Organizational skills and competences: leadership (currently responsible for a team of 10 people); sense of organization (experience in logistics); good

experience in pro ect or team management!" Social skills and competences: good ability to adapt to multicultural en#ironments$ gained though my %ork experience abroad; good communication skills gained through my experience as sales manager! &echnical skills and competences: good command of 'uality control processes" (omputer skills and competences: basic kno%ledge of graphic design applications ()hoto*hop)"! +rtistic skills and competences: music$ %riting$ design" ,ri#ing licence(s): (ategory -" Other skills and competences: (ertificate in .irst +id"

/u uita ca in CV sa specifici si modul in care ai obtinut anumite aptitudini: training$ %ork$ #oluntary or leisure acti#ities"! ,e asemenea este foarte important sa nu omiti in (0 personal basic %orking re'uirements for the ob1! ,e exemplu: 2inimum net salary: 300 4$ access to #aluable training programs$ other bonus"!

curriculum vitae writing tips and templates how to write a CV - curriculum vitae templates, cv samples and examples &his page gi#es you (0 %riting tips$ techni'ues$ examples$ and help for career change and career training! 5riting (0s 6 index

7f you %ant a 'uick easy (0 %ithout the supporting ad#ice and techni'ues for career training$ go straight to the 'uick (0 %riting guide$ (0 phrases examples and (0 template! 8ere9s a good free 'uick easy (0 template (doc file 6 2*5ord) or (0 template (odt file 6 OpenOffice)$ and (0 template guide ),.! 8ere are the pre#ious doc and pdf #ersions of these files$ %ith text boxes: (0 template doc file$ and (0 template guide ),.! &ext boxes can be tricky 6 if in doubt use the #ersions abo#e! 7f you are ust using the (0 template$ see the notes about (0:(urriculum 0itae in the heading and personal details in a (0!

8ere9s a #ery direct local ob6hunting method and tool$ %hich is adaptable for your o%n situation$ and can help put your (0 in front of local employers #ery 'uickly and effecti#ely! 7f you %ant more details and methods for %riting a great (0$ planning and achie#ing good career de#elopments and helpful ob changes$ read on! 5hile the basic rules of a good (0 remain constant$ the %orld of %ork and business changes 'uickly! &his especially impacts on ho% managers and graduates can best sho% themsel#es to be outstanding candidates! ;ead and use the basic (0 rules$ then take time and effort to define your o%n special 'ualities (for example see %hat successful progressi#e employers need) so that you offer strongly differentiated capabilities %hich promise special and rele#ant #alue to a potential employer! &he US English version of these (0 tips and format examples (9resumes9 instead of 9curriculum #itaes9 or 9(09) are on the ;esumes tips and examples %ebpage$ and here are the <* #ersions of the templates (text6box style): ;esume template (doc file 6 2*5ord)$ and as a ;esume &emplate =uide ),.!

index - writing the best possible cv (0 %riting tips introduction (0 sur#ey information and key points -asics of (0 presentation and structure *pecific (0 structure options: 6 extent of personal details 6 contact:address details 6 (0 heading 5riting (0s %hen you ha#e #ery little or no %ork experience Opportunities %here a ob role or #acancy is not fully defined 7nternships (0s style and presentation (0 file formats for electronic submission or circulation (0 template structure and examples (0 co#er letters and examples (0s and co#er letters for unad#ertised positions 6 a speculati#e proacti#e approach

4xamples of effecti#e (0 self6describing %ords and phrases: 6 personal profile and capabilities 6 experience ,escribing and presenting rele#ant achie#ements in your (0 4xplaining disabilities$ difficulties$ redundancies$ etc!$ in (0s )resenting highly desirable attributes to progressi#e employers 6 gi#e yourself a special ad#antage

curriculum vitae writing tips - introduction >eep your curriculum #itae simple! ?our curriculum #itae must be concise! ?our curriculum #itae must be easy to read! ?our curriculum #itae must sell you! +nd your curriculum #itae must be tailored to %hat the reader is looking for! &hese (0 and letter principles apply to all career mo#es! 8a#ing a good (0 is essential for full6 time obs$ part6time$ internal$ external$ promotions$ ne% obs$ career changes$ internships and %ork experience placements 6 %here#er an employer or decision6maker is short6listing or inter#ie%ing or selecting applicants! *hort6listed and successful candidates are in#ariably the people %ho pro#ide employers %ith the best (0s and best co#ering letters! + (0 does not ha#e to be a text document! 7t can be a #ideo! 7f a picture tells a thousand %ords$ imagine %hat mo#ing pictures can con#ey about you! &he technology exists no% for anyone to create a #ideo (0$ and to upload it onto a %ebsite 6 including this one! &hese notes are therefore not restricted to text6based (0s! &he principles are good for your #ideo (0 too! &ext or 0ideo 6 the same principles apply! 8o% you perform at the inter#ie% or group selection is of course crucial$ but only the people %ith the best (0s and letters get to that stage! CV writing is a form of marketing or advertising, when the product is you &his is especially so no% %hen you can publish your (0 6 and:or #ideo (0 onto %ebsites! Opportunities increasingly enable you to create an impressi#e 9ne%6media (09 and then to proacti#ely market yourself to employers %here you can be seen$ and also referenced by you in letters and hard6copy documents!

?our (0 must sell you to a prospecti#e employer$ and compete against other applicants %ho are also trying to sell themsel#es! *o the challenge in (0 %riting is to be more appealing and attracti#e than the rest! &his means that your curriculum #itae must be presented professionally$ clearly$ and in a %ay that indicates you are an ideal candidate for the ob$ i!e!$ you possess the right skills$ experience$ beha#iour$ attitude$ morality that the employer is seeking! &he %ay you present your (0 effecti#ely demonstrates your ability to communicate$ and particularly to explain a professional business proposition! )ut yourself in the shoes of the employer: %rite do%n a description of the person they are looking for! ?ou can no% use this as a blue6print for your (0! &he better the match the more likely you are to be called for an inter#ie%! 7f you find it difficult to match your o%n (0 description to the re'uirements of the role$ then perhaps the role isn9t for you! &here9s little or no point distorting or falsifying yourself in order to get a ob! 7f you falsify yourself in your (0 you9ll be unlikely to pro#ide the necessary proof of your claims at inter#ie%$ and e#en if you manage to do this and to get the ob$ then you9ll not be able to do the ob en oyably %ithout stress! Ob#iously lying in a (0 is a risky strategy$ especially about 'ualifications$ and you should a#oid any such temptation! -etter to be proud and confident of %ho you are! 7ntegrity and reputation are more important than 'ualifications! + (0 %ith a lie is an embarrassment$ or e#en a dismissal$ %aiting to happen$ sometimes years later %hen you9#e a lot more to lose! -lo% your o%n trumpet$ emphasise your characteristics$ your capabilities and achie#ements 6 this is all fine 6 but kno% %here to dra% the line! )ositi#e emphasis and strong presentation is good; falsehoods are not! On the point about 9blo%ing your o%n trumpet9 (presenting yourself %ithin the (0 in a #ery positi#e light) 6 many people find this difficult$ especially those %ith strong 9sensing9 personalities$ %ho see life in terms of bare facts (make time to see the personality section$ and read @ung$ 2yers -riggs$ etc 6 it %ill help you understand a lot about yourself)! 7f you are one of these people (in fact many people are) try to get help from someone creati#e and enthusiastic to assist you in interpreting and %riting #ery positi#e phrases and descriptions about you for your (0! 7n your (0 it9s important to emphasise your attributes in strong$ rele#ant and expressi#e terms; modesty doesn9t %ork particularly %ell on any (0! +dditionally$ there is a %idely held school of thought that %riting such statements 6 po%erful descriptions about yourself$ your personality and your strengths and capabilities 6 actually helps you to become e#en more like the person you describe! 7t9s related to /A)$ self6talk$ self6belief$ and positi#e #isualisation: %e tend to li#e up to our claims %hen %e %rite them do%n and

commit to them! (reating a positi#e (0 for oursel#es helps us to gro% and to become ho% %e %ant to be!

cv surveys and key points of interest &hese statistics relating to (0s and inter#ie%s %ere published in the =uardian in @uly B00C! &he sur#ey 'uoted the sources: (ubiks 8;$ 7;*$ and 7+=! &he sur#ey findings ser#e both to remind ob applicants and inter#ie%ers of %arnings$ opportunities and critical aspects of (0s and related preparation and approach for ob inter#ie%s! &he statistics also pro#ide a basis for formulating some #ery useful pointers for (0s and ob inter#ie%s: +pparently DCE of inter#ie%ers think (0s and application forms (%e assume all (0s and application forms) are not %holly truthful$ %hereas separately it seems that F3E of (0s are actually factually correct$ although (for some reason$ not actually explained) this apparently reduces to BFE for (0s belonging to %omen aged F16F3! &he precise source of these statistics is not made clear$ but the interesting point that comes from all this is that people %ho are truthful$ and can con#ince the inter#ie%er as such$ %ill place themsel#es in an ad#antageous minority group$ since the ma ority of inter#ie%s in#ol#e (0s %hich contain lies$ and:or are percei#ed by inter#ie%ers to do so! So if you want to have an edge over most other CVs and applicants, tell the truth! (.or %hat it9s %orth this confirms %hat 79#e obser#ed o#er the years 6 an honest solid applicant %ill al%ays be preferred to a dishonest 9star9 6 integrity is considered to be a significantly #ital factor among all good 'uality employers!) 7t seems that only DE of inter#ie%ers belie#e that academic 'ualifications reliably indicate future performance in the ob! &his confirms that for all but the most academically6dependent roles (/+*+ scientists$ brain surgeons$ heads of uni#ersity faculty$ etc)$ it9s important to emphasise strengths such as rele#ant achie#ements$ capability and attitude$ and appreciation of %hat is re'uired to make a difference in the role$ rather putting a lot of emphasis on academic 'ualifications! (ombined %ith the first point$ these findings also confirm that lying about 'ualifications on a (0 and:or in an inter#ie% is a completely daft thing to do$ because seemingly most inter#ie%ers %on9t belie#e you (moreo#er$ CCE of inter#ie%ers say that they check up on professional 'ualifications$ and 3CE check academic 'ualifications)$ and hardly any inter#ie%ers regard 'ualifications as the most significant factor any%ay! ! " #his does not mean that you should not bother with training, self-improvement, and striving for new professional or academic $ualifications, which are helpful for personal growth and for increasing your range and depth of capabilities #he point is simply that there are far more important things than $ualifications in CVs and interviews

/ext is a crucial factor in (0s and inter#ie%s that9s easy to prepare for: +pparently 3GE of employers say they ha#e to %ithdra% ob offers after recei#ing poor references about successful applicants! &he sur#ey doesn9t say %hat percentage of applications are affected$ but %e can presume that it9s a significant number if 3GE of employers mentioned it as being a problem! &his means that lots of people are failing to prepare their references properly! 7t also means that some people %ho are initially unsuccessful stand a chance to be offered the ob because the preferred applicant %as found to be rather less than they claimed to be$ but only of course if the second6choice applicant9s references check out %ell! =i#en the high incidence of re ection due to references$ this %ill ine#itably create a sensiti#ity among inter#ie%ers and a desire to a#oid the disappointment and time6%asting nuisance of recei#ing a poor reference about a chosen candidate! &hus there is an opportunity for applicants to increase their #alue (as percei#ed by the inter#ie%er)$ to be the first6choice candidate$ or failing that to be reliable second6choice candidate$ by:

emphasising the a#ailability of good reliable references on the (0 taking good printed references to the inter#ie% (see the reference letters page)$ and ensuring that reliable referees are prepared and able to pro#ide excellent references %hen asked by the inter#ie%er$ should (%hen) the ob is offered

&he sur#ey findings also state that D3E of inter#ie%ers seek references from at least one pre#ious employer$ %hich is further confirmation of the need to co#er this %hole area professionally and reliably! +ccording to the research$ these are the most common (0 inaccuracies (presumably from the perspecti#e of inter#ie%ers):

employment dates (length of$ dates from and to) ob titles gaps bet%een employment 'ualifications$ and surprisingly$ undeclared directorships

&his is all #ery interesting because again it sho%s the opportunities for applicants to sharpen up the reliability and truthfulness of their (0s in certain key areas! 7t sho%s that inter#ie%ers %ill be sensiti#e to$ and therefore on the lookout for inaccuracies$ distortions omissions and funny smells generally in these areas$ so again$ be honest and consistent!

On %hich point$ rather than spend time trying to create a 9belie#able9 %eb of deceit (%hich most inter#ie%ers %ill see though at some stage any%ay %ith the result that your your credibility %ill be shot to pieces$ along %ith the opportunity or ob offer)$ spend your time instead thinking about %hat you learned from the things you are trying to hide$ and be proud to have the courage to be honest about your past! 7f you lie about it then it %ill continue to hang around your neck as a failure! 7f you hold your head high and be honest$ then you %ill gain respect$ and in many cases the inter#ie%er %ill conclude that you ha#e learned from your experience$ especially if you explain ho% and %hy this is so! ;emember$ lots of inter#ie%ers %ill ha#e considered hiding or distorting things in their o%n (0s 6 nobody9s perfect; and in fact the most impressi#e people in life and %ork are generally those %ho9#e learned from and accepted their experiences$ rather than denying that they e#er happened! 5hate#er %ay you look at this$ it makes sense to be truthful 6 firstly to yourself 6 be proud that you ha#e learned from your mistakes and that you ha#e the courage to admit them! ,on9t try to hide failures$ mistakes or shortcomings 6 accept them$ learn from them$ seek to impro#e on them$ and explain %hy and ho% this is so! +nd as important as anything else 6 don9t let people udge you$ and don9t %ork for anyone %ho does$ because they %ill make your life a misery! ?our integrity$ honesty and commitment are extremely #aluable in today9s %orld 6 so %ork only for an employer %ho respects you for ha#ing these 'ualities$ and don9t lo%er yourself to %ork for anyone %ho %ill not!

cv writing tips - basics of template presentation, structure )resentation and se'uence of items %ith your (0 are #ery important$ as it is in ad#ertising$ and most people get it %rong$ %hich makes it easier for you %hen you get it right! 5hen you are selling anything you need to get to the key points 'uickly! &he 'uicker the reader can read and absorb the key points the more likely they are to buy! + %ell presented and %ell6structured (0 also indicates that you are professional$ business6like and %ell organised! &he structure suggested belo% sells your strengths first and pro#ides personal and career history details last 6 most people do it the other %ay round %hich has less impact! *tructuring a (0 like this you can immediately stand out from the others and make a much better impression! .or all but #ery senior positions your should aim to fit your (0 on one side of standard sheet of business paper! .or large corporation director positions t%o or three sheets are acceptable$ but a %ell6presented single side %ill al%ays tend to impress and impact more than lots of detail spread o#er a number of sheets! +l%ays try to use as fe% %ords as possible! 7n (0 %riting$ like ad#ertising$ Hless is moreH! &his means you need to think carefully about the %ords you use 6

make sure each one is %orking for you 6 if any aren9t$ remo#e them or replace them! /e#er use t%o %ords %hen one %ill do! 8ere is a free (0 template (doc file 6 2*5ord) 6 and same (0 template for OpenOffice: free (0 template (odt file) 6 single sheet format$ <> +I paper size 6 into %hich you can insert your o%n details 6 adapt the template to suit your purposes! ;efer to the (0 %ords and phrases examples belo% to help you de#elop and craft your o%n special (0! 8ere is the (0 teaching:learning guide (pdf)! (reating your o%n (0 templates to use for different career mo#es can sa#e you time in %riting different (0s for different types of obs! (hanging (0 %ords and phrases to suit different obs is important! 5riting and keeping file copies of your o%n different (0 examples and (0 templates can sa#e you hours of %ork$ and %ill help you to be able to produce an indi#idually 9tailored9 (0 for each of the different opportunities as they arise! ;efer also to the %riting techni'ue page on this %ebsite 6 it explains about use of fonts (typefaces)$ colour$ headings$ capital letters$ positioning$ etc! + B00I <> sur#ey by the ;oyal 2ail postal ser#ice of 8; departments in large organizations in the legal$ retail$ media and accounting sectors$ identified these other (0 pointers:

7ncompletely or inaccurately addressed (0s and (0 co#er letters %ere re%ected immediately by DFE of 8; departments! (0s and co#er letters addressed to a named person %ere significantly fa#oured o#er those addressed to a generic ob title by 33E of 8; departments! +nd$ interestingly$ o#er C0E of 8; departments said that the inclusion of a photograph %ith the (0 adversely affected their opinion of the applicant!

2any of the principles abo#e and on the remainder of this page apply to #ideo (0s$ %hen and if you make one! 5hen you do$ you can post it free on the -usinessballs (ommunity$ %here a gro%ing audience a%aits %hat you ha#e to offer!

cv structure options 5hile certain (0 %riting principles are 'uite fixed and %idely accepted$ a fe% issues are open to interpretation and are a matter for personal decision! &he main examples of #ariation and choice explained in this section are: &he le#el of personal detail to include in a (0

5here to sho% your contact and address details on a (0 5hether or not to included the %ords (urriculum 0itae or (0 in the (0 heading 7n deciding about these and any other structural options$ consider the specific purpose and circumstances of your (0 at the time$ because this often determines ho% best to structure it! +dditionally$ since you should ideally be using different #ersions of (0s for different purposes$ try to keep a record of %hat %orks best$ so you can refine a set of rules %hich are optimal for you and the ob markets you are targeting! +lso seek feedback from inter#ie%ers and employers 6 and anyone else %ith rele#ant experience 6 as to %hat can be impro#ed in your (0$ so that you can progressi#ely de#elop your understanding of %hat sort of (0 formats are most effecti#e!

personal details in your cv .irst 6 the rules for this should be different for printed (0s sent through the post$ electronic (0s passed to a safe trust%orthy recipient$ and electronic (0s and personal data uploaded onto ob %ebsites! 7n terms of (0s %hich you send or con#ey to secure and trust%orthy recipients: ?ou %ill see from the (0 examples and templates that 7 ad#ocate reasonably open and full disclosure personal details on a (0! ?ou must decide for yourself if such openness is appropriate for you and your situation and the #acancy! 4mployment la%s$ particularly relating to e'uality and discrimination (age$ gender$ etc) ha#e implications for inter#ie%ing and selection! (onse'uently the applicant has more freedom today to %ithhold certain personal information on a (0 about age or date of birth$ marital status$ children or dependents! 7t9s entirely a matter of personal opinion and udgement %hether to include such information! &here is no la% %hich compels or pre#ents the inclusion or %ithholding %ithin your (0 of personal information that is sub ect to e'uality and discrimination legislation! 8o%e#er$ the reality is that %hile there are la%s in most countries against discrimination$ identifying and pro#ing such discrimination is #irtually impossible at the application stage! *o the only initial defence is to %ithhold the information 6 or to make it a selling point! &he dilemma for the applicant therefore is %hether to be open and up6front about personal information that (you fear) could put off an employer 6 regardless of the legality of such a

reaction 6 or to %ithhold the rele#ant personal information in the hope of being short6listed for inter#ie% and o#ercoming any pre udices at that stage! On %hich point$ be careful about your assumptions 6 %hile pre udices ob#iously exist$ your fears can be #astly %orse than %hat actually happens! *ee 2urphy9s )lough for example! +nother #ie% is that any employer %ho discriminates unreasonably against an applicant is not %orthy of your loyalty and abilities any%ay$ %hich suggests that full open confident disclosure is the best %ay to go! .ull disclosure is potentially a %onderful filter to pre#ent you %asting your time %ith idiots! 5ho %ants to %ork for a bigotJ Or e#en a decent organization %hich tolerates or fails to recognise a bigot in a position of responsibilityJ 2oreo#er$ modern ethical employers %ill tend to respond positi#ely to openness$ and particularly to someone %ho is proud of their personal situation and characteristics! &here9s a case for simply being proud of %ho and %hat you are 6 and use your (0 to tell people %hy! *o %hether to include date of birth or age on a (0 (or gender if it is not ob#ious from the name) is ultimately a matter of personal choice$ %ith arguments either %ay! + guiding rule is possibly: 7f you are reasonably confident and ha#e a le#el of inner calm and resol#e$ and especially if you can make positi#e claims and ad#antages relating to your personal circumstances$ then full openness is probably the right approach for you! 7f you are less confident$ or less able to pick and choose a truly %orthy employer$ then arguably a more cautious approach is ustified! 7n terms of (0s pro#ided or uploded to ob %ebsites$ or to less secure and trust%orthy recipients: +s highlighted by the serious security breach at a ma or obs %ebsite in @anuary B00G$ exposing the personal data of millions of obseekers 6 consider ho% much personal information you pro#ide or include in any (0 uploaded to a %ebsite! )ersonal data on a (0 uploaded or stored electronically is 6 to one degree or another 6 sub ect to security risk from accidental release of data$ or deliberate hacking and identity theft! #herefore you should always adapt the level of personal detail you include on your CV according to the security and trust that you believe is offered by the recipient or destination for your CV (7 am grateful to A 8aughton$ October B00K$ for initially raising the issue of personal details such as date of birth in (0s!)

contact and address details - top or foot of the cv ?ou %ill see from the (0 examples and templates that 7 ad#ocate a structure %hich puts the contact address and personal details at the foot of the (0! &his is because the first #ital seconds are best used in con#eying your crucial and rele#ant personal strengths! =i#en a profesionally presented (0 and co#er6letter$ most employers %ill assume you li#e in a house or a flat of some sort$ and ha#e an address and a phone number$ so %hat9s the point in %asting #ital early impact to con#ey these mundane detailsJ &his is particulrly the case for middle and senior6ranking ob #acancies$ %hen screening is likely to be relati#ely professional and responsi#e to an effecti#e and strategically presented (0! )ositioning contact and address details lo%er on a (0$ so as to gi#e maximum immediate impact to more rele#ant factors$ is also #ery sensible %hen you are applying for a role internally$ %hen ob#iously you are already kno%n! &here is an argument ho%e#er (and 7 am again grateful to A 8aughton for raising this issue) for putting address and contact details at the top of the (0$ to counter any possible risk of the (0 being re ected at first glance because address and contact details are not instantly ob#ious to the reader! &his %ill be more of a factor for unior ob #acancies$ in %hich perhaps the screening process is hurried or unprofessional$ %hich %ould increase the risk of a (0 being re ected 'uickly because contact and address details are not instantly apparent! +s %ith the issue of openness and disclosure of personal details$ the positioning of your contact and address details is a matter for your personal udgement! 7f you %ant a guiding rule$ here9s one: )ut the contact and address details at the foot of the CV for middle and senior %ob vacancies$ %hen you %ant maximum impact for your %ob-related strengths! )ut your contact and address details at the top of the CV if you ha#e the slightest feeling that the vacancy or the screening process involves processing large numbers of applications $ and in %hich basic skills and basic personal circumstances are the priority screening and selection criteria!

name and &cv& or &curriculum vitae& - or %ust your name in heading'

+n additional point of recent debate about (0 presentation is %hether to include the %ords (urriculum 0itae or (0 (or ;esume) in the document title next to your name! &his is a relati#ely minor issue$ but an interesting one %hich seems lately to ha#e #eered to a particular trend$ %hich may not actually be as helpful and correct as some people suggest! +s %ith se#eral other aspects of (0 %riting and presentation$ this is open to different #ie%s$ and you are free to decide for yourself! 8ere9s my obser#ation and guidance on the matter 6 %hich basically is to include (0 or (urriculum 0itae in the heading! 8ere9s the explanation! 7n recent years a fashionable #ie% has emerged suggesting that it is someho% %rong to put the abbre#iation 9(09 or the %ords 9(urriculum 0itae9 (or in +merican64nglish markets$ the %ord 9;esume9) at the top of a (0 6 typically after the person9s name$ or alternati#ely before the name! 7f anyone can send me any e#idence or solid logic as to ho% and %hy including 9(09 or 9(urriculum 0itae9 in the document heading is unhelpful or counter6producti#e 7 %ould be happy to sho% it here! +s far as 7 understand the communication and management of text6based information$ there is not really a good reason for excluding (0 or (urriculum 0itae from the heading of the document$ %hereas there is probably at least one good reason for including one or the other! 4xcluding (0 or (urriculum 0itae from the heading does not usefully sa#e space unless there is something better to do %ith the space! *ub ect to using a sensible font size$ %hich you should any%ay$ there is no real space sa#ing by excluding (0 or (urriculum 0itae from the heading$ since nobody9s name is so long as not to fit comfortably into a heading line %ith the %ords (urriculum 0itae$ or the abbre#iation (0! 4xcluding (0 or (urriculum 0itae does not actually sa#e time for the reader! &here is no real time sa#ing for the reader since the brain scans such peripheral data subliminally (belo% a normal conscious le#el) 6 unless the reader actually needs it 6 ust as %e are not conscious of the printed page numbers as %e read a book or ne%spaper! 4xcluding (0 or (urriculum 0itae is said by some to reduce the risk of irritating the inter#ie%er or screener! ,oes itJ ,oes it reallyJ 7s anyone out there actually irritated by thisJ 79d lo#e to kno%! +nd 7 lea#e it to you to decide if you %ant to %ork for an organization %hich employs people %ho are irritated in such a tri#ial %ay! 4xcluding (0 or (urriculum 0itae from the heading arguably might impro#e 6 #ery marginally 6 the #isual presentation a (0$ simply on the basis that %hite space is generally helpful and pleasing to the eye of the reader! -ut then so %ould reducing the (0 content to about F3 %ords$ in a specially designed typeface$ and engaging a designer for the layout too$ %hich %ould be extremely pleasing to the eye$ but then the document %ould cease to be optimally effective as a (0$ and this is the point!

+ (0 must achie#e a balance bet%een presentation$ content$ and increasingly ho% the data is managed and processed! =i#en this$ there are perhaps a couple of positi#e reasons for including the abbre#iation (0 or (urriculum 0itae %ithin the heading of the document: 1! (rucially from the standpoint of data management$ %eb:computer searching$ and data:document retrie#al 6 on the %eb as a %hole$ on indi#idual %ebsites$ on organizational computer systems$ and on personal )(s and other local storage de#ices 6 the %ords (urriculum 0itae and:or the abbre#iation (0 are central to the description and categorization of (0s as a type of document! +ny (0 %hich includes the key%ords (urriculum 0itae or the abbre#iation (0 %ill ob#iously be found more easily than documents %hich contain neither! 4xcluding the %ords (urriculum 0itae %ould in many computer systems$ including %ebsites$ re'uire the document file to be 9tagged9 %ith the %ords (urriculum 0itae in order for it to be found using those key%ords! 7f a document does not include the key%ords$ and is not tagged as such$ then it %on9t be found by anyone searching for those key%ords! 7magine a recruiter searching the %eb or a %ebsite or a local computer file system using the key%ords 9curriculum #itae 6 french6 speaking retail manager9! 7f you ha#e the %ords 9french6speaking retail manager9 in your (0$ but not the %ords 9curriculum #itae9$ your chances of being found are some%hat less than if your (0 contains the %ords 9curriculum #itae9! 7f you %ant your (0 to be stored and found electronically then this is a significant point! B! ?our (0 is a (0 6 a (urriculum 0itae 6 a #ery specific document for a #ery specific purpose! 7t9s not a biography! 7t9s not a .acebook page! 7t9s not an personnel file or a meeting note! 7t9s not any of the countless other types of documents and files that could carry a person9s name in the heading! *o say %hat it is! )eople %ho argue for the exclusion of (0:(urriculum 0itae from the document heading typically ustify this #ie% from a narro% perspecti#e 6 that %ithin the ob application process 9it9s ob#ious9 that a (0 is a (0! &his is fine$ but %hat about all the other timesJ +nd %hat about %hen you circulate or upload your (0 speculati#ely 6 %hen the context is not immediately ob#ious to the reader! &he reason that humankind has de#eloped a system of names for things 6 especially significant things$ and definitely documents %hich ha#e purpose beyond the initial 9ob#ious9 context 6 is so that items can be 'uickly recognized and processed in as many different systemic en#ironments as possible! + (0 is a #ery good example of a document %hich has purpose beyond initial context! 7t must stand alone! (0s commonly become separated from their co#er6letters! &hey get lost in archi#es and sa#ed accidentally in inappropriate file directories and folders! 7dentifying a (0 clearly as a (urriculum 0itae or (0 at the heading of the document ine#itably increases its chances of being recognised and processed as one in the future$ and is therefore is sensible!

writing CVs with no career history or work experience

&he tips and examples in this article still apply if you ha#e little or no %ork experience! 4xperience is in e#erything %e do 6 especially in the most important areas such as maturity (gro%n6up attitudes) and emotional intelligence$ communications$ creati#ity$ responsibility$ determination$ integrity$ compassion$ problem6sol#ing$ etc 6 these are the 'ualities employers really seek 6 so if you are lea#ing school or college or uni#ersity and putting together your first (0$ then look for the rele#ant transferable experiences and learning in your life experience and use these examples %ithin the structure pro#ided on this page! ?ou9ll not ha#e a career history$ but you can certainly illustrate and pro#e that you ha#e 'ualities gained and learned from your life experience$ that employers %ill recognise and %ant! (onsider and sho% achie#ements and 'ualities from your life$ rele#ant to the ob$ such as:

leadership team%ork creati#ity initiati#e problem6sol#ing self6motication discipline reliability persistence and determination compassion and humanity lo#e and care for others specific abilities %ith numbers$ language$ communications and 7(& (information and comuunications techology 6 especially computing and %ebsites)$ fixing and making things$ selling and marketing something$ etc!

in non6employed situations such as:

school or college pro ects and responsibilities part6time obs sport #oluntary %ork

clubs caring super#ising$ teaching$ helping young people charity %ork hobbies and pastimes outdoor acti#ities holidays and tra#el

and any other personal interests %hich illustrate your strengths$ capabilities and passions! 7t is true that many employers need experienced people! *ome are firm about this; others can be persuaded to consider an applicant %ho has special 'ualities but no experience 6 it depends on the ob and the needs of the employer! &here are some employers %ho %ill be interested in fresh young people %ho are keen to learn and %ho are highly committed$ and %ho can demonstrate that they possess other 'ualities that perhaps more experienced people do not! &his is %hy you need to %rite a good letter accompanying your (0 that explains clearly and concisely your strengths and #alues$ and rele#ant life experience$ to an employer$ and then to send the letter$ and follo% up %ith phone calls to as many employers as you can! -e persistent and determined$ and you %ill find in time find an employer %ho %ants someone ust like you! 2ean%hile take ad#antage of e#ery opportunity to learn and gain experience in your chosen field: oin discussion groups$ read ournals$ attend courses$ lectures and exhibitions$ study the ne%spapers and ne%s %ebsites business pages$ perhaps %ork part6time for a school and:or a #oluntary organisation or group %ho need your skills! &his %ill enable you to build useful and rele#ant experience that %ill definitely be seen as transferable to employed situations$ and it %ill also demonstrate to employers that you are enthusiastic and %illing to in#est your o%n time in making a positi#e contribution to help others and to help yourself! 7f you are aiming at a ob %hich asks for experience$ yet you ha#e no experience in con#entional employed %ork$ look for other examples in your life %hich pro#e that you ha#e the right attitude and potential$ and e#en some #ery rele#ant transferable experience$ despite it not being from employed %ork! 2any employers prefer a young candidate %ho can demonstrate reliability$ self6moti#ation$ dri#e and enthusiasm$ etc!$ from ha#ing$ for example$ applied themsel#es for years in lo%6paid paper6 rounds and %eekend obs$ or %ho can sho% serious dedication to some other %orthy acti#ity$ than applicants %ho ha#e a career history but demonstrate none of the #ital 'ualities that employers really #alue and seek in ne% recruits!

writing a cv for a %ob to be developed or fully defined =i#en the fast6changing nature of %ork and organizations$ obs increasingly offer the chance or re'uire candidates to suggest ho% the role itself might be shaped or de#eloped or fully defined! 7t might be an existing role$ or a ne% position! 4ither %ay$ this is a big opportunity %hich you should grasp eagerly! + role that has not been fully or completely specified offers great opportunity for the successful candidate to pro#e they9d be able to define and shape the role to benefit the employer organization in accordance %ith the employer9s needs$ aims$ challenges$ priorities$ etc! Of course at the same time you9d need to pro#e you can co#er the stated:kno%n essentials$ but if you see or detect that role de#elopment is also on the employer9s %ish6list$ then create your (0 accordingly! +s regards the unkno%n aspects of the ob (%hich the employer might say are 9to be defined9$ or 9yet to be de#eloped9)$ the candidate needs to sho% they understand ho% the role can operate to its fullest potential %ithin the organization! &his aspect of role defining or de#elopment in#ites the candidate to demonstrate on their (0 that they9d be able to do ust that 6 help re6define or de#elop the role! &his in#ol#es more strategic interpretation than might usually be expected in the role! )eople %ho can shape their role ha#e to be able to see outside the role and understand the role in a %ider context than simply doing a stipulated ob! >ey attributes and abilities associated %ith this re'uirement %ould typically include:

measurement and analysis of meaningful cause and effect 6 some appreciation of producti#e use of time and resource in an organizational context 6 this is really the crucial point: the capability to assess and udge the role in a future organizational (and maybe also market) context #ision 6 appreciation of %hat9s needed for the future; ho% things are changing and ho% to meet those changes strategic a%areness and interest 6 seeing implications of issues beyond the issues themsel#es ob ecti#ity$ maturity$ tolerance$ patience$ %isdom$ etc 6 the opposite of impulsi#eness 6 so as to use the additional responsibility %isely and fairly and ideally (%hich can be a clincher) sho% a command and kno%ledge of the role from a technical 9leading edge9 perspecti#e 6 as if you %ere a specialised external consultant or

expert$ or perhaps a teacher or %riter in the discipline$ or simply someone %ho takes a keen interest in the most ad#anced thinking associated %ith the role 6 it9s a matter of presenting yourself as$ and being$ someone %ho sees the positi#e and future implications of the role$ not ust the role itself! &he employer9s ideal applicant in such situations is for an expert to oin them and manage the situation like a more senior strategic manager or executi#e %ould be expected to do$ gi#en that they do not ha#e such a person! .or a ob applicant it9s a great %ay to approach a ob opportunity$ especially if you are keen to ad#ance! /!-! 2any ob #acancies offer this potential or flexibility e#en if the employer does not state it! +ll good organizations need people %ho can see beyond their o%n role; people %ho can de#elop the role$ and also to de#elop and ad#ance as a strategic contributor %ithin the organization! *o approaching any #acancy %ith an eye on de#elopment and organizational context is often a good %ay to differentiate yourself from other applicants %ho limit their (0 presentation to the strict confines of the ob description!

applying for internships and work experience placements ?ou should approach applying for internships in much the same %ay as looking for a ob! &herefore much of %hat appears on this page about (0 %riting and co#ering letters for full6time obs and career ad#ancement %ill be rele#ant if you are trying to find a placement for %ork experience or an internship! &he tips and ideas on the ob inter#ie%s section are also rele#ant to seeking and applying for and successfully gaining internships and %ork experience placements! 7t9s essential to research prospecti#e internship employers! +nd plan this %ell in ad#ance! )eople %ho lea#e things until the last minute reduce their options$ and increase the amount of competiti#e pressures in#ol#ed! +lso$ planning and researching early in the process %ill maximise the chances of identifying and securing the best placements! 4mployers %ill be impressed by people %ho ha#e clearly planned ahead of the rest! 4mployers %ill not be impressed by those %ho9#e ob#iously left things late! -e creati#e about the %ay you research your employer market sector(s)! .irst decide on the sector(s)$ and %hat you %ant to do! +ns%er this: ,o you define your target sector(s) 9#ertically9 6 according to 9#ertical markets9$ such as retail$ solicitors$ accountants$ charities$ healthcare$ transport$ sports$ leisure$ etc!; or do you prefer to define your target employers 9horizontally9 6 according to ser#ices and professions that are used across all industries$ such as administration$ sales$ financial$ legal$ creati#e$ production$ 'uality

management$ business management$ human resources$ training and de#elopment$ etcJ Or perhaps a combination of the t%o$ for example$ 7 %ant to get an internship as a 8; person in a charity$ or as a production designer in a hi6tech manufacturing companyJ 8o%e#er you define your target sector$ it9s important to do so$ because this gi#es you something specific to aim at! (larity here is extremely #aluable! (lear aims ha#e a much greater chance of being met than fuzzy or indeterminate ideas! &his is because %e can build an action plan around a clear aim! 5e can9t build a plan around a #ague idea! &he action plan starts %ith researching your target market or sector$ ho%e#er you define it! .ocusing on a defined sector helps because certain economies of scale come into effect: commonalities exist bet%een similar organisations and situations %hich sa#e our time and enable efficient use of our efforts! 5e can get into a groo#e and a mind6set that %ill %ork in lots of similar situations! -eing #ague and ha#ing no focus makes it impossible to deri#e these ad#antages! 0ariety might be the spice of life$ but it9s not helpful in putting together a targeted action plan$ %here focus$ consistency$ familiarity$ kno%ledge$ expertise and professionalism are the important criteria for success! ;esearch is relati#ely easy using the internet 6 but remember the phone as %ell$ especially %hen you locate a contact %ho might guide you! &ry to identify the focal points %here information is gathered and disseminated for your target sector(s)! 2ost #ertical industry sectors 6 and professions 6 are represented by at least one trade association or professional body or institute! Aarge sectors %ill be represented by many different trade associations$ bodies and institutes 6 each of %hich represents a sub6sector or 9niche9 %ithin the main sector! 4ach representati#e body %ill generally ha#e a trade magazine or ournal$ and also probably a %ebsite! &hese pi#otal points %ill enable you to find out most of %hat you need to kno% so as to identify prospecti#e internships (and employers)! <se the phone to talk to people in these organisations 6 editors and secretaries are #ery kno%ledgeable and many are #ery helpful! &ry to net%ork and seek referrals from contacts$ each time asking politely for help 6 ust be honest and courteous about %hat you are trying to achie#e and many people %ill be extremely helpful! +ccept the fact that you %ill find yourself barking up the %rong tree on a fe% occasions 6 no problem 6 mo#e onto the next point of contact! *ooner or later you %ill find %hat you seek! 5hat you seek of course is of course a good list of potential employers (and rele#ant contact details) %ho fit your criteria! ?our criteria %ill extend beyond market sector and ob function! =eography$ organisation size$ market position$ style and culture might also feature in your ideal profile of an internship organisation! +gain$ define and describe to yourself %hat you are seeking 6 an employer profile 6 and use your research sources to compile a list of the organisations that meet it! ;esearching indi#idual organisations on the internet and by telephone$ and by re'uesting details from them (sales brochures$ annual reports$ etc) helps to build up a feel of the market and or

professional sector early on$ and this indi#idually focused research is #ery beneficial later in the process %hen you begin to tighten your specification and list of prospecti#e employers! &his detailed research %ill directly impro#e your %ritten approach$ and you performance at inter#ie%! 5hen approaching organisations for internships or %ork experience placements$ resist the temptation to send out lots of emails! Aetters are best! 4mails gi#e a far lo%er rate of response than letters! Aetters ha#e to be opened$ but emails don9t$ and many are binned as unk or spam! .ollo% the principles on this page to %rite and send the most impressi#e (0 and co#er6letters possible! 7t9s not necessary to ha#e had loads of %ork experience to create a great6looking impressi#e (0! *ee the notes abo#e about %riting (0s %ith little or no %ork experience! *ee also the tips on business %riting and also the techni'ues for %riting introductory sales letters$ %hich all relates to the process you are undertaking! ;emember$ you are selling yourself! .or that matter you should also look at the sales training page too$ %hich contains a lot of useful guidance about identifying %hat people %ant and de#eloping a proposition to meet those needs$ both of %hich are central to %hat you are doing! &elephoning before %riting is a good idea! &his enables you to 'ualify the good opportunities and remo#e the no6hopers! )hone the )+ (personal assistant) of the decision6maker$ so as to make the introduction$ to ask about and 'ualify the opportunity and process of application and selection$ and ask them to look out for your letter! 7f you are referred to another person or department go %ith their flo% unless you are con#inced it9s taking you to the %rong place! (arrying out telephone follo%6up to the )+9s$ and your o#erall persistence after you9#e sent your letters and (0s$ %ill also greatly impro#e your success! +lso helpful is net%orking (asking contacts for referrals and suggestions about other opportunities) to find the opportunities that best suit your capabilities and aspirations! /et%orking among smaller business in the same sector can be #ery effecti#e and %ould be a useful tactic for example if you %anted to find a placement in a small firm situated nearby or connected %ith lots of similar pro#iders! 2any o%ners and directors kno% each other %ell and are often 'uite happy to refer you else%here! @ust because firms compete %ith each other does not pre#ent them from referring this sort of interest bet%een themsel#es %hen asked! *o ask! 4ditors of trade ournals %ill often ha#e a good idea of %ho are the biggest graduate recruiters and %ho offer most internships %ithin certain sectors! ;esearch can be as easy or difficult as you make it! &ry to find the people %ho kno% most about %hat you %ant to disco#er and seek their help! 5hen it comes to sending letters and (0s to your selected organisations$ %riting personalised letters that explain %hy you9d like to %ork for the particular practice gi#es you a significant ad#antage o#er other people %ho send out an ob#ious mailshot6type letter$ oriented to nobody in particular!

4mphasise %hat you can do for the employer and your passion for the field or profession or industry$ rather than being seen only to seek %hat they can do for you! -e flexible on fees and salary rates! ,epending on your circumstances and the significance of the opportunity you might e#en offer to %ork for minimum %age or for free! 7t9s called 9delaying gratification9 or 9in#esting in your future9 and under certain circumstances it9s a #ery effecti#e techni'ue! =ood employers %ill in any e#ent generally pay a fair rate irrespecti#e of %hat you ask for$ and they9ll typically be #ery impressed by people %ho lo#e their field so much that they are prepared to make personal sacrifices as an in#estment to%ards learning and experience! H4#erybody9s got to ha#e a first LinternshipM some%here! 2y ad#ice is$ hey$ if you can find any %ay to afford it$ try to %ork for free some%here! ,o anything to %ork in your field!H (;ichard 8ieb$ astronaut$ from from &he 7nternship -ible$ B00F 4dition by 2ark Oldman and *amer 8amadeh$ as referenced by &he )rinceton ;e#ie%!) 4nthusiasm and passion and commitment go a #ery long %ay %ith high 'uality employers! &he decision6makers you %ill meet in these organisations usually lo#e their %ork and their chosen field! &hey9#e become successful because of their passion and determination! &he best employers %ant to employ interns %ho demonstrate this same le#el of commitment!

curriculum vitae template presentation and style 7rrespecti#e of style and design$ abo#e all the presentation of your (0 needs to be high $uality and clear and professional and up-to-date! &his means not using poor 'uality photo6copies! Original prints are best! &his applies to letters as %ell! )hotocopies and documents that ha#e ob#iously been mass6produced imply that the sender is thro%ing lots of mud at the %all and hoping some %ill stick! &his makes the recipient or inter#ie%er feel like you don9t care much %here you end up$ and that you don9t ha#e a particular reason for %anting to oin their organisation$ %hich is the opposite impression that you need to be making! )oor 'uality photocopies reflect on your o%n 'uality! *cruffy unprofessional documents %ill be interpreted as a sign that the sender is scruffy and unprofessional! Old (0s that are dated se#eral months ago$ or a photocopied letter %ith a blank space in %hich the sender %rites the date in biro$ %ill suggest that you are not up6to6date nor %ell6organised$ and also that you9#e been looking for a ob (ob#iously %ithout success) for some %hile! On the other hand$ pristine professional6looking documents on good 'uality paper stock (100 gsm minimum ideally) %ill signify that you are professional$ and also that you can be trusted to communicate appropriately and professionally %hen and if you end up %orking for the organisation concerned! (0s and letters %ith current dates$ that are purpose6%ritten (tailored) for the recipient$ %ill suggest that you are recently a#ailable$ selecti#e$ focused$ and also that you

ha#e logical reasons for belie#ing that a good fit exists bet%een you and the employer$ all of %hich %eighs hea#ily in your fa#our against all the mud6chuckers! So( high $uality, clear, professional and up-to-date CVs and letters are vital +ccording to research the inclusion of a photograph of yourself is more likely to ha#e a negati#e effect than a positi#e one$ but 7 guess that depends on %hat you look like and also ho% the reader responds to the %ay you look$ %hich is not an exact science at all! <ntil photographs become the expected norm$ if e#er they do$ unless you ha#e a #ery good reason to include a photo then it9s probably best not to! 7f you are asked to include a photograph of yourself$ as certain obs re'uire$ then ensure you go about this professionally! 8a#e a decent photograph taken by someone %ho kno%s %hat they are doing! ,efinitely resist any temptation to use a snap taken at the pub$ or a picture of you dressed up as .ather (hristmas or ust about to climb the north face of the 4iger! One in t%enty inter#ie%ers might respond %ell to a zany picture$ but most %ill be rather %ary: getting shortlisted generally depends on your seeming like a good fit$ not looking like you could be an oddball! 7f you %ant to con#ey that you are free6minded or possess great indi#iduality or creati#e strength$ then use the descriptions and e#idence in your (0 to demonstrate this! /o6one relies on a picture! (lear and clean and professional does not al%ays necessarily mean 10pt black font on 100gsm standard business stock paper$ but be mindful that the farther you stray from con#ention the greater risk you run that the reader %ill take exception to the style! /o6one e#er thre% out a great looking (0 because it looked too professional and business6like! Of course certain industries 6 marketing$ ad#ertising$ media$ the arts6related sectors 6 are more amenable to%ards unorthodox presentation and design$ but use your udgement! 7f in doubt keep it simple and professional! =immicks and %ackiness might initially grab attention$ but most employers$ e#en if the ob re'uires a high le#el of creati#ity$ are seeking reliable professional people they can manage$ rather than someone %ho looks like they could be a bit of a nutter! <se creati#e design %ith care! 2ake sure you are happy the situation really %arrants a strong display of creati#e indi#iduality before you reach for the holographic film and glitter!

cv file format &his is ob#iously important if uploading your (0 to a %ebsite$ or sending #ia email$ or con#eying your (0 in digital:electronic format! Use a file format which is most accessible to most people .or example:

,ocx files are not accessible to e#eryone! (,ocx files cannot be opened by old #ersions of 2*5ord)! ,oc files are therefore more accessible to most people than docx files! )df is arguably the most accessible and safest format! ()df files can generally be opened by e#eryone 6 using +dobe +crobat ;eader 6 and also the pdf format remains consistent %hen opened$ unlike doc and other %ord processor files$ %hich are often affected by fonts and settings on the recipient9s computer!) &he excellent open source 9office e'ui#alent9 %%%!OpenOffice!org enables easy con#ersion from doc to pdf$ although other methods exist! (onsider file format from the #ie% of your target audience:reader and choose a format by %hich the recipient %ill be able to access your (0 easily and reliably! +s a general rule$ the more complex:unusual your code:fonts in your (0$ then the more it %ill make sense to use a pdf file format! +nother consideration is that unless you protect %ith a pass%ord$ %ord processor files like doc and docx can be altered by the recipient! 7t is #ery much more difficult to alter a pdf file! &his robustness of a pdf is a further reason for choosing pdf format! 7n certain sectors (media$ marketing$ design$ etc) pdf files %ill be recognised as a more appropriate presentation format$ %hich ine#itably reflects as a subtle ad#antage for anyone demonstrating that they9#e chosen to use the pdf format in presenting their (0! +s e#er 6 for the presentation of any important information to a specifically targeted reader 6 ask %hat file format they prefer!

curriculum vitae template - structure (Other than 9&itle9$ use these sub6headings or similar) )eading *imply your name follo%ed by the %ord or 9(09 or 9(urriculum 0itae9 (9;esume9 is used more in the <*+)! *ee the notes about (0:(urriculum 0itae in the heading abo#e! *ersonal *rofile +and,or -ttributes.

.i#e to se#en high impact statements that describe you! &hese are effecti#ely your personal strengths! -e bold$ confident and positi#e %hen you construct these key statements! Orientate the descriptions to the type of ob you are seeking! 7f you ha#e a serious 'ualification and it9s rele#ant$ include it as the final point! Aook at the examples sho%n to see ho% these statements use po%erful %ords and professional business #ocabulary! *ee the examples of (0 %ords and phrases belo%! Experience +and,or Specialisms or Capabilities. &his is not your career history! 7t9s a bullet points description of your experience and:or your capabilities! 2ake sure you orientate these simple statements to meet the re'uirements of the reader$ in other %ords ensure the experience:strengths are rele#ant to the type of ob:responsibility that you are seeking! +gain try to use po%erful statements and impressi#e language 6 be bold and check that your chosen language and descriptions look confident and positi#e! 7f you are at the beginning or #ery early stage of your career you %ill not ha#e much or any %ork experience to refer to$ in %hich case you must refer to other aspects of your life experience 6 your college or uni#ersity experience$ your hobbies$ social or sports achie#ements$ and bring out the aspects that %ill be rele#ant to the %ay you %ould %ork! *ee the notes for %riting (0s %ith no %ork experience! )rospecti#e employers look for key indicators of integrity, enthusiasm, passion, determination, initiative, creativity, originality, organisational ability, planning, cost-management, people-skills, technical skill, diligence, reliability, depending on the %ob; so find examples of the rele#ant re'uired beha#iours from your life$ and encapsulate them in snappy$ impressi#e statements! =o for acti#e not passi#e descriptions$ i!e!$ %here you are making things happen$ not ha#ing things happen to you! *ee the examples of (0 %ords and phrases belo%! -chievements 8igh impact descriptions of your ma or achie#ements! *eparate$ compact$ impressi#e statements! 4nsure you refer to facts$ figures and timescales 6 prospecti#e employers look for 'uantitati#e information 6 hard facts$ not #ague claims! &hese achie#ements should back up your )ersonal )rofile claims earlier 6 they are the e#idence that you can do %hat you say! +gain they must be rele#ant to the role you are seeking! *ee the examples of (0 %ords and phrases belo%! Career )istory + tight compact neatly presented summary of your career history! *tart %ith the most recent or present ob and end %ith the first! *ho% starting and finishing years 6 not necessarily the months! *ho% company name$ city address 6 not necessarily the full address! *ho% your ob title(s)! <se a generally recognised ob title if the actual ob title is misleading or unclear!

7f you ha#e little %ork experience you can combine (areer history into one section! *ee the separate notes about %riting (0s %here there is #ery little or no actual career history! *ee also the examples of (0 %ords and phrases belo%! *ersonal /etails 7n most markets including the <>$ modern employment discriminantion la% has reduced the need and expectation for many personal details relating to age$ ethnicity$ marital status$ etc$ to be included in a (0! +side from ob#iously necessary contact details$ the le#el of personal detail you must include is no% optional! &his is a particular consideration if you are posting or allo%ing your (0 to appear on the %eb$ %here pri#acy can more easily be in#aded$ or identities stolen! &herefore be cautious and sensible about ho% much personal detail you sho% in a (0! *ee the notes about (0 personal details! )otentially this section enables sub6headings to pro#ide details of full name$ sex (if not ob#ious from your name)$ address$ phone$ email$ date of birth$ marital status$ number of children and ages if applicable$ dri#ing licence (hopefully clean 6 if not state position)$ education (school$ college$ uni#ersity and dates)$ 'ualifications$ and emphasise clearly that references are a#ailable! >eep all this information #ery tight$ compact and concise! -eing at a more ad#anced stage of your career is another reason for reducing the amount of personal details sho%n$ as some %ill be implicit or not rele#ant! On the other hand$ there is an argument for gi#ing as much detail as possible for senior positions as an indication of confidence! +s for some other debatable aspects of %hat to include$ it is your decision$ and one probably best made considering the precise circumstances of the (0s purpose and likely exposure! &he best position for your address and contact details is a matter of debate! 2any people suggest these should be at the top of the (0 belo% the heading$ ho%e#er this template structure recommends that they be sho%n lo%er do%n the (0 in the personal details section! *ee the notes on %here to put (0 contact and address details! 7t9s your decision 6 there are arguments both %ays! ,ate the (0$ and sa#e as a file %ith some indication of %hat type of ob it %as orientated for$ as you should ideally de#elop a number of different #ersions of your (0! Education and 0ualifications ,epending on the person and the ob #acancy and the employer9s expectations it is often better to sho% education and 'ualifications in a separate section$ rather than %ithin the )ersonal ,etails$ as a %ay of gi#ing them greater emphasis and clarity! 7f so then this section can be placed after or before the )ersonal ,etails$ or gi#en higher prominence if the situation %arrants it! &he le#el of detail and type of detail in this section should change as your career progresses! .or example your school:college exams sub ects and grades %ould be highly rele#ant %hen you are seeking your first ob$ but after %orking for 3610 years$ especially if you9#e achie#ed further training and 'ualifications$ your school:college 'ualifications %arrant far less detail and prominence! +s e#er$$include and emphasise details according to the obs you are seeking$ and %hat the employers %ill find most rele#ant and useful!

cv sample writing example 1 *tructure can be #aried! &hese are examples! ;efer to the appropriate notes on this %ebpage to understand more about the reasons for using different structures and positions for certain details %ithin a (0! )articularly: personal details 6 contact:address details 6 and %hether to include (0 or (urriculum 0itae in the heading! "ill "loggs - Curriculum Vitae

*ersonal profile

4xperienced and inno#ati#e general manager %ith sophisticated sales$ customer ser#ice and business administration skills! 8igh personal integrity$ and able to relate to and create trust in all! 8ighly articulate$ confident and persuasi#e team6builder$ able to moti#ate and communicate to achie#e exceptional business performance! ,ependable and reliable in supporting and enabling team effort to produce genuine long6 term sustainable de#elopment! )ersistent and flexible approach to the mutually beneficial achie#ement of business plans and personal goals of staff$ suppliers and customers! 8onours degree in 2echanical 4ngineering!

Experience

O#er B0 years pro#en expertise in industrial purchasing$ manufacturing$ logistics$ business de#elopment$ marketing$ sales and ser#ice! -ackground in a %ide range of industries$ including construction$ plant hire$ pharmaceutical$ hygiene ser#ices and industrial process control! 4xecuti#e accountability for )NA$ strategic planning$ staffing$ and sales de#elopment etc!$

for a OC0m international technology business$ in a OFbn <> plc!

7nternational =eneral Operations 2anager since (year)! 2anagement of change %ithin the demanding and pressurised business en#ironment! 7mplementation of modern management practices$ concerning personnel$ 7&$ reporting systems$ and partnership customer6supplier relations$ etc!

-chievements

+s production control executi#e %ith P?Q (orporation introduced pc6based systems to reduce lead6times from K months to F days$ and in#entory by D0E from OI!Km to OK30k! +s materials manager %ith +-( 7nc! introduced systems to reduce lead6times from F months to K days$ and in#entory from OCm to OB!3m$ and 1BE reduction in O1Bm procurement costs! +s operations manager %ith /e%co 7nc! a 10E reduction in OKm procurement costs! +s general manager for -igco 7nt! business achie#ed gro%th from OD00k to O3m$ increased ne% customer gro%th from B0 to C00 per annum!

Career history

(yr6yr) 6 4arly career de#elopment %ith /e%co 7nc!$ -igco 7nt!$ 2ainco plc! (yr6yr) 6 +-( 7nc! 7nternational Operations 2anager! (yr6present) 6 P?Q (orp! =eneral 2anager!

*ersonal details

-ill @! -loggs (address)

&el: 01BF I3C KDG01 -orn: (date) L&his is entirely optional gi#en age discrimination la%s!M 4ducated: *idmouth *chool (yr6yr)$ and 8ertstone (ollege (yr6yr)$ *outhtame (ollege 1GDI$ and <ni#ersity of 5ales (yr6yr)! (+gain dates are not obligatory due to age discrimination la%s!) ;eferences are a#ailable on re'uest! (date 6 month:year of creating c#) /!-! &his example (0 is fictional so content is random! 4nsure your facts and dates$ etc!$ in your (0 are all consistent %ith the content$ and any gaps are explained as positi#ely as possible!

?ou can try different (0 #ariations on the theme 6 pro#ided you stick to the main principles de#elop a structure to suit your o%n situation and %hat the reader is looking for! + lot %ill depend on the type and le#el of position you are applying for; generally the more senior$ the more focus %ill be on serious e#idence of achie#ement in corporate life$ and less on personal profile and personal details! + (0 doesn9t need to be long or detailed 6 it needs to sho% e#idence that you offer rele#ant and impressi#e skills and experience!

8ere is another example (0: cv sample writing example 2 3ohn Smith - Curriculum Vitae

Experience

4xecuti#e accountability for corporate performance and profit! *trategic management in a #ariety of ma or -B- corporations! 2anagement of extensi#e marketing ser#ices and sales organizations!

O#erseas business operations and management 6 .ar 4ast$ 4urope$ <*+! /e% business de#elopment$ start6up and trouble6shooting!

Specialisms

-B- *ales and 2arketing! *ales organization de#elopment! 4xport and international trade de#elopment! Online and 7nternet business de#elopment!

Career history

(yr6present) 6 =reat (o plc 6 sales and marketing director (yr6yr) 6 P?Q 7nc 6 sales director (yr6yr) 6 =ood (o plc 6 operations manager$ director (yr6yr) 6 +-( plc 6 sales manager

4esponsibilities and achievements

5reat Co plc *ales and 2arketing ,irector of OD00m industrial ser#ices market leader$ comprising F00$000 customers$ 1B regional ser#ice centres$ large call6centre$ and 300 sales and marketing staff! 7ncreased sales by 1B3E and gross margins by 10E (yr6yr)! 7ncreased market share from 1BE in (yr) to current BKE! *uccessful establishment of o#erseas distribution in 4astern 4urope and <*+ in (yr6yr)$ creating extra OK3m business! ,e#eloped and launched ne% 46&rade online business$ representing 30$000 customers and O33m re#enues producing 1IE net profit by (yr)! Rueen9s +%ard for 4xports (yr)! 678 9nc

*ales ,irector of architectural and construction products market leader$ comprising 1B0 sales staff$ 13$000 customers$ I$000 products and OBB0m sales$ generating 1BE net profit! 7ncreased sales by K3E during tenure! +utomated all sales ordering and deli#ery processes producing B0E cost sa#ings after B year in#estment reco#ery! Opened ne% o#erseas markets in 2iddle 4ast and (hina ( oint #enture)$ (yr6yr)$ producing OI3m ne% business at 1FE net profit annually! 5ood Co plc Operations 2anager and later director$ of market leading micro6electronics controls systems supplier$ comprising three home and se#en o#erseas 4uropean ser#ice centres$ 1F0 technical and ser#ice staff$ 1$B00 customers$ including o#er F00 go#ernment and defence departments and installations! ;ationalised parts and processes (yr6yr) impro#ing trading margins by 10E! 7ntroduced ne% recruitment and training procedures reducing staff turno#er from F3E to B0E! 7mplemented ne% integrated systems for supply$ installation and ser#icing acti#ities$ sa#ing B3E costs pa! /egotiated successful contracts for se#eral royal palaces and ministerial offices$ home and o#erseas!

Education and 0ualifications +bbey ;oad (omprehensi#e$ Aondon 6 (yr6yr) <ni#ersity of 4ast +nglia 6 (yr6yr) 6 -*c in 4conomics Open <ni#ersity 6 (yr6yr) 6 2-+

@ohn *mith (address) &el 01BFI 3CK DG01 4mail ohnS ohnsmithsemail!net ;eferences are a#ailable on re'uest! (date of %riting (0) /!-! &his example (0 is fictional contains inconsistent random example data! 4nsure that your facts and dates$ etc!$ in your (0 are all consistent %ith the content$ and any gaps are explained as positi#ely as possible! &he inclusion of dates %hich %ould gi#e clear indication of age are not obligatory in (0s$ due to age discrimination la%s! 7ncreasingly$ similar principles apply to other aspects of potential discrimination! ;efer to the explanations else%here on this page about personal details in (0s!

cv cover letters samples (0 co#er letters must be #ery professional and perfectly presented! <se a smart good 'uality letterheaded paper$ and ensure that the name and address details and date are correct and personal for the recipient of the (0! ,o not use scruffy photocopies 6 ideally do not use photo6 copies at all 6 (0 co#er letters should look indi#idual and special for the ob concerned! Aook at %hat the ob ad#ert is seeking! 4nsure that the key skills$ attributes and experience are reflected in the co#er letter as %ell as your (0! ,ra% the reader9s attention to the fact that your profile fits their re'uirements! 2ake the co#er letter look like a special and direct response to the ob ad#ert and personal profile that is sought! &hese principles broadly apply and adapt perfectly %ell for expressing interest in or applying for internal #acancies %ithin your existing employment organization! >eep (0 co#er letters brief and concise! &he reader %ill make assumptions about you from %hat you %rite and ho% you %rite it and the 'uality of your co#er letter presentation! +s %ith any communications$ ensure you include key %ords and phrases %hich reflect %hat the reader is seeking!

sample cv cover letter 4nsure you lay the letter out neatly on your o%n good 'uality letterheaded paper$ %ith your o%n address top right or centre6top! +#oid fancy fonts and upper case (capital letters)! <se a single font 1061Bpt size$ maybe bold or underlined for the reference or heading if you use one! .ull name and address details! ,ate ;eference if re'uired! ,ear (2r:2rs:2s *urname) +optional heading, bold or underlined - normally the %ob title and or reference if they&ve asked you to $uote one. 7 enclose my (0 in respect of the abo#e #acancy:position (or state position ad#ertised and %hen it appeared)! ?ou %ill see that 7 ha#e the re'uired skills$ capabilities and experience for this position$ notably (state t%o or three attributes briefly)!

7 look for%ard to hearing from you! ?ours sincerely (*ign) (+nd belo% print your name 6 not hand6%ritten)

cv cover letters for unadvertised positions or opportunities 7t is perfectly fine to send a speculati#e (0 to potential employers$ i!e!$ not in response to any ad#ert! 7n this case you should obtain the name of the senior person responsible for staffing decisions in the area you %ish to apply! ((all the company to find out the correct name and address details of the rele#ant person!) 7n these cases ob#iously you %on9t kno% precisely %hat skills they are seeking$ but you should be able to imagine the attributes that they might need! 8ere are some examples 6 include t%o or three in your co#er letter that best match your o%n profile and their likely interest:

reliable and dependable decisi#e and results6dri#en creati#e problem6sol#er team6player technically competent:'ualified (state discipline or area) commercially experienced and a%are task6orientated excellent inter6personal and communications skills sound planning and organizational capabilities loyal and determined

*ee the examples of (0 describing phrases belo% for more ideas!

speculative sample cv cover letter sample

+gain$ ensure you lay the letter out neatly on your o%n good 'uality letterheaded paper$ %ith your o%n address top right or centre6top! +#oid fancy fonts and upper case (capital letters)! <se a single font$ maybe bold or underlined for the reference or heading if you use one! .ull name and address details! ,ate ,ear (2r:2rs:2s *urname) +optional heading, bold or underlined - in this example you would normally refer to a %ob title, and include with the word &opportunities& or &openings&, for example( &commercial management opportunities&. 7 am interested in any openings in the abo#e area and enclose my (0! ?ou %ill see that 7 ha#e skills and capabilities that enable me to make a significant contribution to an organization such as your o%n$ notably (state t%o or three attributes briefly)! 7 look for%ard to hearing from you! ?ours sincerely (*ign) (+nd belo% print your name 6 not hand6%ritten)

+s you can see$ (0 co#er letters can be short and #ery concise! Cover letters need to be short and very concise, otherwise people won&t read them 5riting a short concise$ hard6hitting co#er letter for (0 also sho%s confidence and professionalism! &he bigger the ob$ the longer you can make your (0 co#er letters$ but e#en co#er letters for board le#el positions ha#e more impact if they are #ery short and concise! 2ake your key points in a no6nonsense fashion and then finish! >eep your (0 and co#er letter simple! ?our (0 and co#er letter must be concise and easy to read! ?our (0 and your co#er letter must sell you$ must be tailored to %hat the reader is looking for!

cv writing examples and samples of descriptions, phrases and words

8ere are some samples and examples of descripti#e phrases and %ords for %riting impressi#e and professional (0s! +nd here is a free (0 template (doc file 6 2*5ord)$ and for OpenOffice: free (0 template (odt file) 6 single sheet format$ <> +I paper size 6 into %hich you can insert your o%n details! +dapt it to suit your purposes! 8ere is the (0 &emplate teaching:learning guide in ),. format! 7 can get my o%n (0 onto a single sheet side of +I$ so 7 reckon most of you should be able to keep your (0 to a side of +I too! -elie#e me$ inter#ie%ers and recruiting employers %ill thank you for it! )lus it sho%s that you kno% ho% to communicate a complex series of facts 'uickly$ concisely$ persuasi#ely$ and effecti#ely! 4nsure that %hen you use or adapt or combine any of these descriptions that you are able to back up your claims under 'uestioning at inter#ie%$ and ideally to pro#ide examples or e#idence if asked! &his is an easy thing to prepare and get right$ and %ill gi#e you a huge ad#antage o#er people %ho fail to approach their (0 and ob6search in this %ay! +s a general guide$ try to 9blo% your o%n trumpet9 in your (0! ,on9t be shy! "e bold <se strong professional6looking phrases in describing your personality$ capabilities$ experience and achie#ements! One or t%o other people competing for the same ob %ill be doing ust this$ so be fair to yourself and ensure you do it too! (ut and paste$ mix and match$ copy and use from the examples belo% %hat %orks for you and makes you feel comfortable 6 and %hich pro#ides a description that gi#es you something to aim at and that you9ll be proud to li#e up to! .or each statement that you use$ ask yourself the 'uestion that the inter#ie%er might ask: : 7our CV says that you are ;whatever description< - Can you give me an example of this in your work experience' : and make sure you can think of a really good ans%er %hich pro#ides e#idence and proof of your description! /ote that some phrases belo% are connected %ith dashes or semi6colons! &his is a semi colon; it separates t%o or more related pieces of information; typically short phrases$ %hile keeping them in the same sentence! 7t9s a longer pause than a comma; a bit less less than a full6stop or 9period9 in the <*! <se punctuation in a #aried professional %ay to illustrate your ability %ith %ritten communications! 2any people lack the confidence or kno%ledge to use semi6colons! &ry to use them! *omeone reading your (0 %ho appreciates good %ritten language skills %ill notice the

use of a semi6colon and infer from it something positi#e about the %riter! 7t9s all part of the presentation! 4#ery little edge helps! 4nsure your grammar and punctuation format is consistent! .or example$ in bullet points$ either use full6stops or don9t use them! ,ecide on a format and apply it consistently! *ame %ith capital letters at the start of bullet points 6 either use them or don9t 6 a#oid mixing the grammar format! &hese days grammatical tolerance is 'uite flexible 6 no6one %ill criticise you for using or failing to use full stops or capital letters in bullet points 6 the important thing is to be consistent! *ame applies %ith headings$ bold type$ and underlines: decide on a format and use it consistently! &his helps keep your presentation style simple$ clear$ tidy and professional! 2ix and match %ords and phrases to pro%ect yourself$ and also to reflect %hat your belie#e the %ob re$uires and what the employer and interviewer are particularly seeking!

cv words and phrases examples - personal profile, capabilities, etc

results6dri#en$ logical and methodical approach to achie#ing tasks and ob ecti#es determined and decisi#e; uses initiati#e to de#elop effecti#e solutions to problems reliable and dependable 6 high personal standards and attention to detail methodical and rigorous approach to achie#ing tasks and ob ecti#es entrepreneurial and pro6acti#e 6 strong dri#e and keen business mind identifies and de#elops opportunities; inno#ates and makes things happen good strategic appreciation and #ision; able to build and implement sophisticated plans determined and decisi#e; uses initiati#e to meet and resol#e challenges stri#es for 'uality and applies process and discipline to%ards optimising performance extremely reliable and dependable 6 analytical and 'uestioning$ stri#es for 'uality methodical approach to planning and organising 6 good time6manager excellent interpersonal skills 6 good communicator$ leadership$ high integrity strong planning$ organising and monitoring abilities 6 an efficient time6manager self6dri#en and self6reliant 6 sets aims and targets and leads by example good interpersonal skills 6 %orks %ell %ith others$ moti#ates and encourages

high integrity$ diligent and conscientious 6 reliable and dependable self6a%are 6 al%ays seeking to learn and gro% seeks ne% responsibilities irrespecti#e of re%ard and recognition emotionally mature and confident 6 a calming influence detailed and precise; fastidious and thorough decisi#e and results6dri#en; creati#e problem6sol#er good starter 6 enthusiastic in finding openings and opportunities creati#e and entrepreneurial net%orker 6 effecti#e pro ect coordinator reliable and dependable in meeting ob ecti#es 6 hard6%orking emotionally mature; calming and positi#e temperament; tolerant and understanding seeks and finds solutions to challenges 6 exceptionally positi#e attitude great team6%orker 6 adaptable and flexible %ell6organised; good planner; good time6manager seeks ne% responsibilities and uses initiati#e; self6sufficient solid approach to achie#ing tasks and ob ecti#es; determined and decisi#e excellent interpersonal skills 6 good communicator$ high integrity energetic and physically #ery fit; 'uick to respond to opportunities and problems acti#e and dynamic approach to %ork and getting things done financially astute 6 con#ersant %ith accounting systems and principles tactical$ strategic and proacti#e 6 anticipates and takes initiati#e systematic and logical 6 de#elops and uses effecti#e processes good listener 6 caring and compassionate critical thinker 6 strong analytical skills; accurate and probing good researcher 6 creati#e and methodical 6 probing and resourceful facilitati#e pro ect manager; de#elops and enables group buy6in

persistent and tenacious sales de#eloper; comfortable %ith demanding targets resilient and and thorough 6 detached and unemotional completer6finisher; checks and follo%s up 6 immaculate record6keeper team6player 6 loyal and determined technically competent:'ualified Lstate discipline or area$ to %hate#er standard or le#elM task6oriented 6 commercially experienced and a%are excellent inter6personal and communications skills sound planning and organizational capabilities results oriented 6 focused on producti#e and high6yield acti#ities tolerant and understanding 6 especially good %ith young children:elderly people:needy people:disad#antaged people$ etc emotionally mature 6 calming and positi#e temperament 6 compassionate and caring sensiti#e and patient interpersonal and communication skills high integrity and honesty; ethical and socially a%are energetic and positi#e outlook$ %hich often inspires others calm$ reliable and dependable in meeting ob ecti#es 6 logical and numerate seeks and finds good outcomes to challenges adaptable and flexible; %ell6organised planner and scheduler effecti#e and selecti#e in use of communications technologies

Ob#iously this list is not exhausti#e! 8opefully the examples pro#ide some ideas around %hich you can de#elop your o%n descriptions! *elect %ords and phrases$ and de#elop statements that emphasise your strengths and capabilities and that reflect the re$uirements of the %ob, interviewer and employer! <se punctuation and con unctions (%ords that oin %ords or %ord6strings$ 9and9 being the most ob#ious example) to form elegant statements that look %ell6balanced and are easy to read! *elect$ adapt and compose your statements %ith care! =et help and feedback (from positi#e people) to help you produce statements that really %ork %ell for you!

experience - examples and samples of descriptions, phrases and words 5hen describing your experience and achie#ements$ select examples that are rele#ant to the the ob #acancy$ and rele#ant to the manner in %hich the employer re'uires the ob be performed! !ot all experience statements +or any of them, in the case of young people at the start of their careers. need to be work-based =ook for non-work experience in other parts of your life that provides evidence of what the employer is seeking (onstruct your experience phrases so that they %ill demonstrate experience and capabilities that are rele#ant to employer9s ob re'uirements! (reate a list of 36K key acti#ities %hich closely match the employer9s needs for the ob$ and for %hich you can demonstrate competence! ,ecide %hat acti#ities are rele#ant to you and the role$ and then create phrases which add context and scale to %hiche#er of these basic acti#ities you choose to feature! .or example$ if %e take the acti#ity 9planning9$ here9s a phrase %hich attaches some context and scale$ in this case for a telesales manager: H)lanning and budgeting annual sales department acti#ities for 10 telesales people!H Or for 2anaging$ training and de#eloping: H2anagement$ training and de#elopment of a consumer telesales team 6 13 staff$ F$000 customers$ OFm re#enues!H Or$ for example$ if the role re'uires initiati#e and determination$ and you ha#e no %ork experience: H(onception and implementation of ma or fund6raising initiati#e for (%hate#er cause) rasing (#alue) in (timescale)!H 7f you ha#e no direct business or %ork6related experience for a particular area$ then look for non6 %ork experience in other parts of your life that pro#ides e#idence of %hat the employer is seeking! 7f you think about it you %ill find some! 4mployers %ill be looking for experience6type e#idence in some of these areas$ depending on %hat the ob re'uires! &hink about %hat the employer needs in the ob! &he ob ad#ert often pro#ides good indicators if it is %ell %orded! *tructure your experience statements in the se'uence that you think reflects the priority in %hich the employer re'uires or sees them! 4xperience6type examples:

planning monitoring and recording and reporting communicating %orking effecti#ely in a team implementing and completing resol#ing and sol#ing problems and challenges %orking under pressure and meeting demanding deadlines dealing %ith customers 6 internal and external dealing %ith suppliers and partners and associates super#ising others and acti#ities checking and policing researching and exploring analysing and in#estigating coordinating acti#ities and %ork listening$ understanding$ empathising$ helping and sol#ing scheduling creating designing and de#eloping controlling 'uality and testing carrying out processes and procedures using systems and tools operating e'uipment and tools reliably and safely operating and implementing procedures initiating and instigating de#eloping and coaching and mentoring others

teaching and training others decision6making negotiating and mediating interpreting and translating Lsituations$ needs$ demands$ etc 6 not ust %ords and languageM managing acti#ities directing acti#ities determining direction$ policy and strategy

*cale indicators for (0 descriptions %hich could be attached to the abo#e acti#ities %ould be for example:

number of staff geographical territory number of accounts annual turno#er or re#enue annual cost budgets plant or asset #alue size of location or site number of departments number of locations international co#erage number of distributors or customers #alue of business number of products number or scale of de#elopments timings and %ork or pro ect duration

throughput or output speed of operation or turn6around tra#el or co#erage cycle time or 9churn9 or turno#er (replacement) rate or percentage

(ontext indicators %hich could be attached to the experience acti#ities descriptions could be for example:

industry sector or segment or niche (eg$ 9+utomoti#e$ consumer ser#icing and repairs9) business6to6business (-B-) or consumer (some people recognise this as -B() type of organisation 6 pri#ate company$ public company$ institutional$ not6for6profit$ etc other organisational descriptions organisational culture$ structure$ management style (be positi#e 6 not blaming or critical) area or region type department or di#ision precise %ork or ob function product or ser#ices descriptions expertise and 'uality standards and le#els market position and share competiti#e position trends 6 increasing$ reducing$ declining$ mature$ de#eloping$ etc distribution model maturity of business or sector other factors$ pressures$ gro%th$ etc

4xamples of non6%ork experiences that can be used as a basis of rele#ant and impressi#e experience$ instead of %ork6related experiences:

#oluntary %ork

fund6raising grants and funding applications committee membership of societies and clubs organising things 6 at school$ college$ uni#ersity$ local community campaigning for a cause collecting things making things running a part6time business teaching and helping people caring for people creating things 6 art$ %riting$ photography$ sculpture$ etc languages sports and fitness games and competitions organising e#ents and outings entertaining and performing computers and telecoms music and singing theatre and dance local politics and trade union acti#ities:responsibilities becoming expert and accumulating kno%ledge in anything reading tra#el thinking and philosophising meditating and religious pursuits

o#ercoming personal difficulties (see disabilities and difficulties belo%) 6 turn these to a positi#e ad#antage and statement of determination$ experience and emotional maturity

cv examples of achievements + (0 looks #ery impressi#e if it includes a fe% $uantified and relevant achievements 6 e#idence about you and your capabilities that relate to %hat the inter#ie%er is seeking$ and %hat the ob role re'uires! !ot all achievements +or any of them, in the case of young people at the start of their careers. need to be work-based ;efer to the list of non6%ork experiences abo#e for ideas about non6%ork achie#ements too! ,escribing your rele#ant and impressi#e achie#ements on your (0 is therefore a great opportunity for you:

to sho% that you understand what the %ob re$uires 6 in terms of acti#ities$ beha#iour and style (by the key aspects of your achie#ements that you include in your (0) to sho% that you understand the relative importance and priority of the re$uirements of the role (by the achie#ements you list and the se'uence in %hich you list them) to pro#ide e#idence that you fit the %ob and person specification 6 that you9#e done the things they need to be done$ or similar things$ in the past (achie#ements are e#idence the inter#ie%er needs to see) to pro#ide e#idence that you ha#e the personal characteristics that the role re$uires (achie#ements %ith suitable scale and context and %ording imply personal characteristics)

4mployers recruiting for any type of ob %ant to find people %ho are a 9safe bet9; people %ho ha#e a pro#en and impressi#e track record and:or %ith e#idence of appropriate capabilities$ style$ attitude and potential! 4mployers don9t like taking risks! 7nter#ie%ers and recruitment decision6 makers %ant to get the best person for the #acancy$ but they also %ant to protect their personal reputation by a#oiding making recruitment mistakes$ %hich means minimising risk! #herefore the more evidence you can provide that you will be a reliable and safe choice, and a very low-risk appointment, the better *ho%ing impressi#e$ %ell6%orded achie#ements$ that indicate you ha#e the sort of capabilities$ experience and personality to match the employer9s needs$ greatly increases your chances of being short6listed and progressing through the inter#ie% process!

7t is also important to attach scale and context to your achie#ements statements! ;efer to the scale and context criteria lists abo#e! +chie#ements need to include size$ scale and #alue factors so that the inter#ie%er can assess them properly! *cales enables measurement and assessment! 5oolly$ #ague statements %ithout scale are no%here near as impressi#e as statements %ith clear hard facts and figures! (ontext helps explain the claim$ and helps position the statement as being rele#ant to the ob #acancy$ and the characteristics that the inter#ie%er and employer are seeking! (ontext simply means the situation! +s e#er$ you must ensure you can back-up and be prepared to provide evidence in support of your achievements statements and descriptions &hink about achie#ements you9#e attained in the past and identify the ones %hich match or relate to the re'uirements of the ne% ob! + rele#ant achie#ement does not ha#e to be in the same industry or e#en from a %ork situation! + rele#ant achie#ement is e#idence of rele#ant capability$ style$ personality$ attitude$ kno%ledge or potential! &hen ha#ing identified some achie#ements that might ser#e your purpose$ think about ho% to %ord them so that they put the main points across using as fe% %ords as possible! (hoose the F63 best$ most rele#ant and most impressi#e! )ut yourself in the inter#ie%er9s shoes! +sk yourself$ H7f 7 %ere recruiting someone for this #acancy$ %hat sort of achie#ements %ould 7 %ant to see in (0 of the successful applicantJH 4emember, not all achievements in a CV +or any of them, in the case of young people at the start of their careers. need to be work-based Ob#iously if you ha#e examples of some impressi#e %ork achie#ements that fit %ell %ith the ne% employer9s re'uirements then use them$ ho%e#er you might ha#e some impressi#e achie#ements outside of %ork %hich relate strongly to %hat the employer is seeking! &hink about it! +sk friends for some feedback if you find it difficult to think about yourself in this %ay! 4#eryone9s got some impressi#e things about their o%n background %hich can be %orded to form impressi#e achie#ements in their (0! 4mployers are seeking e#idence of beha#ioural and attitudinal characteristics$ not ust %ork skills$ responsibilities and pro ects! -ringing up a young family and looking after the home is an achie#ement! O#ercoming a disability or personal difficulty is an achie#ement$ and many employers %ould regard this as hugely #aluable and meaningful experience!

.or certain types of ob #acancies these particular achie#ements$ suitably %orded$ %ould strike a po%erful chord %ith the inter#ie%er! &hese days$ 9life skills9$ emotional intelligence and maturity$ tolerance$ %isdom$ triumph through ad#ersity$ and other good character indicators$ are much sought6after attributes! 7n some cases more sought6after than ob6skills and specific %ork experience! 7f you possess any of these attributes$ then incorporate them as experiences or achie#ements into your (0! .or many of the best employers these characteristics are more significant than 'ualifications! 4#eryone can get 'ualifications 6 but not e#eryone is a proper gro%n6up rounded person! (9=ro%n6up9 here means emotionally mature and %ell balanced 6 nothing to do %ith age!) Rualifications are absolutely no indication of personal integrity or character or 9gro%n6upness9! 4mployers need abo#e all$ proper gro%n6up rounded people 6 people of character! ?our achie#ements of course con#ey your character$ as %ell as your capabilities! /on6%ork achie#ements relate to all sorts of %orking attributes for example organising$ communicating$ pro ect6management$ coordinating$ managing people$ entrepreneurialism$ determination$ patience$ planning$ selling and marketing$ purchasing and production$ creating things$ de#eloping and building things$ technical competence and expertise$ research and kno%ledge6management! &hinking about achie#ements in this %ay is usually necessary for young people starting their careers$ %hen they ob#iously do not ha#e much of a %ork track6record! Aooking for rele#ant non6%ork achie#ements is also rele#ant for people seeking to change careers! 8obbies and #oluntary %ork are often a rich source of achie#ements! *ee the list of non6%ork experiences for ideas! 2any people$ especially those yet to find %ork %hich really excites them or enables them to use their o%n personal capability and potential$ are likely to ha#e put significant energy and enthusiasm into a non6%ork acti#ity or passion! 7t might be as secretary or treasurer for the local sports club$ a school go#ernor$ a campaigner for a cause or charity! ?ou might run a %ebsite for the local community group$ or for a society or club! 9n fact, most people&s work achievements pale into insignificance alongside the things they&ve achieved outside of work 7ou are likely to be the same #hink about the special impressive things you&ve done so far in your life - and use them to create some powerful achievements statements for your CV

&he reason most people don9t do this is that most people are #ery modest and self6effacing! &hey don9t like to 9blo% their o%n trumpet9! &his is normally fine and actually #ery admirable 6 until it comes to %riting a (0! 7f you are one of these people %ho prefers not to think about all the great things you9#e done$ you o%e it to yourself to adopt a slightly more outgoing and extro#ert mindset for half an hour or so$ and think about your o%n achie#ements that should be in your (0! &hink hard about all the good things you9#e done 6 things that you take for granted 6 there %ill be many things that represent ust the sort of achie#ements and e#idence that the employer is hoping to see in a good (0! ,on9t %ait to be asked 6 think about it$ identify your achie#ements$ shape them into impressi#e statements %ith scale and context$ and put them into your (0! 4#eryone has a fe% #ery impressi#e achie#ements in their past 6 they ust need thinking about and then orienting into descriptions that fit the personal 'ualities and capabilities that the inter#ie%er and employer are seeking!

describing disabilities or other difficult issues in a CV +s already suggested$ emotional maturity$ personal integrity$ triumph o#er ad#ersity$ and other indicators of good character$ are po%erful attributes and much sought6after by good employers! &his is especially so if the person concerned is able to express and articulate the effects and implications of their particular challenge$ %hate#er it might be! *elf6a%areness$ personal interpretation and the philosophy to see personal difficulties in terms of positi#e opportunities and special outcomes$ are extremely impressi#e indicators of an exceptional personality! 7ronically many people %ho ha#e o#ercome personal difficulties do not make the most of the opportunity to present their strongest attribute 6 that of ha#ing dealt %ith and o#ercome their difficulty! 7f you ha#e a disability it can be tricky deciding ho% and if to explain it in your (0! *ame applies for other disad#antages or apparently 9negati#e9 aspects of personal history$ experience$ or self! 7f you are struggling %ith a difficult 9negati#e9 issue in your (0$ be bold and be proud of it! -e proud of %hat it has enabled you to become!

.ind %ays of explaining and describing this aspect of yourself in terms of life experience$ personal strength$ tolerance$ resilience$ %isdom$ humanity$ humility$ and the many other positi#e characteristics that typically deri#e from o#ercoming ad#ersity! +s %ith other aspects of (0 %riting$ if you are more naturally inclined to focus on your %eaknesses rather than your strengths (many excellent and %onderful people do) it might help you to seek some feedback and input from a good$ positi#e friend! 5e are not al%ays the best person to see our o%n strengths 6 sometimes it9s important to in#ite an outside opinion! 8o%e#er you approach this$ rest assured that good employers %ill al%ays be impressed by special people %ho ha#e not only o#ercome and dealt %ith personal challenge and difficulty 6 of any sort$ e#en if self6inflicted 6 but %ho are also able to articulate %hat it means to them$ and ho% the experience or difficulty has resulted in personal gro%th$ learning$ and the de#elopment of special 'ualities$ %hate#er form they take! 4xplaining these issues can be done perfectly %ell in the 9experience9 and 9achie#ements9 sections of a (0! 2oreo#er these statements %ill$ if %orded %ell$ stand out #ery strongly$ and be more impressi#e than anything else on the (0! ;emember$ because it9s true$ and good employers kno% this: :>hat does not kill us makes us stronger : (+ttributed to .riedrich /ietzsche$ =erman philosopher$ 1DII61G00$ based on his %ords: HOut of life9s school of %ar: 5hat does not destroy me$ makes me stronger!H from &he &%ilight of the 7dols$ 1DGG!)

cvs and %ob applications for progressive employers +s e#er$ the %orld is changing! 7t9s changed significantly already for many employers 6 especially large global corporations! )rogressi#e successful organizations mostly no% recognize that the rules of business and management are no% #ery different to a generation ago! (onsumers around the %orld are no% part of a #ast connected global system$ in %hich the spiritual and ethical characteristics of a corporation are becoming more crucial than anything else! 2aintaining and gro%ing corporate integrity is fundamentally #ital! 5e are no% in a truly internationally connected market-place$ and one %here old con#entional competiti#e strengths are increasingly seen (by opinion6formers$ employers and customers) as being #ery narro% and inade'uate!

&his is a ne% age of much greater consumer a%areness 6 and especially of philosophical considerations! &oday9s modern managers and e#ery ne% graduate intake %ill be challenged on t%o le#els %hich until recently ha#e not really featured in a typical manager9s skill6set:

ho% to understand and enable effecti#e response to the systemic characteristics of modern global and #ery fast6mo#ing market6place 6 a no% #ast and increasingly connected and inter6related global system (of nations$ cultures$ technology$ and 9s%arming9 effects)$ and ho% to understand and enable effecti#e response to the ne% philosophical issues %hich increasingly influence consumer tastes and buying decisions (things like sustainability$ corporate integrity$ di#ersity$ spirituality$ ethics$ etc 6 far beyond product$ price$ promotion$ and traditional 'uality management$ etc)!

&he best ne% and aspiring managers 6 especially ne% graduates seeking to become a senior manager or executi#e 6 must therefore demonstrate a ne% reach and #ision 6 an a%areness and capability (or at least potential capability) distinctly beyond the old standards of product and management 'uality and efficient effecti#e profitable operations! @obs in marketing and people6management$ and to a degree all other organizational functions$ increasingly must respond to this$ for %hich reason$ the most effecti#e managers in the future %ill be people %hose capabilities embrace these complex systemic and philosophical considerations$ %ay beyond con#entional ob skills! &his is increasingly the guiding and differentiating perspecti#e of recruiters and graduate programme decision6makers! *uccessful ob applications 6 notably for the prime obs %ith the most progressi#e successful employers 6 %ill increasingly be characterised by such appreciation!

see also

free (0 template (doc file 6 2*5ord) 6 single sheet format$ <> +I paper size 6 into %hich you can insert your o%n details 6 adapt it to suit your purposes (0 template (odt file 6 OpenOffice) 6 same format as doc abo#e free (0 &emplate in ),. format 6 teaching:learning guide 6 cannot be changed easily

(8ere are the pre#ious doc and pdf #ersions of the abo#e files %ith text boxes: (0 template (boxstyle) doc file$ and (0 template (boxstyle) guide ),.! &ext boxes can be tricky 6 if in doubt use the #ersions abo#e!) direct ob6hunting method and tool 6 adapt for your needs inter#ie%s tips$ 'uestions and ans%ers 6 for inter#ie%ers and inter#ie%ees asking for a pay rise:raise$ salary increase 6 letters samples$ templates$ examples$ tips$ techni'ues and ad#ice lo#e and spirituality at %ork negotiation tips and techni'ues references letters resignations letters stress management asserti#eness and building self6confidence life balance leadership 'ualities and tips 6 %hat good employers seek in ne% employees$ leaders and managers moti#ation 6 self and others introduction co#er letters and sales introductory letters %riting effecti#ely for business and good letters exit inter#ie%s 6 for inter#ie%ees and inter#ie%ers time management life coaching 9,esiderata9 6 a #erse for personal inspiration 97f9 6 the great ;udyard >ipling poem for personal inspiration the four agreements 6 for personal inspiration the rules of life 6 for personal inspiration