Category: Recruitment

7 Facts Recruiters Look for in Your CV !!

Kailash

                 

Most business decisions are based on hard cold facts, and hiring decisions are no different. If an organisation is going to invest time and money into employing you; they will need to see evidence that you can perform.

By now we all know that clichés and buzzwords do nothing to impress recruiters, but many candidates still do not fully understand which facts are sought in a CV. When writing your role descriptions in particular; you should put yourself in the hiring manager’s shoes and think about the evidence you would require to make an informed hiring decision.

Including the following details in your CV’s role descriptions will provide clarity to recruiters and support the case for interviewing and eventually hiring you.

1. Your position in the hierarchy:

If a hiring manager is going to bring you on board, then it’s crucial for them to understand where they can place you within their team. Whether you are sitting at the top of the pile and overseeing large scale operations; leading a small team or working independently with nobody under your management; you need to make your position clear. Be sure to describe who you report to, whether you manage anybody and which people are dependent on you.

2. Who you interact with:

Human interaction plays a vital role in the running of any organisation, so hiring managers will need to be satisfied that you are comfortable dealing with people. Most jobs will require you to interact with a wide range of individuals, so your CV should demonstrate you are capable of this. Show exactly who you interact with from customers and suppliers to management and external regulators; to prove your business-social abilities. Evidence that you can build strong working relationships, and use them to create beneficial outcomes for your employers.

3. Technology expertise:

Technology is used in every line of work; from computer based tools like programming languages and accountancy software, through to hardware such as production machinery and vehicles. Most roles will require some working knowledge of one or more tools, so employers will be keen to understand your ability to use their core systems and hardware. So whether you’re an expert coder or a sports car technician, it’s essential to detail the tools you are able to use and how you apply them within your roles.

4. Work Produced:

The work that you produce will vary greatly depending on your industry.  It could be anything from Excel reports or website pages, to physical products like mobile phones or even buildings. Whatever tangible work you produce within your own roles, include it within your CV and be clear on the volumes you have produced, quality of the work, and how valuable they are to your customers or internal dependents.

5. What your employer actually does:

This may seem obvious, but a surprisingly few candidates include a sufficient explanation of their employers. Before you delve into the specifics of your roles, it’s important that the recruiter understands who you work for and what they do. Without building context around your role, it will be difficult for readers to fully understand your work. However the level of detail you need to include will vary depending on the organisation.

If you work for relatively small business, it’s less likely that recruiters will have heard of them; so you will need to provide a full explanation of the services they offer and markets they operate in. However if you work for a household brand then you will need to place more focus on describing the department you work in, and how it’s function contributes to the success of the wider business.

6. The objective of your roles:

The most important aspect that recruiters will want to know about your previous jobs, is what were you hired to do? It’s all well and good writing a detailed list of your daily activities, meetings and presentations; but without outlining the high level purpose of your role, nobody will understand what all your hard work was for. Every role should start with a clear objective statement so that readers can comprehend the bigger picture of your duties.

7. Numbers:

Recruiters will look for numbers in your CV as a means of quantifying your value to an employer. Figures can provide strong evidence of the return on investment that an employer can expect after hiring you. For example, if you can provide some statistics around revenue that you’ve generated for a firm, or the value of a project you have supported, they are a great way to demonstrate your value. But the figures do not always have to be monetary; you can include figures such as; percentages of targets achieved or time taken to deliver a piece of work.

By including some of the facts above in your own CV role descriptions, you will prove your worth to recruiters and greatly increase your chances of landing job interviews.

7 Facts Recruiters Look for in Your CV !!

Kailash

Most business decisions are based on hard cold facts, and hiring decisions are no different. If an organisation is going to invest time and money into employing you; they will need to see evidence that you can perform.

By now we all know that clichés and buzzwords do nothing to impress recruiters, but many candidates still do not fully understand which facts are sought in a CV. When writing your role descriptions in particular; you should put yourself in the hiring manager’s shoes and think about the evidence you would require to make an informed hiring decision. Including the following details in your CV’s role descriptions will provide clarity to recruiters and support the case for interviewing and eventually hiring you.

1. Your position in the hierarchy:

If a hiring manager is going to bring you on board, then it’s crucial for them to understand where they can place you within their team. Whether you are sitting at the top of the pile and overseeing largescale operations; leading a small team or working independently with nobody under your management; you need to make your position clear. Be sure to describe who you report to, whether you manage anybody and which people are dependent on you.

2. Who you interact with:

Human interaction plays a vital role in the running of any organisation, so hiring managers will need to be satisfied that you are comfortable dealing with people. Most jobs will require you to interact with a wide range of individuals, so your CV should demonstrate you are capable of this. Show exactly who you interact with from customers and suppliers to management and external regulators; to prove your business-social abilities. Evidence that you can build strong working relationships, and use them to create beneficial outcomes for your employers.

3. Technology expertise:

Technology is used in every line of work; from computer based tools like programming languages and accountancy software, through to hardware such as production machinery and vehicles. Most roles will require some working knowledge of one or more tools, so employers will be keen to understand your ability to use their core systems and hardware. So whether you’re an expert coder or a sports car technician, it’s essential to detail the tools you are able to use and how you apply them within your roles.

4. Work Produced:

The work that you produce will vary greatly depending on your industry.  It could be anything from Excel reports or website pages, to physical products like mobile phones or even buildings. Whatever tangible work you produce within your own roles, include it within your CV and be clear on the volumes you have produced, quality of the work, and how valuable they are to your customers or internal dependents.

5. What your employer actually does:

This may seem obvious, but a surprisingly few candidates include a sufficient explanation of their employers. Before you delve into the specifics of your roles, it’s important that the recruiter understands who you work for and what they do. Without building context around your role, it will be difficult for readers to fully understand your work. However the level of detail you need to include will vary depending on the organisation.

If you work for relatively small business, it’s less likely that recruiters will have heard of them; so you will need to provide a full explanation of the services they offer and markets they operate in. However if you work for a household brand then you will need to place more focus on describing the department you work in, and how it’s function contributes to the success of the wider business.

6. The objective of your roles:

The most important aspect that recruiters will want to know about your previous jobs, is what were you hired to do? It’s all well and good writing a detailed list of your daily activities, meetings and presentations; but without outlining the high level purpose of your role, nobody will understand what all your hard work was for. Every role should start with a clear objective statement so that readers can comprehend the bigger picture of your duties.

7. Numbers:

Recruiters will look for numbers in your CV as a means of quantifying your value to an employer. Figures can provide strong evidence of the return on investment that an employer can expect after hiring you. For example, if you can provide some statistics around revenue that you’ve generated for a firm, or the value of a project you have supported, they are a great way to demonstrate your value. But the figures do not always have to be monetary; you can include figures such as; percentages of targets achieved or time taken to deliver a piece of work.

By including some of the facts above in your own CV role descriptions, you will prove your worth to recruiters and greatly increase your chances of landing job interviews.

Top 3 Interviewing Essentials For Hiring Teams

Kailash

Whether you recruit chemical engineers, HR generalists, or salespeople, the right candidate possesses three qualities: competence, cultural fit, and the potential for growth. If you are looking to improve your hiring practices, consider the following interviewing essentials for competency, growth potential, and culture fit:

1. Competency:

Assessing an applicant’s competency involves determining whether or not he or she has the fundamental skills to do the job well. You can evaluate competency in a number of ways, including analyzing past experiences for tasks that align with potential duties, or asking his or her references about the candidate’s specific skills and abilities. You can also simulate a job task that the applicant then completes as part of the interview process, or you can contract him or her for a trial period to see how he or she performs and interacts with your existing team members. Evaluating how the candidate performs on one or more job-related tasks can reveal strengths or deficiencies beyond what can be determined in an interview. Research studies have even shown that this use of sample tasks is one of the best predictors of a candidate’s success.

2. Growth potential:

This question – “Does the candidate demonstrate the potential for professional growth, and can he or she help your company grow as well?” – can be invaluable for recruiters across industries to ask themselves. Team members who are willing and able to grow with your business, and who can contribute to your personal sphere of knowledge, can enable your company to pursue various short- and long-term objectives. To assess an applicant’s growth potential, consider examining his or her educational background and work experience, paying particular attention to accomplishments and career milestones. Has the candidate been promoted before? Has the candidate managed different projects? Has he or she helped a business or department grow and become more sophisticated in the past? The candidate’s external projects (if applicable) can also assist you in answering these questions. For example, does the candidate hold leadership roles outside of work, such as serving on a volunteer board, captaining a sports team, or other.

3. Culture fit:

An applicant can best contribute to your company’s growth if he or she is a great cultural fit. As this industry survey demonstrates, the third-most common reason that team members voluntarily leave their companies is a lack of fit with the job. You can avoid this turnover by defining your company culture before you begin to recruit new staff members. When you do begin to recruit, weigh the candidate’s preferences and past work experience. For instance, if your business is very fast-paced, does the applicant thrive in unpredictable environments?

Successful recruiting practices are ultimately the result of consciously seeking those characteristics that benefit your business model and your growth potential. Developing a hiring system that ties your recruitment questions and processes to job-relevant criteria can help you ensure that you hire the best people for your company.

How To Spot Problem Candidates

Kailash

Candidates can look so good on paper that they trick you into thinking they are the perfect fit for the job. It’s important that you spot the basic warning signs during the interview to prevent yourself from taking on a problem candidate. There are lots of factors that you need to take into consideration; Will they get on with the rest of your team? Are they reliable? Are they capable? Most importantly, Are they telling the truth? Even if they aren’t lying, there may be a couple of things that they say or do that may put you off.

Here are 5 things worth looking out for before they become problem employees: 

1. Money Orientated:

Although candidates are entitled to ask about salary, this shouldn’t be their only concern. You can spot a candidate who is only interested in the money by how salary appears to be their main reason for moving on. This goes for perks too, if their only interests are in relation to holidays, perks and money then it’s more than likely they don’t want to work for your company, they just want a job. 

Some companies benefits play a huge part in the hiring process and it’s perfectly normal for the candidate to be inquisitive about these perks but there are many downfalls to this approach. You need to make sure that their passion lies in the role and not just what you can give to them. Candidates come across as less of a risk if they choose the job based on what it entails, it shows they will get great job satisfaction from this role and not just salary satisfaction. By hiring a candidate who only displays interest in the Salary, you should expect regular pay rise requests and potentially, a higher staff turnover – avoid!

2. Bad Mouthing:

During the interview, you may ask questions about the candidates previous roles. Strangely, some candidates see this an opportunity to bad-mouth their ex-employers. Alarm bells should be ringing by this point. If they left their job due to not getting on with their manager or colleagues, it’s likely they will cause trouble in their next position. Their openness to talk badly about them during an interview clearly displays their lack of professionalism. They have just met you and yet they are gossiping about their ex-employer, lack of trust springs to mind.

If they blame the termination of their previous job on someone else, this signifies how easy it is for them to blame others and this may cause issues in the future. Candidates should refer to previous jobs and employers in a professional and polite manner, avoid those who cannot adopt professionalism.

3. Self-Criticism:

You may notice from some of the answers that you receive that your candidate struggles to criticise themselves. This immediately signifies a problem candidate. When candidates are able to criticise themselves, it shows that they are clearly aware of their own strengths and weaknesses and by personally recognising them, they can work on their weaknesses as well as focusing on their strengths. The candidate may inform you that their only weakness is that they are a ‘perfectionist’ – how very cliche. 

Candidates who fail to recognise their own weaknesses are often quicker to push the blame on to others to overcome their imperfections. Problems may arise in the future and their inability to accept criticism may cause further issues – avoid!

4. Lack of Knowledge:

Now, this one seems pretty obvious but it is a definite red alert. They may be an ideal candidate in terms of skills and experience but if they know nothing about your company or the role, it’s probably best to avoid. All candidates should do their research before the interview, not only to display their interest but to make sure that the company and the role are right for them.

They may not be familiar with the size of your company, what services you provide or what the role consists of. By showing no interest or knowledge, it suggests that they are only thinking of themselves and not passionate or motivated towards the role or your company – avoid! 

5. Me, Myself & I:

You can often spot when someone isn’t a team player by their desire to talk about themselves and no-one else. All the success they have earned, by themselves and not a mention of anyone else along the way. This is often the same person who competes against their colleagues and doesn’t do a thing wrong themselves.

Failure to work as a team can result in bad tension within the office and cause unnecessary problems and distractions from work itself. You want to hire an employee who wants to help others and someone who looks to others for inspiration, not the mirror. If your office is a place that encourages teamwork and collaboration, it’s probably best to avoid this employee.

Give Your Resume Edge Using These 5 Easy Steps!!

Kailash

fri-blog

Each week, thousands of resumes cross the desks of the busiest recruiters.

In a matter of 6 seconds or less, a recruiter will decide if you, as a candidate, is worth another look or if your resume will end up in the ‘G-file’.

This can be the most challenging for some professionals — especially for those who are accustomed to succeeding.

Here are five easy wayy for a resume edge: 

Edge #1 :

– Save your resume in a simple and 100% scan able format.

If you choose one thing to give your resume edge, make sure you save your resume as an applicant tracking system-friendly (ATS) format. Editorial Note: Here’s part 1 of our jobseeker’s guide to applicant tracking (ATS) systems to ensure your resume is ATS compliant.

Do NOT save your resume as a PDF because most systems cannot scan this type of resume and our information will not appear to the hiring manager on the other end. Use a simple Word format, left-aligned, and with all the pertinent section headings. Need a quick review of what these should be? Review the ATS to see what information is being required before you submit the resume.

Edge #2 :

– Always include a strong cover letter.

Experts do speculate that when candidates include a brief, well-written cover letter with their resumes, the resume gets read approx. 20% more frequently. The good news is that you don’t have to write like Shakespeare to send in an outstanding cover letter. You really have two choices here.

First, you can try to go it yourself and include a brief, but powerful, resume introduction. OR, you can hire an executive-level resume writer to draft a professional cover letter that grabs the hiring manager’s attention. You are a pro, so go with a resume writer to help you stand out!

Edge #3 :

 – Boost your font size and increase white space.  

By the end of each day, after reading through dozens of resumes, a recruiter can easily go cross-eyed.

Choose a resume format that is simple and includes plenty of white space to pull this off well. Then increase the font size for things you want to stand out, such as your name, your top skills, and your job titles. This will often get noticed by recruiters who will appreciate the fact you are saving their sore eyes.

Edge #4 :

 – Use a digital interactive resume.

A resume is absolutely necessary at this stage in your career. But, if you have the option of including a link to your portfolio or another online resource that further demonstrates your credentials, by all means, use this to your advantage.

Create an edgy resume that’s digital and interactive. This can be easily done by using WordPress or another website building platform, then uploading a brief, but powerful video introduction, links to your career history and education, samples of your best work, and testimonials from past employers. Here are some really cool examples of creative digital resumes and websites from The Muse to give you some ideas.

Edge #5 :

 – Connect with your LinkedIn profile brand.

This is where a lot of professionals get stumped, so I want to clarify a few things here. A LinkedIn profile is NOT another version of your resume. It’s not a place to list a bunch of jobs you’ve had or add random people to your list of contacts. Instead, you can use this platform to stand out as the thought-leader, using strong content strategies for writing a killer Linked profile – and resume too!

First, the headshot. Make your photo as attractive and professional looking as possible – do this right and you will attract many people to you!

Secondly, your title and description need to be edgy and attention-grabbing. Make it known what you do and why you are the best.

Third, get connected with the right people who are influencers in your industry and the business world. Think of people you love to follow on other publications and those who have something worth listening too.

SOURCE: http://bit.ly/2nPnzjy

10 Tips for Finding a Job in a New City !!!

Kailash

When you’ve decided you want to move to a new city, or you’re relocating for other reasons, it can be a challenge to figure out the best strategy for finding a new position. Should you move first? Or, should you try to line up a new job and then relocate? What’s the best way to get hired when you’re here and the jobs are there?

How to Decide When to Start a Job Search:

There isn’t one answer to the question of when you should start job hunting if you want or need to move.

 One of the biggest factors to consider is your finances. Can you afford to go without a paycheck, pay for health insurance, and cover relocation expenses? If you have cash reserves, it can be easier to move first, get settled, and then start a job search. If you don’t, you will need to start looking for a job before you move.

Consider your personal circumstances, as well. Do you have someone in the new location you could borrow a bed or a couch from? If so, you may want to consider moving first, finding a job second.

Another factor to consider is the type of job you’re looking for. It’s quicker and easier to get hired for lower level positions than it is for jobs further up the career ladder. If you’re at a mid-career or higher level position, it’s going to take longer to get hired. You should plan your job hunt accordingly, and be prepared to conduct a long-distance job search. Keep in mind that you may be able to negotiate a start date that gives you the extra time you need to move and get settled.

 Once you’ve decided when you want to start looking for a new job, the next step is to figure out how to get hired. Review these tips for finding work when you’re relocating to get started.

Top 10 Tips for Finding a Job in a New City:

 

1. Give Yourself Plenty of Time

Job searching isn’t always as quick or as easy as you think it’s going to be.

Even if you’re going to wait to start a job search, start organizing it ahead of time. Update your resume, start checking out job listings and companies you’re interested in working for, get a list of references ready to use, and have an interview outfit ready to wear.

 

2. Think Local

When you know the city where you want to work, you can target positions there or within a radius of that location. Use advanced search options to find openings where you want to work. In addition to using the job search engines, check Craigslist frequently – new jobs are posted on the site all the time.

 

3. Sign Up for Job Alerts

Save yourself a step and sign-up for email alerts to let you know when new jobs that match your criteria are listed. You’ll be able to set them up directly on company websites for major employers, as well as on job listing sites. You’ll receive an email as soon as a listing is posted, and you’ll be able to get your application in right away.

 

4. Be Available to Interview:

It’s important to have the flexibility to be able to get there quickly when you’re invited for an out-of-town interview. Most employers interview and hire on a tight schedule, and the company may not be willing to wait.  If you can’t get there when interviews are scheduled, you may not be considered for the job. Unless you’re being actively recruited, be prepared to pay your own travel expenses. You may want to line up the best modes of transportation in advance, so you’re prepared to book travel when you get an email or call.

 

5. Don’t Count on a Relocation Package

Employer relocation packages can make a move go very smoothly. If you’re offered one as part of your compensation package, it may cover all the expenses moving entails. There may be even some extra cash included to help you get out of a lease or make a deposit on new housing. Whether you’ll get one, or not, depends on the company and the job you’re hired for. Here’s what is typically included in relocation packages and when employers offer them.

 

6. Get a Local Address

A local address on your resume and cover letter can help your application get selected. Some employers don’t consider out-of-town candidates because the logistics can be complicated.

 

7. Tap Your Connections

Who do you know in the place you’re going? Do you have family, friends, professional or college connections there? Everyone you know, and everyone they know, may be able to help you job hunt. Put the word out, very quietly if you’re still employed, that you’re looking to relocate to get job leads and other assistance. Here are some of the people who can assist:

  1. Facebook Friends
  2. LinkedIn Connections
  3. College Alumni Network Contacts
  4. Networking Connections (attend as many in-person events as you can)
  5. Professional Associations and Contacts

 

8. Take Your Job With You

Do you love your job? There may be a chance that you can take it with you when you move. If your employer is thrilled with the work you do and would hate to lose you, they may be willing to let you work remotely. That’s especially the case if you’re available to travel back to the office for meetings. Here’s how to ask your boss if you can work remotely.

 

9. Request a Transfer

It’s obviously not feasible if you work for a small organization, but if you work for a large company with offices in your new location, transferring may be an option. You may be able to transfer to the same or a similar job, or you may be able to get a different position with your current employer. Review these tips for requesting a transfer and transfer request examples to guide you.

 

10. Consider a Temp or Seasonal Job

One work option for when you can’t wait to move is to consider working as a tempor taking a seasonal job until you can line up a permanent position. Depending on the time of year and location, there may be plenty of short-term jobs you can do until you get hired full-time.

SOURCE: http://bit.ly/2m21Bsd

Common Mistakes by Recruiters !!!

Kailash

Once Recruiter’s source CV’s from various channels likes Job Portals, Social Media, Internal databases etc, the logical next step they have to do is to make Cold Calls to the candidates to check their interest and assess their suitability.

This is essentially a Cold call because the Candidate is not anticipating the call. But reality is that most candidate get jobs through such cold calls and most times from Recruiters they haven’t dealt in the past. Hence Cold Calling is very important, especially when the candidate is getting multiple such calls every day from number of recruiters.

Unfortunately most Recruiters we have seen continue to make the same mistakes over and over again. Can’t blame them completely, because they have pressures to submit CV’s and hit the Customer’s email the fastest!

Giving below a few prominent mistakes Recruiters do and what they can do to correct them:

1. Am I speaking to ______?

This opening line is used by many Marketing telesales usually and hence, the likely hood is that Candidate may try to escape the call at the earliest. Instead start with addressing the person directly assuming that no other person would be using the Candidates phone. So better start is “Hi Prakash…..”

2. Are you looking for a job change?

Recruiters tend to feel that let us cut to chase and first find out whether the candidate is looking for a change or not. Correct thinking, but it is better to be optimistic and approach it by first introducing yourself and then checking if the discussion makes sense.

3. We have an urgent opening for one of our large customers in telecom. Are you interested?

Two issues here. One is ‘Urgent Opening’ no longer excites anybody. Second the recruiter has directly gone to main goal without setting right environment…e.g ‘Confirm whether you will you marry me, then I will decide whether I like you’.

4. We are looking for Recruiters with 2 years of relevant experience in IT recruiting. What is your notice period?

Many a times Recruiters jump to this stage without adequately introducing themselves, their context of the call and never talking what’s in it for the candidate…etc. Better way could be “I see that you have good IT Recruiting experience and it would be great to have your next job truly leverage this experience for faster growth”.

For regular career updates visit us on-  http://mhc.co.in/

Advantages of hiring through Recruitment Agency

Kailash

advantages-of-hiring-through-a-recruitment-agency-1

A business can be successful only if it comprises a talented set of employees. A team of skilled and competent employees can enforce numerous effective strategies to attain all the goals. Hiring an efficient staff will help you maintain the productivity and efficiency of your business. So, when it comes to filling the vacant positions of your company, the best way is to use the recruitment agencies who have an expertise in your industry.

No matter whether you are looking for permanent employee,temporary employee, or contract employee, a reliable recruitment company uses its large pool of talent to provide you with skilled and highly competent candidate for the required position.

Though some of the companies use in-house resources to complete the hiring process, taking the assistance of the recruiting firm, it can help you to achieve your long term goal in the most efficient way.

When an organizationrecruits externally, it opens the organization up to a larger pool of applicants which increases its chance of finding the right person for the job and also recruiters are better at sourcing candidates and have the patience to keep doing it.

  5 Advantages of hiring through Recruitment Agency:

  1. You might not have enough time to spend on the hiring process of an employee. This, however, might increase the work load on your current employees, which can, thus, affect your business productivity. Engaging with a recruitment firm to find out an ideal candidate can give you a quick access to the competent and skilled candidate. It’s the responsibility of a recruitment agency to carry out all the screening and pre-screening of the candidates. All you need to do is finalize the candidate to fill the position in your company.
  1. If you feel that hiring some of the skilled employees for some days will help you to improve your efficiency, a recruitment firm can help you to hire temporary employees as well. You can meet all your goals and if required, you can hire those contract employees for permanent job also.
  1. No matter what specific skill you are looking for, having a relationship with a reliable recruitment firm will assure you with trained and expert employee in line with the required skill set.
  1. A recruitment firm evaluates the candidates through proper background checks, rigorous training, and interviews. All the required legwork will be managed by the recruitmentfirm and you can thus acquire a talented candidate in no time.
  1. Engage with the firm that can understand your requirements as well as the company culture of your business. The recruitment firm will get you the right candidate that not only suits the job profile, but is appropriate in line with your corporate culture as well.

So, hire a recruitment agency and accomplish all your needs quickly.

How to Search Job Effectively in ME

Kailash

How to Search Job Effectively in Middle-East

 Effective Job Search in Middle-East

Whenever an executive think for career change or a fresher headhunt for a job in Midde-East, they tend to choose the wrong way

this article will explain you how to search job effectively in Middle-East

. Effecive Job search is not a cake-walk, you need to be proactive in LinkedIn and optimize it carefully so the Recruitment Consultants in Middle East can locate you for the specific job role. Also, professional and good approach towards recruiters and head hunters can help in maximizing the effectiveness of your job search. To attract recruiters it is essential to optimize your LinkedIn profile which we had already covered. This article is more specific towards the Effective Job Search in Middle-East

Operation of Head-Hunter

First method to approach the headhunter is to understand the operation of the recruiter prudently and have an efficient interaction with them. Instead of convincing the recruiter to explore the job as per your capabilities, interact with the recruiter with pretty clear intention of the job role you need to opt for. Also, there are executive headhunters who search for candidates in a specific job industry which makes them expertise in their role. Hence initiate your job search by researching and contacting the recruiters that have expertise in your industry.Help the recruitment consultant with the insights of the issues and trends regarding your expertise building valuable professional relationship with the recruiter.

Proactive & Patience

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Resume (CV) Tips Middle East Jobs

Kailash

middle-east-resume

Resume (CV) Tips Middle East Jobs

Your Curriculum Vitae (CV) is the first impression that will make an employer to determine if they will interview you or will be accounted as one more in the pile of other CV’s. Resume is the medium to enter the interview room so make sure your first impression (that is your CV in this case) is worthy enough for an employer to make the next move. No pre-template has been set for the CV that will decide the perfect Middle East Resume. Every recruiter has its own pre-defined way to rate CV. Although there is no set formula for a perfect 10 but there are few attributes that should be taken care of – Your CV should:

  • Be Compact
  • Have all information that recruiter is looking for.
  • Be Properly Constructed (That means well presented)
  • Be worded appropriately (Avoid grammar mistakes and inaccuracies)

Moreover if someone has discussed that CV should be refined within one page then they are wrong..!!! However with experience of more than 5 years your CV is bound to exceed one page. It is been recommended to have one page CV for work experience within 3 years and two page CV for an experience over 3 years.

What Information should CV consist of?

Cover Letter

Good covering letter should always accompany your CV. It is used as your introduction to the potential employers. Now here that one page restriction (that you think should be there for CV) can be beneficial. In addition to this, also the essential aspect of cover letter is relevancy. More relevant the cover letter is more compelling reason it becomes for the reader to explore your CV.

Attach Photo in the CV

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