Ask the Headhunter #4

“What is the difference between your CV and your LinkedIn Profile?”

A few months ago I was discussing this issue with a colleague — exactly what is or should be the difference between your CV and your LinkedIn Profile.

 Your CV is and should be a complete list of your working career, giving the reader overview of your experience & other qualifications. This is the document that you are providing that fully represents “you”. LinkedIn on the other hand, is a business social media site that is also used to professionally present you by giving the reader an overview of your professional experience, but can also have some difference & the possibility for quite a bit more information than you could realistically have on your CV.

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 I usually explain to candidates that in today’s world it is absolutely essential to have an up-to-date online presence. As such, with regards to LinkedIn specifically, I don’t believe it is always necessary to have your complete working history listed going all the way back to your earliest positions, but you should never lie about a position you held or the time you were in that position. Always be sure that what you are presenting on LinkedIn (or other similar social media platform) is never in conflict with what your CV says. With that said, I think your goal with social media sites such as LinkedIn is to give the reader the overview of “who” you are but also with the possibility of providing more depth – done through how you layout the information or even with the many additional information options you have available to provide the reader (groups you are member of, volunteer positions, etc.).

 As with your social media presence, your CV should also be updated regularly – and that also means keeping up to date with what is acceptable in the way of layout, information needed, etc. The general CV style from 10 years ago is different from what is expected today. Being sure that you follow what is “trending”, desired or required, is essential to your being as sure as possible that your message is being delivered to the intended target (your CV is read).

Michael Rainey

CEO & Managing Partner

GRN Czech Republic

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7 Tips for the “Education” section of your CV

In this article, GRN Team will answer to the most frequently asked questions about the “Education” section of your CV. keep-calm-and-update-your-cv-7

Questions like:

  • Where should I place “Education” in my CV?
  • What should I include in the “Education” section?
  • What format should I follow?
  • How long should the “Education” section be?
  • How should I list “Honors” and “Activities”?

Here are some tips answering these questions that will help you to improve your CV.

#1. Most people list educational background at the end of their resume, which is perfectly fine. But the best placement depends on what are you trying to emphasize. You can place education before experience: if you are a recent graduate or you don’t have so many years of work experience;
you can place it after “Experience”: if you completed your studies at least two years ago, or if you have already a couple years of work experience. Be strategic! Like everything else on your resume, it should work for you, not against you.

#2. List your education background in reverse chronological order, starting with the most recent studies. If you are holding a Bachelor’s degree, or if you achieved a higher level education, don’t mention where you went to high school. It should look like this:

Year – Year             University Name             City, Country
Diploma / Certificate / Degree / Major
Details of education completed: Final grade (underline if you’ve had a good one) and other achievements

N.b: Double space between each school listing

#3. You don’t need a separate section for “Honors” received or Academic-related activities. Create these sections just if they are very extensive and especially if you think they are strictly-related to the job you’re applying for .

Hint: to save some space on the CV, it’s clever to include them by the related school/university experience.

#4. Once you have at least two or three years of work experience, you should drop the school-related activities/accomplishments from your CV and focus mainly on the “Work Experience” section and its accomplishments.

#5. We suggest that the length of your education section should be max a third of a page.

#6. Be careful with using appropriate terminology. Nothing is worse than grammar mistakes in your CV.

#7. If you don’t have qualifications required for a particular job, don’t fake them. Companies may check your qualifications and you will never have a chance to get a job in the same company also in the future. You can try to compensate your lack of qualifications with personal skills or interests.

Written by Pasquale Di Benedetto (Project Coordinator)

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We hope you found this article helpful! If you feel like sharing your personal opinion about the topic, please leave us a comment!

GRN Czech Team

Ask the Headhunter #4

I was in an interview and haven’t heard back from the company for two weeks. Can I call them or what should I do?

Again, this is a very typical question that I hear from candidates I’ve met with that are or have been in process for being considered for a position they have applied to directly themselves or with some “agency” style recruiter. My answer to this is a simple one – absolutely call the person you were last meeting with. When you reach them simply say you are calling to follow-up on your interview (state when that was) and want to find out what are the next steps.  week 42

 However, before you find yourself in this position “wondering what happened two weeks after your last interview” with a particular company, I would suggest that you take a couple steps during that interview that should hopefully give you a better position & standing. At the end of each interview you should always be sure to express your interest in the position, even going so far as to directly say that you believe this is the position for you and you are very interested in the company and being part of their team. Secondly, you should always be clear as to what are the expected next steps. Directly ask the interviewer, after you have expressed your interest in the position, “what are the next steps?” This not only again expresses your interest in this position, but also gives you a clearer idea as to what you can expect to happen and when.

 Of course it can and does happen, that even though you received the information as to what are the next steps, this has somehow been altered or missed in some way. So, the follow-up call with them (if there is some delay in what they said would be happening and the current situation) will be your chance again to let the company know that you are very interested in this position and clarify the situation.

 So the overall point here is “communication:

  • Cover things early (asking what are the next steps during the interview)
  • Don’t be afraid to pick up that phone to follow-up, should there be a need
  • Always be forward and express your interest in the position

 I will wrap this up by saying that this situation is different when you are dealing with a Headhunter. Your Headhunter will always be a great direct line of communication with the company they have presented you to. So if there is ever a “question” as to what is happening, again don’t be afraid to pick up that phone to call the consultant and ask. But if all is working normally, it will likely be the Headhunter calling you first to let you know about the delay before there is one and informing you what has to be done next.

Michael Rainey
Managing partner & CEO
GRN Czech Republic

If you you have anything in mind that you would like to ask from GRN Czech’s professionals or if you would like to give us some feedback regarding our social media pages, don’t hesitate to leave your reply below the article or send it here!

Ask the Headhunter #2

This week Michael Rainey, Managing Partner&CEO of GRN Czech answers a new question in our column. Read and enjoy.

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If you you have anything in mind that you would like to ask from GRN Czech’s professionals or if you would like to give us some feedback regarding our social media pages, don’t hesitate to leave your reply below the article or send it here!

 

Question

“Dear Michael,

What is a common misconception of a headhunter?”

 

Answer

I am often faced with this dilemma, several times a week at minimum as a matter of fact. When dealing with a new or potential client, it is often the case that they confuse us with “agency” style recruiters they’ve worked with in the past. What is the difference you ask … it’s all in target audience, style, method and approach. This misconception of thinking that all “recruiters” are alike happens quite often. In fact there is a gulf of difference between how we as “headhunters” work and how the “agency” recruiter works.

The first difference is who is approached — we are mainly approaching “passive” candidates, meaning those that are not actively looking for a job. We seek out the best talent in the market for our clients, and as such we cannot rely that these people are spending their time on job boards and other postings/advertisements. We go out to find them.

Next, we are very different in style. The Headhunters “style” is much more consultative, with a longer view, resulting in longer term, repeat relationships with both the candidates & clients we work with. With that said, our methods used in approaching and working any assignment are also quite far apart. A headhunter’s methods are more consultative and precise. We take the time to map out a market, keeping in touch with key figures and always keeping abreast of developments, trends and movements; giving real added value to both our clients and the candidates we work with.

Last is approach; I believe that our firms view, taking a “long term view” sums up how most Headhunters approach the markets they work in. Sure we all make money on placing talent with the client, but in our case, we are much more concerned with the fit, career development and culture than an agency recruiter is. In the end, we only have our name and reputation in the market and in no way would we risk either for the sake of a placement. We value our clients and candidates too much to risk losing their trust and continued business.

 

GRN CV Tips, part I: Include a picture or not?

Shall I include my picture into the CV? Does it help or hurt? If you are asking yourself these questions and you hear various arguments for and against, hopefully our GRN tips will help you to get the answer. This article is a part of series in which GRN Czech shares its secrets on how to polish one’s CV.

Hire me, eh?

Hire me, eh?

You can find tons of articles online, which discuss whether it’s good or bad to include a picture in your CV.  Well, we have to say that the majority opinion is that the picture should not be part of your CV.  At GRN we agree with this statement and below is our explanation why.

First of all, the Headhunter/Recruiter or Hiring Manager that you send your CV to,  spends only a few seconds screening a CV. That means, a picture might take too much attention and time which could be better spent reading your accomplishments and achievements. Help the reader focus, because these allow the reader to better “see” the successful you.

Secondly, if a photo is not specifically required in the job description (e.g. for some jobs, like for a  Model it is important), then it’s irrelevant to include it. Simply for the reason that it does not matter how you look. According to BusinessInsider, the only thing which might happen, is that it can lead to discrimination. And no one wants that.

The research conducted by HRMorning revealed that CVs that include a photo are one of the 8 top reasons for automatically not considering a potential candidate. So, that’s a good reason for NOT including your picture in the CV, right?

Moreover, what happens many times is that candidates put an unflattering or unprofessional photo of themselves in their CV. So, IF you do decide to include a photo, make 100% sure it’s a photo that is professional and a good quality resolution (also when printing it out). Also, make sure it is also a relatively recent photo, not one from when you were 10 years younger and 15kg lighter… 🙂

Not for CV, either 🙂

We can say that the trend of including a picture in CV varies between countries. While in the U.S. and U.K. it’s not very common, in Europe it’s still popular. However, based on our experience here in GRN, we can say that more often than not, the picture can hurt more than it helps. Not including your photo won’t harm nor decrease your chance to get the job. On the other hand, including a picture might cause some bias and prejudice, which can cut your chances of being considered significantly.

To conclude, at GRN we discourage our candidates from including their photo in their CV.  However, it’s your decision in the end. 🙂

Prepared by Júlia Švandová, Project Coordinator at GRN Czech

Job Hunting Basics

The internet is full of all kinds of advice regarding job hunting. You can find various tips and advice: cover letter do’s and don’ts, body language tips, CV tailoring advice, lists of the most popular interview questions with clever answers and so much more. Trust us – by taking a little time to plan, study and prepare, you can make all the difference in your job hunt. It will take 5 minutes to finish this article, but we dare say – after internalizing and implementing the following 7 suggestions, you will be one huge step closer to success in moving your career forward!

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Have you already tried these tips? Yes or No, it is worth reading further!

Looking for a job can be frustrating. At times you might feel that there’s nothing available. And if there is, you are competing with a big group of other professionals. Landing your dream job can be a winding road. That said, it’s good to remember something: You can’t have an effect on what the other candidates do. Instead, you can make sure that you are not one of those applicants who are eliminating themselves in some very basic ways. The following 7 steps will help you make the most of your job hunting efforts.

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1. Do the research and approach your ideal companies. Get to know where you want to work and set out to do some intensive research. Read and learn about the company’s products and services & gain knowledge of the industry. Don’t just wait for a miracle to happen – instead, pull your finger out, contact the companies and start networking!

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2. Take care of your social media presence. Be reasonable and stay reachable – optimize your LinkedIn profile and make sure to add your contact information.

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3. Be accurate and use metrics on your CV. Don’t just tell what were your tasks in your previous job – let them know how good you were! List your accomplishments. Use numbers to express your success. (Check out the GRN CV sample!)

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4. Edit and edit, and then – check, check, check! Make sure you have edited and sorted your CV  to impress the companies you are interested in. Don’t just check your CV and cover letter once or twice,  but multiple times. Misspellings, grammatical errors are not only one of the simplest but most typical blunders that candidates make.

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5. Practice and prepare! It’s important to feel confident before stepping into the interview room. Practicing and rehearsing is the best way to get prepared for an interview. Ask a friend to play the role of the interviewer, think how you can present the best of you. Come up with impressive questions to ask from the hiring manager.

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6. Be on time and presentable. Find out what’s the company dress code and stick with it — maybe even a notch better. Don’t go overboard, though, finding you’re uncomfortable. However, be careful not to be too casual. Dressing successfully (or unsuccessfully) can make or break an interview.

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7. Last, but not least: Follow-Up! Send a thank you email after the interview. Express your fit for the role and your desire to have that job.

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Regarding the Job Hunt – or actually anything in life – one thing is always good to remember: Make a big difference by having a “Can-Do” attitude! I would say good luck, but you know – usually it’s not really about being fortunate – we make our own fortune!

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Prepared by Sini Suutari, Social Media Coordinator at GRN Czech.

How to prepare a FACTS – ACHIEVEMENTS – BENEFIT (FAB) Worksheet

Getting a job can be hard these days. For that reason, you have to know how to communicate with your potential employer and how to present your self in the best way. To get noticed, it is crucial to become clear of your achieved work abilities, because employers want to hear how you did your job and what you achieved in your past or current job position. Those gained benefits are the evidence of what can be expected from you in the new workplace. To become aware of them, we bring you a useful tips which can help you to express your self more efficient.

fabHow to prepare a FACTS –ACHIEVEMENTS – BENEFIT (FAB) Worksheet

1.    Make a copy of the Facts, Achievement and Benefit worksheet for each position you have held even if they are with the same company

2.    Next create a list of pertinent professional background facts for each position.
List such things as:
Educational background / Certifications / Licenses / Awards / Patents / Promotions / Letters of recommendation / Professional seminars / Years of experience / Participation in special projects / Programs developed and, or implemented / Unique assignments / Technical knowledge / Major accounts sold or serviced / New accounts opened / Equipment knowledge / Special challenges / Participation in special projects

3.     Once you have created a fact list for each position, list significant achievements for each fact. As much as possible express your accomplishments with metrics such as dollars saved or volume  increases. These metrics can also be stated as percentages. This is a critical part of the exercise. This prepares you to not only tell an employer what you did but also how you did it.
Consider how you:
Improved productivity / Increased sales / Reduced costs / Increased profits / Improved quality / Increased customer base / Solved problems / Ensured customer satisfaction / Saved time / Avoided loss / Reduced frustration / Improved morale / Reduced or eliminated the need for training / Avoided conflict / Reduced the need for supervision / Increased tenure / Improved safety/ Gained market share / Received recognition / Implemented creative solutions

4.    Next complete the value column by entering how these facts and achievements can benefit an employer. These statements will allow employers to visualize what they stand to gain by hiring you over other candidates they are considering.
Create statements such as:
– My proven background in… will allow me to (increase, decrease, improve)..
– With little or no training I can make an immediate impact on…
– With my ability to overcome obstacles I am sure I can (improve, produce, achieve)…
– My Techniques, knowledge, and training show I can (improve, increase, save) …

5.    Finally, review each list to ensure you have not missed any fact achievement or value statement. Look at your sheets through the eyes of a potential employer. If you were the employer would you be motivated to grand you an interview?

You can download a FAV Worksheet at official GRN Czech webpage

 processed by Deni Jelinčić – GRN Social Media project coordinator

customized and processed from GRN Czech webpage