Things not to put on your CV....
Most of us are aware as to how to present a CV, but are you aware of maybe what not to feature?
Here are some tips;
1. Negative expressions
Instead of expressing that you are "unemployed" you may wish to express this as "job seeking" . Anything which gives room for negativity, steer clear of.
2. General phrases
Use clear vocabulary where possible and don't rely on vague impressions. This could be part of your opening profile statement, so don't waste the opportunity. "Good interpersonal skills" are very general. Use punchier, more eye catching vocabulary to back up what you are really good at.
3. Providing our age or date of birth
Unfortunately, in the world we live in today, age discrimination can and does occur during screening processes. Don't provide your age or date as birth as you don't need to disclose this. Your CV is a reflection of you and your skills and your capability of performing a job not your age!
4 Salary expectations
All mentions of money should be set aside when applying for a job, unless the job advert asks you to state salary expectations. There’s no reason to list your previous salaries for roles, an employer wants to see how well you fit the job, not how much money you have in your bank account.
Your opportunity to catch the eye of the employer could be over in an instant with any spelling and grammatical errors. Read over and over again before you submit. It could cost you that job you are wishing for.
6 A picture
Your CV is about your skills and experience and NOT to show the employer what you look like. Leave the photo off it won't get you any further to an interview.
As more and more parents seek flexible working patterns a high proportion of this group are mums returning to work post maternity or after a career break.
We are seeing evidence of organisations working with flexible policies and they are embracing work-life balance. This is all very well and part time jobs have mostly been the option for working parents, however some businesses would benefit even more if they thought about a job share perhaps?
Even the best intended part time roles present challenges and unfortunately some working mums can end up even more stressed and over worked keeping the balance when working reduced hours. Many companies do compromise and really value returning mums and offer pretty much the same job with reduced hours. The main problem here is that unless the role is tailored to the output required, then the employee ends up squeezing more hours into fewer days. If you have a supportive boss and team which is what I experienced allowing me to work at full speed and be challenged, however at times I found it very tough. This isn’t always the fault of the organisation. If they are encouraging more women back to work as they realise the benefits of talent retention and skill, but the roles on offer are confined to set part time hours then it can sometimes turn out untenable for both parties.
Some organisations on the other hand offer part time roles where they can but are highly sensitive to reducing hours within client facing roles and some positions with high strategic content. Fair enough but by planning and structuring business needs around women wishing for more flexible working patterns they could be in more advantageous position.
I have never personally experienced job sharing in my career however I worked with a few clients over my time who operated in this work pattern and demonstrated efficiency and success.
A success story I recently heard of is of when a Global organisation restructured a client facing business team and it was decided that the roles would ideally be full time. The situation arose at a time when a couple of returning mums (ideally searching for flexible working) who figured that with their wealth of experience and relationship with their clients it would be a loss to the business if they were not to be a part of the team. Collectively they presented to the business that they could perform the role as a job share. Armed with the positives and not so much of a mention of many negatives they won over the support of the business leaders and since then have been successfully sharing a client facing, highly operational role between themselves for over 3 years now. They are delighted to have their flexible opportunity along with continuing to work in such a business. The clients themselves are equally satisfied to have the sustained relationship and level of service commitment. A real key to achieving their success is that they compliment each other extremely well with their skills and experience but more importantly work ethic and professional attitude.
If more businesses could think wider and not see a job share as a risk, but a positive retention of talented and skilled working mums who can continue to deliver and probably more efficiently too.
I think some guidelines are equally essential to consider when structuring such a position(s);
- An accurate workload agreed and divided equally
- Very clear lines of communication
- Clear lines of communication is compulsory between job sharers
- Compliment each others skills/experience along with work ethic and professional attitude