Your CV is too long

Your CV is a personal Career Balance Sheet; like the Balance Sheet or Income Statement used in Accounting. The CV lists absolutely everything you have done since kindergarten, primary school, the first job to the current; it can include dates, periods, all training activities or articles, publications. You name it. It can stand the toughest of audits.

CV comes from Latin and is short for Curriculum Vitae, roughly translated to mean the course or route of your life.

But here’s the thing when you are job hunting. You need a marketing document to introduce yourself on the job market. – not a CV Balance Sheet. Luckily, the French have a word for “summary”; the word is résumé.

So if you have a CV of many pages, I recommend you to make a summary of max two pages. Call that your resume from now on. Save the document starting with your first name; example: tom.sorensen.resume.doc.

I have more than 40 years work experience and my own resume is still only two pages. If you want the secret, please email me.

In conclusion, it takes professional recruiters about 15 seconds to read a resume. We have no time to read four, six or eight pages. Period.

A lengthy CV can not only be a horrible reading experience, but it can also demonstrate that the candidate in question has poor written communication skills, and doesn’t understand their audience properly. If a candidate doesn’t understand the need to keep their CV short and sharp in order to hold the attention of busy recruiters and ensure that their CV is read properly, you have to question their general communication abilities.

A candidate who delivers a 7-page CV with chunky unreadable paragraphs of text and huge quantities of superfluous information, might not be able to deliver concise reports to stakeholders or send brief update emails to clients.

If you are reviewing a lengthy CV, you should certainly carry out some due diligence into the candidate’s communication skills before considering to put them forward for any roles.

via 5 Red Flags to Look for in a Candidate’s CV

Talent Acquisition – Stop damaging your company’s reputation!

You have heard me talk about this before; the appalling service level to keep applicants and candidates updated on their interview process.

I met an executive the other day who was interviewed two months ago by a hiring company. So far, he has not received a follow up call or email, no thank you for considering a job with our company, nothing to say the job has been offered to another candidate (I’m just guessing because who knows?).

“Treat others how you want to be treated.”

This is an old saying which means that if you want to be treated with respect, treat others with respect and then they shall treat you with respect. It also means that if you treat other people with arrogance and disrespect, it’s a no-brainer how they will refer to you and your company.

So please, all recruiters working for third party recruitment firms or in corporate talent acquisition, let’s be much better when communicating to those who took time off to come and meet us for a personal interview.

If you are in the process of hiring staff, may I recommend you click on the link below to read the full story from Alex Wayt, FindMyRecruiter. It will no doubt inspire and help you build a brand for your company as an Employer of Choice.

The recruitment industry suffers from a lack of trust. Now, we can’t just lay the blame on a few unregulated recruiters offering terrible service here – hiring companies who fail at candidate experience are equally at fault.

There are numerous cases where an employer regularly misleads, poorly communicates or mistreats candidates, but it’s easier for them to point the finger at third party recruiters. Talk about shooting the messenger, right?

If you’re a candidate who’s been through this yourself, my advice is to hold the company accountable. Instead of taking it out on the recruitment company, take a trip to Glassdoor and let the company have your honest feedback. (Go on, let it all out.)

“Candidate experience has never been so critical to the growth of a company.”

via Talent Acquisition – Stop damaging your company’s reputation! — Find My Recruiter

Who are the leading executive search firms according to Forbes?

Who does not love lists and rankings;, think: Thailand’s 50 Richest List to the Best Countries for Business to the Top Weirdest Most Promising New Jobs.

Forbes ranked 250 recruitment and executive search firms in 2017, the first ever such list. Boyden was in the Top 10.

In their new ranking for 2018, yes, Boyden is still there in the Top 10. Other great firms in the Top 10 include Korn Ferry, Egon Zehnder, Heidrick & Struggles, and Spencer Stuart. Continue reading “Who are the leading executive search firms according to Forbes?”

Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling

If you want to know why recruiters in corporate Talent Acquisition departments and recruitment firms are considered in the same undesirable league as unscrupulous real estate agents and sleazy second-hand car salespeople, be ready for a blunt wake-up call.

Candidates complain to me that way too many HR people, Talent Acquisition departments, and Recruitment firms do not keep them updated on the hiring process. I just came out of an interview with a senior manager who took a day off to meet the multi-national industry leader about a big job; this meeting took place two months ago. Since then, no email nor phone call, no feedback or update what so ever. Continue reading “Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling”

Perfect Hires Don’t Exist

My old boss told me: “If you hang around the night club until past midnight, waiting and waiting for that spectacular love-at-first-sight individual who would sweep you off your feet, you would most likely end up going home alone “.

In any hire, you must find a good balance, and make a trade-off if necessary, between three things; they are: Continue reading “Perfect Hires Don’t Exist”

How you can compete with robots in the future job market

Any chance you have been to New York the last 12 months? Perhaps visiting McDonald on the corner of Third Avenue and 58th Street to get yourself a cheese burger?

So this is how it works at that particular McDonald restaurant; you go to a touch screen kiosk, click the food and beverage you want. You use your mobile phone to pay… then pick up your hamburger that has been grilled to perfection by a McRobot.

I was recently the key-note speaker at an event for the Young Professionals of the German-Thai Chamber of Commerce. I was talking about how the YP’s could possibly compete with the robots in the future job market.

What does McKinsey and World Economic Forum say Continue reading “How you can compete with robots in the future job market”

How Valentine would select his HR Director

Last night over a nice Valentine’s Day dinner, I asked myself if he had an HR Director? I mean he as in Saint Valentine.

Well, I don’t think so. But since we were celebrating Valentine’s Day, what an opportune time to wonder what if? Valentine’s Day is associated with romantic love and has evolved into a time where lovers express their love for each other by presenting flowers, greeting cards and confectionery. Continue reading “How Valentine would select his HR Director”

85% find their next job through their network; not from recruiters!

That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.

Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”

Headhunter Horror Stories

Seeming disinterested, arrogantly smiling and over- or under dressing for an interview – these mistakes can happen to anyone. But the almost unbelievable behavior of some candidates can leave a deep impression on the psyche of any  hiring manager. Continue reading “Headhunter Horror Stories”

8 ways to evaluate a headhunter in 30 seconds

You know the feeling when a headhunter calls you. If you ever got the call that is? You feel a sense of pride and excitement. You think to yourself: Finally, someone found me, someone discovered my talent, the big salary and company car coming my way, the neighbours will surely notice my new status, my spouse and children will acknowledge how smart I am. I should go buy a lottery ticket today. Continue reading “8 ways to evaluate a headhunter in 30 seconds”

Candidates on blind dates

Blind dates are sometimes good, usually bad, and always weird at the beginning. So are many interviews between a candidate and a hiring company. If you have never been on one yourself, a blind date is when a friend sets you up to meet a mystery person that you don’t know.

It beats me how hiring companies still treat applicants and candidates as though these people desperately need a job and subject them to abuse and arrogance by misinformed hiring managers. Candidates still tell me how hiring managers and companies seem unprepared when they turn up for an interview. Continue reading “Candidates on blind dates”