials must include having at least three SAR developed project examples, five+ personal quotes from others (any of whom could be chosen as referee’s, but don’t include their contact details); as well as a further copy of the two-page CV. It also helps if an independent third party compiles the portfolio, so they can write a summary of the executive and their key findings.
The last piece to be written is the Cover Letter , which picking up on the job advert or ideally the brief from the head hunter or insider who is proposing you for the post, has given you a clear – and ideally written brief – of what the position entails, and what is expected of the position holder in the next 18months. Going back to an old school exam adage, starting to answer the question by repeating it back is always an excellent draft start, while picking up on the softer skills issues of team fit by using the boards own approved words.
An executive needs to show themselves as different and wholly capable, by both respecting and managing the two page CV rule. Words, structure, and planned anticipation of Q&A when communicating and selling ones career, all flow towards showing demonstrated capability: which will ultimately win them a seat at the boardroom table.
Good Luck!
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