2 CV's or not 2 CV's.

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That is the question…

Over the course of 2016, we have been providing outplacement support for an increasing number of people who have found themselves being made redundant.

Typically we provide support to help them understand their behavioural strengths using a tool such as Belbin Team Roles, DiSC or 16PF5. We also help with areas such as CV development, job search and improving their interview technique.

One of the most common areas where there can be significant room for improvement is through the customisation of the persons CV to suit a particular role.

With increasing volumes of high quality applicants in the local market, candidates need to do everything they can to stand out from the crowd. And if their CV is not directly aligned to the role they are applying for (and some other applicants CV’s are) then there is only one likely outcome…

“Dear Sir / Madam…on this occasion your application has been unsuccessful, as we received a number of applications more suited to the role…”

Or words to that effect.

A single, generic, one-size-fits-all CV isn’t good enough just now. As an applicant, if you want to have a real chance of being called for interview, you must tailor your CV to the role for which you are applying.

And it’s not just about tailoring your CV – you must, and I mean MUST, sell yourself effectively.

Let me give you an example;

I have recently been providing 1 to 1 outplacement support for a Director of a large Oil Operator. His CV was already very good and didn’t need that much work. But in a tough job market, very good isn’t always good enough; as marketing guru Seth Godin says – very good is the enemy of excellent.

So, with some fine tuning and placing more emphasis on communicating tangible outcomes and results, not just responsibilities, we helped him turn this;

  • Overseeing offshore core maintenance and maintenance project workscopes
  • Performance Management of Technical Integrity KPI’s.
  • Responsible for team of Onshore Engineers and Offshore staff / contract teams.
  • Management of annual budget.

Into this;

  • Proactive leadership and management of all offshore core maintenance and maintenance project workscopes including Safety Critical Equipment availability.
  • Completed an overhaul of key rotating equipment, delivering an ongoing maintenance cost saving of over £500k per annum through improved maintenance efficiency.
  • Performance Management of Technical Integrity KPI’s. Highlights included elimination of Safety Critical PM Backlog, reducing more than 1000 outstanding jobs to zero.
  • Responsible for managing 15 Onshore Engineers and Offshore staff / contract teams with over 230 personnel
  • Successfully owned and managed an annual budget in excess of £90m, consistently delivering on or below budget

Which candidate would you want to interview?

I’ve talked to a number of organisations who have had to make people redundant, and sadly they sometimes don’t see that much value in providing outplacement support, even at a basic level.

However, in a tough market, if  a candidate can enhance their CV to give themselves a better chance of securing an interview and improve their interview technique, which subsequently helps secure them a new role, then surely that is an invaluable life skill. One which is worth investing time and a small amount of money in. It also helps to maintain the organisation’s reputation as an employer of choice…

Campbell Urquhart
Managing Director