6 reasons to keep your CV updated.
Before we know it, Christmas will be over and people’s attentions will be focused on 2015. Traditionally this time of year is not only for celebration, but also for reflection. This often leads to a mental review of our careers - how has our year been? What have we delivered and of course, where is it going? For many of us it is a time to think about changing position and with that, the need to dust off the CV. For some this may be a quick update from last year’s document but for others it may be the first they have written in 20 years.
Updating, writing or re-writing your CV from scratch is a task that can take hours to complete and can be challenging as you try and remember your achievements, development and journey. The easiest way to avoid this situation is to make sure you update your CV on an on-going basis, but why take the time and effort?
Be Ready - However content you are in your role, you never quite know what is around the corner. I wonder how many of the Phones 4U people saw that situation occurring? Insolvencies, redundancies and changes in personal circumstances are often unforeseen. Being ready and having a CV in such situations can clearly give you an advantage over others. It is always best to be prepared.
Dream job – Similarly, albeit on a more positive note, you never know when you may be approached or see your dream role advertised. You may be travelling on business with no way of writing a CV before the deadline and may miss out – how frustrating. Having an up to date CV allows you to react to approaches and adverts with speed, without compromising the quality of your application or the chances of securing the position.
Keep the version with agencies updated – Agencies are clearly a great source of job opportunities, but whether they call you and the opportunities they brief you on will largely be determined by the information they hold on record. If you have taken the time to keep the document updated then it is advisable to share this with the agencies you have relationships with. This will ensure that, even when you are not actively looking, you will be considered for relevant roles and hopefully only called about roles that are relevant.
Internal use – In many companies internal opportunities often involve a selection process. This may involve written applications, a CV or just an interview. Either way if you have taken the time to keep your CV updated you can use it as the basis to apply or at the very least to refresh your memory around what and how you have delivered and better prepare yourself for an interview.
Personal Development – it is very difficult to retain over time all the achievements, projects etc. that you have delivered in your various roles. It is also easy to lose sight of your personal development during this time and how you have worked to improve yourself and your effectiveness. This is a very popular area that is probed and discussed at interview and so keeping this updated and recorded as part of your CV, should help you be better prepared. This can also help focus you on your strengths and weaknesses improving your awareness of where you need to develop.
Appraisals – the vast majority of organisations have an appraisal scheme but individuals will be appraised at varying timescales. Making notes and regularly updating your CV will again give you a strong reference point when it comes to prepare for this process.
These factors are not just about your CV but also your LinkedIn profile. Everything that I have talked about above can equally be applied to LinkedIn, indeed if not more so. With your CV you arguably have full control over who views it. Depending on your settings, LinkedIn is much more accessible to the wider market and therefore may have a larger impact on your job search, particularly when you are not actively looking. I do accept that you need to be sensitive with the public information that you are providing but you can still outline your role and responsibilities and what you have a achieved.
However, the reality is it is not easy to remember or indeed to find the time to regularly update your CV every couple of months. So if you do find it difficult to have the discipline to keep your CV updated on an ongoing basis, and I do understand that, at the very least I would set up a file to store and record relevant information. This could be relevant to your role, training courses you have attended, dates of promotions, projects you have delivered etc. Having this information to hand in one place will certainly make life easier when you do sit down to update your CV.
Spending the time and effort will pay off in the long run and in my opinion deliver you a more credible, accurate and stronger CV.
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By Sophie Mackenzie, AdMore Recruitment
With the New Year looming and positive news regarding the economic outlook, many of your thoughts will undoubtedly be turning to your career and how you can move it forward in 2014.Time, therefore, to get your CV up to date. But where do you start?
Here are our top tips for writing your CV - for more detailed advice, please see my previous blog How to write a CV
Beware the over-use of boxes, lines, tables and borders. All of these may cause issues when your CV is sent via email or loaded onto a system. Using a simple Word format with the use of Bold and bullet points to break up the text which will make your CV easy to read.It’s all about you
In my opinion, CVs should be written in the first person and from your perspective rather than in the third person. This I’m sure is open to debate however as it is a personal synopsis of your career, who better to ‘narrate’ it than you!
Get the length right
As a general rule, a well-written CV should fill 3 pages and only go beyond this if you are at a very senior level. If you are at a senior level and have a CV of two pages, I would bet your bottom dollar that you are selling yourself short. Tips to maximising space:
Your CV therefore, should always be written in reverse chronological order. That is, your current or most recent role should appear at the top and descend backwards in time as the readers progresses down the page. Equally, as you go back in time to your more junior roles, the level of detail should also decrease and you can revert to list format. You need to make sure you prioritise space for your most recent and relevant roles.
Contact details
There is a worrying trend of people not including their contact details. I won’t go on about this. Suffice to say that if you don’t include your telephone number, you are unlikely to receive a call inviting you to interview!
Also, a word of caution, if you have a particularly ‘cheeky’ email address, for example [email protected], you may want to reflect on what message that sends out to prospective employers!?
Give it substance
Layout and format is nothing without decent content. Ensure that you give sufficient detail about your role, remit and responsibilities. List your achievements but make sure you back them up with tangible facts eg. figures, awards, testimonials etc. Using the STAR/CAR format will help – click here for more information
Beware of clichés and repetition.
Cliched CV phrases crop up time and time again. For example "Passionate, hard-working and results-oriented team player with strong communication skills."
Try to avoid generic adjectives listing soft-skills like this. Instead, make an impact through using interesting language in particular using ‘action’ words like demonstrated, initiated, supported, motivated to describe your experience and achievements.
Be wary of over-using the word ‘I’ particularly at the beginning of each sentence/bullet point. Try to vary the construction of sentences as follows:
Education and Qualifications
Education should be listed in reverse chronological order starting with your highest qualification. Ensure that if you have a Degree, it is visible.
Check and check again
Please check and double-check your CV for spelling or grammatical errors. I cannot stress how important this is. Cue previous rant in my blog It’s really not that difficult.
The Three routes to market
Social LinkedIn has changed the jobs market in the same way Monster, Reed et al did in the early noughties. It has become a giant candidate database for agency and in-house recruiters while at the same time masquerading as a Social hub…oh and there are some interesting stories on LinkedIn Today…no wait, I mean Pulse. In 2014, if you are a candidate, passive or active, you absolutely must have a profile on LinkedIn. Ideally it will be accurate too! There are a few things to remember:By Sophie Mackenzie, AdMore Recruitment
A few years ago, I was looking for a new job and so, after years as a Recruitment Consultant, I was a candidate again, experiencing all the frustrations involved with looking for a new role as an In-house Recruiter. One of the biggest of these was dealing with recruitment agencies, a situation made all the more uncomfortable by the fact I worked for one!
The experience of being on the receiving end of varying levels of service from agencies made me empathise with candidates and hopefully made me a more considerate recruiter as a result. Don’t get me wrong recruitment agencies are an invaluable source of support, advice (and fundamentally, jobs!). However, there are ways to get the best from them as we have written about previously here. Equally, in a highly competitive market with a myriad of agencies competing for a limited pool of (strong) candidates and jobs, issues can arise, particularly when you are dealing with multiple agency contacts.
One of the main issues faced by candidates is when you are briefed on the same vacancy by two different agencies.
This problem arises when companies brief the same role to multiple agencies in the belief that this will be the most effective way to fill their vacancy. Whilst it has its advantages from a market coverage point of view, it also has some downsides. Sometimes there my be a lack of focus on the part of the agencies who have less incentive to work on the role and the potential brand damage that can occur when the impression is inadvertently given that the client is a. always recruiting (and therefore has a high staff turnover) or b. is desperate, disorganised or both. In reality it happens frequently and inevitably leads to agencies competing for the same candidates. Unfortunately for the client, this often means that the process comes down to speed (how quickly the agency can submit CVs) rather than quality (these are the right candidates for the role/business).
So what impact does this have on you, the candidate? As long as you get an interview, that’s all that matters, right?
Of course, your aim is to get a new job however when this happens you can find yourself the ‘piggy in the middle’ with both agencies claiming ‘ownership’ of your CV. This can put you in a difficult position with the agencies and sometimes the company themselves who have the unenviable task of sorting the mess out. It also makes you look desperate, disorganised or both!
So what can you do when faced with this situation?
Prevention is better than cure
There is a fine balance when job hunting, between casting your net wide enough to cover the market and taking care not to dilute your own personal brand in the marketplace. There are a limited number of vacancies in the market and it is impossible that one agency has (legitimate) access to all of them. Beware those that claim they do! It makes sense therefore to work with several agencies who you believe will represent you correctly and who have a strong network in your chosen field.
Choosing to register with more agencies than this could make life more complicated for you and will certainly require you to be more organised. More conversations to have (repeating the same information), more calls to take and more chance that an agency will misrepresent you and potentially damage your reputation in the market. If you do decide to go down that route I would highly recommend you set up a spread sheet where you can track who has spoken to you about which opportunity. Less is most definitely more in this situation, and by keeping close control over who you work with and who you allow to represent you, will minimise complications along the way.
Quality of the brief
Agencies tend to work in one of two ways. They will either be briefed by their existing client on a specific vacancy (they are likely to be on the company’s Preferred Supplier List - PSL) or they will approach companies speculatively with candidates they feel will be of interest. When approaching companies speculatively, the agency will either send your CV to a senior line manager in the hope they are tempted by your strong experience or alternatively will send your CV in response to hearing about a specific vacancy or seeing it advertised.
Either way, you need to be sure of which approach the agency is taking whenever they brief you on a role. If the approach is speculative, they should be open about this – it can be a highly effective way of placing candidates before a job vacancy reaches the open market especially when the consultant has a strong relationship with their contact.
However there is always a risk that the approach will come to nothing and, even if they know a vacancy is there, if they have not been legitimately briefed, they may be blocked from working on the assignment.
If an agency has been briefed legitimately, they will be able to give you specific information about the scope of the role, the salary, the reporting structure and interview process. If the client has provided one, they will be able to send you the Job Description. The agency’s job is to give you as much information about the role and company so you can decide if you would like to go forward. They should be selling you the opportunity but equally should be able to say why this could be a good move for you. By asking the consultant specific questions about the role, structure and business you will get a sense about how close they are to the business. I would also suggest asking them whether they have the role exclusively.
How will you be represented?
You can tell a lot about an agency and the individual recruitment consultant by the quality of questions that they ask you to understand your experience, track record and overall aspirations. Bear in mind that if an agency hasn’t taken the time to talk to you in detail about your CV and job search in general, they will be unlikely to be able to ‘sell’ your skills effectively to their client!
Give your permission and keep control
You should always know where your CV has been sent, whether in response to specific vacancies or speculatively. This enables you to keep track of your job search and know which agency is representing you for each role. It also ensures that you do not apply directly to a company that has already received your CV from an agency.
If you receive calls from different agencies about the same vacancy, try and clarify who has legitimate access. Once you have given your permission to be submitted, ensure you get confirmation from the agency that they are sending your CV for the vacancy and ideally confirm this on email. Ensure you are transparent with other agencies about who is representing you. That way, everyone knows where they stand.
Referring to my earlier comment about speed, be warned, there are plenty of agencies who will send your CV first and speak to you about the role later. This approach is fraught with issues for you as a candidate and is just poor practice. Unfortunately, you are unlikely to know an agency has done this until you receive a call from the company or the other agency telling you that you have been submitted twice.
What do you do when it happens?
Despite all the above, this situation happens time and again and can be for a number of reasons. Perhaps one of the agencies has sent your CV without speaking to you about the role and the other agency has taken the time to brief you properly and seek your permission. Understandably if unfortunate, companies often apply a ‘first past the post’ rule with applications and so all too often it is the agency that send you first that get to claim the fee, even if they have added no value to you or the client.
Many companies however will leave this to candidate preference and so will ask you to confirm who you spoke to first and who you would like to represent you. They may need you to confirm this in writing.
When making this decision, consider the following points:
If one agency comes out on top then you have your answer and are quite within your rights, like any customer, to decide which service provider you choose.
If you have a good relationship with both agencies and cannot decide between them, then you simply need to confirm which agency first spoke to you about the role in detail and let the company know.
Knowing how to handle this situation will mean that you can maintain positive relationships with the agencies involved and protect your reputation with the potential employer. Most importantly, if you do feel you have been poorly represented or have been submitted for a role without your permission, you can take the necessary steps with the culprit!
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By Sophie Mackenzie, AdMore Recruitment
As there are positive signs that the job market is picking up, you may well be feeling more confident about starting to look for a new role. Chances are it will have been a while since you updated your CV. Although it is something we always say you should do regularly, let’s face it, when you are happy and busy in your job, it is often the last thing on your mind.However, as the job market becomes more competitive again, you need to be ready to move quickly and so the first job is to dust off your CV and get to work!
As someone who looks at a lot of CVs on a daily basis, I am still surprised by how many people send a poor CV out into the world to represent them. It makes me a little angry so in aid of keeping my blood pressure under control, here is my view on how to create a presentable CV and, in a highly competitive market, give yourself the best chance of securing an interview!
Which format to use
There are a myriad of CVs formats, most of which are downloadable and a similar number of schools of thought about whether you should keep it traditional or try to do something to stand out. This very much depends on the industry you are applying for. In creative or media roles, your CV is likely to showcase your design/digital skills and so there is room to be more radical. For other industries, the safest option is to stick to a traditional format with the aim being to give the reader the clearest understanding of your career to date. I fully confess to being a ‘CV classicist’ and don’t tend to be swayed by fancy graphics or gimmicks.
Beware the over-formatted CV
The bane of my life is an over-formatted CV. By this I mean one which has text in boxes and columns, numerous font types and sizes and an exaggerated use of bullet points. You may think this looks more ‘impactful’ however be aware that when CVs are added to a database, heavy formatting is often lost in the process. The answer to this is to PDF your CV however this can also cause issues if a system cannot ‘read’ the CV and also means that the CV cannot be corrected if a mistake is spotted.
By laying out your CV clearly and with sensible use of bold and bullet points, you should still be able to create a CV which is easy on the eye and will look the same to the reader as it does to you.
How long?
In the world of CVs this is the million-dollar question. People are given so much conflicting advice "it must fit onto one page" (even if you are a Managing Director?!) or conversely, it should contain detail on every role you have held (even if it runs to 5 pages?!).
In reality it is about common sense. If you are beginning your career, you may well struggle to fill more than one page however if you include all relevant information (Education, Qualifications, Interests etc.) you should be able to stretch to a page and a half. Equally, if you are a senior operator with many years of experience, it can be very hard to condense it down without losing some really valuable content.
As a general rule, a well-written CV should fill 3 pages and only go beyond this if you are at a very senior level. If you are at a senior level and have a CV of two pages, I would bet your bottom dollar that you are selling yourself short.
The key is to keep flowery prose to a minimum, use clever formatting (font size, narrow margins etc.) and be economical with your language without missing any salient points. Also, and this is just a little niggle on my part; it isn’t really necessary to have the words Curriculum Vitae at the top of the page. Your name will suffice and this will save you a valuable line of text!
Likewise, if you are short on space, don’t feel the need to write a long paragraph about your personal interests. One line is fine to give someone a flavour of your interests outside work.
Which order?
Absolutely the first thing that any recruiter (agency or in-house) will want to know is who you work for and what you do. Of course they will take note of other details but, for people who have to speed read hundreds of CVs a week, this is the salient point. Your CV therefore, should always be written in reverse chronological order. That is, your current or most recent role should appear at the top and descend backwards in time as the readers progresses down the page. The fact that you started your career as a paperboy has little relevance to your application*** (***unless you are a school leaver or recent grad whereby any work experience has merit). Also, please don’t use Work Experience as a heading for this section. This is your Career History* (*unless you are a school leaver or grad in which case that may be the best description).
Contact details
There is a worrying trend in the CV world of people not including their contact details. I won’t go on about this. Suffice to say that if you don’t include your telephone number, you are unlikely to receive a call inviting you to interview! Ideally, you should include your email address, your home address and a landline number if you have one. You need to be as accessible as possible and it is important that the reader knows where you live. On this point, if you are able to relocate, please make this clear. For obvious reasons, avoid using a work email address or number.
Content is king
Of course, layout and format is nothing without decent content. The challenge is striking a balance between providing enough detail and being overly verbose. The key is to be as specific as possible. If you list your achievements, ensure that you provide evidence. For example, it is not enough to say that you significantly increased sales. You need to say by how much and what you implemented to achieve this result. Ideally, you should provide enough detail to spark interest in the reader and hopefully you will get the chance to elaborate at interview stage.
It is important that you give the reader a clear idea of your remit. For instance, if you are a Store Manager, what is the square footage of your store, how many staff do you employ and what turnover are you responsible for? Equally for an Area Manager, there can be a big difference between a Cluster Manager looking after 5 stores and an Area Manager looking after 25 stores. Giving an idea of geography, turnover and reporting structure also gives the reader an insight into the scope of your role and how much accountability you really have.
Education and Qualifications
Unless you are a school leaver or recent grad, there is no need to list each subject you studied at school or the grade you achieved. You should still include, however, your place of education and a summary of the qualifications you achieved. For example: 8 GCSE’s at grade C or above.
Education should be listed in reverse chronological order starting with your highest qualification. I have seen numerous cases recently of people who have a degree burying it below their school information, or omitting it completely. If you have a degree, please ensure that it is clear to the reader. Some employers insist that candidates are degree educated so this could be the difference between you being asked to attend an interview or not.
The cardinal sin
Once written, you should check your CV for spelling and grammar. You should then check it again, use your spellcheck and get someone else to proof read it for you. I cannot stress how important this is. Cue previous rant in my blog Is it really that difficult.
Despite the much-lauded growth of the video-CV, ‘paper’ CVs are here to stay for the immediate future so it’s important to get it right!
While I head off to lie in a darkened room for a while, I do hope this helps you update your CV. I’m sure I have forgotten some points so please don’t hesitate to contact me if you would like further advice.
So what should a good recruiter be doing for you?
Career Advice
A specialist recruiter should be able to give expert career advice and both challenge and assist you in your career goals and objectives. They should be highly knowledgeable in your field and very well connected. Your recruiter should be a career partner and not just an agent that will place you in a role.
Recruiters can and should provide impartial career advice. When paid commission you need to appreciate that some may have a short term attitude and advise what is best for them and not for you as the candidate. However, the best recruiters will take a look term approach, appreciate that people will remember great advice and certainly never forget bad advice. Although in the short term they may lose out on a fee, longer term if they do the right thing then you are much more likely to engage them when you are looking to recruit. So look out for the signs that they are thinking long term.
Recruiters can if they are willing provide advice across a range of areas including advice on CV’s and Interviewing. They typically do not change for these services but do it as a way of adding more value to the candidates. Again they are likely to only provide in depth advice to those individuals who they have built a relationship with.
Job Search
In addition to some of the added value areas, fundamentally you want your recruiter to give you access to the best jobs in the market. So, do plenty of research and ask plenty of questions; what roles are they recruiting? Who are their key clients? Are they recruiting the types of roles you are interested in? The competition out there is fierce and through building a strong relationship with key recruiters in your sector you can try and ensure you gain access to these roles. A good recruiter should always call you back. In the current market, recruiters are incredibly busy, there are large number of candidates on the market chasing relatively fewer roles, however if you agree up front how to communicate and how frequently then you should be able to find a way that works for both parties.
Process Management
A good recruiter should "coach" you through the recruitment process. They should be using their in depth knowledge of the client and the individuals within it to guide and advise you on how to position yourself. They should be able to give you a strong insight into the culture and how you will fit. The are also likely to get in depth feedback from the client after each stage so make sure they are sharing this information with you, so you can understand what you may need to do more or less of. In fact a really good recruiter will always think long term. The better ones will coach you through a process even when they aren’t representing you but it is with a client they know. They will appreciate the long term benefits of doing this and the potential for the future.
Offer Negotiation
Whilst there are a multitude of reasons for moving jobs, increasing your salary and benefits is often an important aspect. Your recruiter should be instrumental in negotiating the right salary for you. They should know the client well and will have a real feel for what the client may be willing to pay for someone with your skill set. But make sure they are clear about your parameters because as much as you want to receive the best offer you also don’t want to put yourself in a situation where you are jeopardising a potential offer because the recruiter is demanding an unachievable salary on your behalf. Also make sure you understand the full package. The benefits on offer may vary considerably from your current role and other roles you are considering and it is wise to look at the package as a whole. This will both influence your thoughts around basic salary but also may give you some leverage. Make sure you have this information early in the process. Like any negotiation the Recruiter will be aiming to find middle ground that is acceptable to both you and the client. It is ok to push but get a feel for where those boundaries lie.
Post Placement
A good recruiter won’t just place you and collect their fee, they will support you through your notice period and then though your induction into the business. They should provide you with an insight into the key players in the business you are joining, the culture and advice on how to integrate into the business. They should keep in touch and ensure that your induction runs smoothly, feeding back to the client where appropriate.
Conclusion
Identifying and then building a relationship with the right recruiters will be critical if you are determined to make the best career move possible.
So how can you ensure your recruiter is doing all these things for you? Firstly please choose wisely. It is best to get recommendations and check their credentials.
Secondly to gain this level of advice, support and opportunity you need to invest time in building a relationship with the recruiter. This is easier said than done when working in a demanding and consuming role, so select a small number of well connected recruiters. For some additional advice on job hunting please read our recent blogs Looking for a job in 2013and How to avoid joining the wrong business.
By Russell Adams, AdMore Recruitment- Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.
Over the past 5 years, Retail has had a torrid time navigating through one of the longest and hardest economic downturns. Rising costs of living, low pay awards and a bleak economic outlook have led to consumer spending being put under a huge amount of pressure. Sadly, as we have all seen, a number of retailers have been unable to survive due to a whole host of reasons whether that be structural changes in their market sector or indeed the growth of online. As I discussed in my recent blog about the future of retail, there is a bright future but businesses need to continue to evolve.
One debate I have had recently was around the impact this has on the retailer’s resourcing needs. Over the last few years, cost cutting has been central to most retailers’ tactics as they fight to survive and prosper in such challenging conditions. The question is, how long can you just continue to cut controllable costs, what happens when you reach the end of this road and what impact does this have on the skills you need in your business?
WH Smith are a great example. Kate Swann has, without doubt, done a phenomenal job. The results released in in January were typical of those over the last few years – i.e. sales are declining but profits are up. But, like most retailers over the last few years this has impacted the look and feel of the stores, and has come at a price. A lack of investment and aggressive cuts will ultimately have a negative impact on both the quality of your estate and the resource you have to manage the business. At some point, once you have driven your costs down as low as they can feasibly go, the strategy will need to refocus on really driving sales growth. Look at the appointment of Matt Davies at Halfords - having been through a sustained period of cost cutting, clearly part of the attraction was his track record at Pets at Home in driving sales growth.
From a leadership point of view this requires a different skill set and arguably, a different profile of individual. As we look towards recovery and with little cost cutting opportunities left, many businesses will be seeking those individuals with a track record and strength in driving top line sales. The only way to prosper for most businesses is by driving these top line sales.
As I discussed in my blog last week – the market in retail recruitment continues to be very challenging and setting yourself apart from those around you is critical if you are to be successful in your job search. Part of this must be around how you present yourself both on CV and at interview.
So how can you ensure your CV remains on trend with these changing market conditions?
Assuming you have a well written CV, then you have a great starting point however you do need to consider what your current CV says about you. Do you come across as a sales driver or a cost cutter? What does your executive summary say about you and your style? Look at the key statements - is the language you use positive, does it indicate the ability to spot commercial opportunities and realise genuine sales growth?
Your executive summary is important to describe and characterise you in the right way however this must be supported by your achievements. Go through your bullet points - do they show your strengths in the right area, is it balanced? Are your opening bullet points cost focused or opportunity focused? Have you described how you have utilised Social Media to drive footfall? Have you highlighted your ability to recognise and motivate talent in your team that is focused on growth? Have you led development initiatives that encourage commerciality? Many middle to senior managers will have been promoted and cut their teeth in times of austerity, how have you developed their capability to move their business units forward? Do you mention KPIs concerned with waste, loss, payroll reductions…or do you highlight footfall increases, £ per Sq Ft increases, Top line L4L sales, new product development, design initiatives etc.
Don’t rip your CV up and start again…just ensure it is in line with the market trend.
By Russell Adams, AdMore Recruitment- Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.
Far from being a passive way of looking for a new job, getting the most out of working with a recruitment agency requires input from the candidate’s side too. Agencies will give you access to industry knowledge, market information and jobs that aren’t advertised directly, as well as support and advice with your general career management. We have included some generic advice here in relation to what to do and what not to do to enable a recruitment agency to assist you in the most effective and efficient way.
It does take time to build up trust with a recruiter and it is a two way relationship. Pay attention to your instincts. If you feel that a recruitment agency is not putting you forward for enough vacancies, or is putting you forward for jobs that don’t seem to match your criteria, question them. Let them see that you are fully engaged and that you expect them to live up to your standard.
Good luck with your career move.
This list is geared to individuals whom are actively looking for a new position and can be classsed as interview advice. It’s not rocket science but as with everything in life, balance is crucial. If you are able to do a bit of everything on this list you will increase your chances of securing an interview immeasurably.
I hope this helps. If you think I have missed anything more obvious please add to the comments below. Happy job hunting!
Jez Styles