Recruitment
That is the question.
And I mean the resume, not the Citroen Car...
I have been providing outplacement support for over 30 years - helping individuals understand their behavioural style and strengths, refine their CVs, improve job search strategies, and sharpen interview techniques.
Two of the most familiar challenges I, see?
1. Candidates not tailoring their CV to specific roles.
2. Candidates not selling themselves effectively.
There are usually several high-quality applicants for any given role. If a CV does not align closely for each different role and employer’s needs, and it does not clearly communicate the benefit and value you can add, your chance of being invited to interview will diminish...
“Dear Sir / Madam…your application has been unsuccessful on this occasion as there were a number of candidates better suited to the role…”
Sound familiar?
One of my favourite quotes is from Seth Godin: “Very good is the enemy of excellent.”
If a CV is “very good” people generally stop trying to improve it.
I absolutely challenge that.
A CV needs to be great - and that means tailoring it.
So, to answer the original question, for me, it is 2 CVs. (Or more...)
It is not too difficult to tailor a CV: just read the job spec and ask yourself, “What do THEY need?” and write your CV based around that, more than just thinking "What can I offer?”
And, in VERY BIG, VERY SHOUTY CAPS….
SELL YOURSELF!
Take this short CV extract example:
Overseeing offshore core maintenance and maintenance project work scopes
Performance Management of Technical Integrity KPI’s
Responsible for team of Onshore Engineers and Offshore staff / contract teams
Management of annual budget
Can easily be turned it something more effective, like this:
Proactive leadership and management of all offshore core maintenance and maintenance project work scopes, including Safety Critical Equipment availability
Overhauled key rotating equipment, delivering annual maintenance savings of £500k through increased efficiency
Eliminated Safety Critical PM Backlog, reducing 1,000+ outstanding work requests to fewer than 20
Led 15 Onshore Engineers and Offshore teams totalling 230+ personnel
Owned and managed a £90m+ annual budget, consistently delivering on or below target
I know which version I would prefer to interview…
I also know a small amount of outplacement support can make a significant difference.
So, if your organisation is ever going through a redundancy or restructuring process, please consider offering outplacement support to all affected employees.
For a no-obligation chat about how we can help, email hello@whitecubeconsulting.com
Yes. There are usually several strong applicants for any role, so a CV that is not closely aligned to each role and employer is less likely to reach interview. Read the job specification, ask what the employer needs, and show the results and value you can bring rather than simply listing responsibilities.
Outplacement support often delivered as a structured programme of practical and personal guidance provided to employees who are leaving an organisation in circumstances that are not of their own choosing. Typically as a result of downsizing, redundancy, closure or restructuring. It is designed to help individuals navigate career transition effectively, from handling the emotional impact through to securing their next role. Outplacement support is of benefit for employees at any level, not just senior individual. Many organisations offer support it across all levels, which helps demonstrate a genuine and consistent commitment to the wellbeing of the people who are affected. Support can be delivered on one-to-one or group basis.