Classic Job Search Moment – CV Related

Just had one of those “what?!!” moments when reviewing a new clients CV.

Caveat: Client is a good guy, but not the greatest knowledge of ‘managing perception’ – which is kinda what marketing, sales and CV writing is all about.

He included the following on his CV:

• Designed prisons back in the 70′s (in South Africa)
• Managed the design and set up of death row cell blocks
• Designed the gallows infrastructure

Sheeesh! And add to that the facts that he has a very Afrikaans cultural name and his age and we’re … edited … (not positive stuff, guaranteed).

So it’s my job to fix it. Looking forward to it. People have value. But not always a past that places focus on it. And even worse, the past may prejudice readers. Not great in a tight economy. Smarter tactics required.

The CV How-Much-Detail-is-Enough? Dilemma. 4 Insights.

Y’know, the dilemma, more detail? Less? How much is enough?

So, yesterday I wrote a CV for a General Manager, working in a JSE listed Group, GM of a division with a Rkazillion turnover. And he had included tons of detail in his old CV. And it made me think.

By the way, the principles I’m gonna share here apply equally if you’re an Admin Clerk or MD. So ‘lissen up’. One of his points – in his 13 page, 25 year career long CV – was this detail (to take a simple example):

“Prepared and coordinated the annual budgets on a zero base budget method”

Now for what he’s aiming at (GM, Managing Director, etc type positions) is that going to help him get where he’s going? I don’t think so. It’s too much detail – going down to that level of detail across his last 10 years would require many tedious pages – which would have an overall uuugly effect on his ‘impact – boom, boom’ rating. Yep, maybe he wouldn’t make the impact he could have with a more punchy, concise document.

So where do you draw the line in terms of how much detail goes in a CV? A couple of things come to mind:

1. Is the specific detail really that special? Or is it assumed? Take our GM – budgeting is pretty much an assumed function/skill (especially considering his Financial background). That he did budgeting is unlikely to impress anyone. That he applied a certain methodology is perhaps even more un-important. It’s not going to twist anyone’s arm into calling him in for an interview. Right? It’s not a deal-breaking detail.
2. It’s about results. One makes decisions about what to include or not based on what the position being applied for asks for and will ask for in the way of results. Again take the GM. He’s being – no doubt – asked to increase revenue, improve efficiency in service delivery, reduce costs, etc. So really focus has to be on that stuff – how he’s performed those tasks/challenges before. And the results achieved. One doesn’t want to dilute those aspects of the message by detail that may be 2nd or 3rd tier in importance.
3. But (there always is one) – but perhaps in a certain profession knowledge of certain methodologies, practices or legal frameworks IS of critical importance. They’re fundamental to whether you’re a suitable candidate or not. That’s another clue to whether detail should be included or not: if it IS fundamental (tier 1) then it should appear.
4. A good clue – what is your tier 1 detail? Look at the job ad for clues. Years of experience, qualifications, and job titles are big ones. Do they stand out on your CV – or do they kinda get diluted, buried, lost in pages of detail. Your tier 1 detail should be page 1, paragraph 1, line 1. Seriously. Not stretched out over 10 pages.

Sometimes in a CV – I see it in my CV writing Clients all the time – the response of the writer is to pack in the detail, sometimes desperately giving the impression that “this little detail may tip the scales in my favour”. But usually it won’t. Recruiters are influenced by simpler things.

As in the case of the GM at the start:

“10 Years as GM in a R300ml pa Company; Recent Achievements Include Turning a Division around from a R5ml loss to a R2.1ml Profit; BComm Hons Degree etc.” (the “etc.” is not advised – but you get the drift, right)

For the right position, that alone will have a recruiter scampering for the phone. Will adding “zero base budgeting” make them run faster? No. (BTW : I wrote a great CV for him. And I can for you too. Ask for the info – send me a mail gerard@jobsearching.co.za or visit www.wowcv.net.)