What’s the Difference between a Resume and a CV?

The terms CV and Resume sometimes refer to different things - know the difference

A big difference between a resume and CV is length. A resume is typically a one-page document that briefly summarizes your qualifications, including your education, relevant skills, and past jobs, responsibilities and achievements. The purpose of a resume is just to highlight career points that will grab an employers attention. So as not to make it too lengthy, perhaps just highlight past roles that were similar to the one you are applying for or that have transferable skills.  The same applies for past responsibilities. A resume is meant to be customized to match each new job you apply for, and any information that isn’t relevant should be left out.

A CV, on the other hand, goes more in-depth. Taking up two or more pages, a CV covers your entire career and features detailed summaries of your accomplishments rather than short blurbs. If you’re applying for an academic position or grant, you would use your CV to list all of your research projects, teaching experience, publications, honors, and degrees. Unlike a resume, candidates submit the same CV with each new application rather than updating it to fit different jobs.

CVs are also sometimes used to apply for fellowships, tenure review, and sabbatical leave in academia.

Although this can apply mainly to our US friends, the term CV in the UK is most often used as a catch-all for both of the documents described above, sometimes a Cover Letter is required upon application too. If you don’t want to take the risk submitting the incorrect document, it doesn’t hurt to reach out to the HR department to confirm their preference.

Report on Jobs: Permanent Placements Expand at Quickest Pace Since May

Mark Powney , 13th November 2017

The Report on Jobs: London contains original data from the survey of recruitment and employment consultants in the capital. The report is designed to provide a comprehensive and up-to-date guide to labour market trends and the data are directly comparable with the UK Report on Jobs.

Permanent placements rise

The amount of candidates placed into permanent positions in the capital increased in October, following a marginal reduction at the end of the third quarter. Moreover, the rate of expansion was the most marked since May and slightly faster than the long-run series average. Permanent placements also rose at the UK level, albeit to the weakest extent in six months. The expansion was broad-based across each of the five monitored regions, led by Scotland and the Midlands.

Billings received from the employment of temporary/contract workers in London rose for the fifteenth successive month in October. Furthermore, the rate of growth accelerated from September. Temporary billings also rose across the UK as a whole, thereby continuing a trend that has been observed since May 2013. An expansion was reported in each of the five surveyed regions, led by the North of England.

Demand for permanent staff in London rose further during October. The pace of growth quickened slightly from September and remained among the sharpest recorded for two years. Demand for temporary staff also rose in October. That said, growth of demand remained weaker than the UK average in both cases.

Permanent candidate supply continues to fall.

Permanent candidate availability for London-based positions fell in October, thereby continuing a trend that has been observed in each of the past 53 months. The rate of contraction eased for the second successive month but remained marked nonetheless. The availability of workers for permanent positions across the UK as a whole also declined during October. Moreover, the rate of deterioration remained sharper than the long-run series average despite softening marginally from September. On a regional basis, permanent candidate supply fell to the greatest extent in the South of England.

The number of people available for temporary roles in the capital also fell at the start of the fourth quarter. Moreover, the rate of decline quickened from September and was the sharpest recorded in 22 months. Recruitment consultancies across the UK also recorded a further drop in temporary labour supply in October. Out of the five monitored regions, the Midlands recorded the sharpest drop in temporary labour supply in the latest survey period.

Starting salaries continue to rise

Salaries awarded to permanent starters in London increased in October, as has been the case in each month since May 2013. The rate of salary inflation eased from September but nonetheless remained marked overall. Salaries awarded to permanent starters also rose at the national level in October, thereby extending the current period of pay growth to five-and-a-half years. The quickest rate of inflation was recorded in the South of England, though increases were sharp elsewhere.

Temporary pay rates also increased in the capital during October, stretching the current sequence of inflation to 13 months. Despite softening from September, the rate of growth was sharper than that seen across the UK as a whole. The rate of temp pay inflation at the UK level remained above the long-run series average despite weakening to a seven-month low.


Kevin Green, REC chief executive says:

“Last month, recruiters helped even more people find permanent jobs – this is great news as it shows that employers are continuing to hire. However, the data also shows that growth is slowing down and one of the reasons is that we simply do not have enough people for all the roles that are out there at the moment. And the number of vacancies is still getting higher.

“For jobseekers this is good news as employers are willing to pay higher starting wages to attract the right candidates.

“We already know that EU workers are leaving because of the uncertainties they are facing right now. We therefore need clarity around what future immigration systems will look like. Otherwise, the situation will get worse and employers will face even more staff shortages.”

In 2015, the Millennials surpassed Generation X to become the largest generation in the workforce. That doesn’t come as a surprise. We always knew that the Generation X would be replaced with a new, more vibrant flow of workers. The question is: are businesses truly prepared for this new trend? How exactly do you attract the tech savvy generation to be interested in your brand?

This wave of well-educated, tech-literate people are used to being connected. Anytime, anywhere. They are using social media and they communicate through video chats. They expect to work for companies that support such communication processes. They are scanning your ability to fit their criteria through the job ad itself.

Since you want to hire the most qualified workers from the generation of Millennials, you have to work on your job descriptions. We’ll tell you how to make them appealing.

Do Not Focus on the Money. Focus on Growth!

Pay is not priority to Millennials. Meaningful work is. Some even feel like social media freedom is more important than salary. Do you know what attracts this workforce the most? Opportunities for personal development. That’s something you don’t measure with money.

The description of your job should be focused on purpose. What is your company doing to solve problems in society? What are you doing to develop professionals who will make this world better? Are you offering flexibility and opportunities for growth?

Be Precise!

Rockstar freelance writer needed for one of the most successful marketing agencies in USA. Great flexibility and opportunities for personal and professional growth.

Do you know how many times a Millennial has seen this type of ad? It’s not what they are interested in. It’s a cliché. It’s too vague. The last thing a Millennial wants to see is a lot of text that says nothing. They don’t have time for that.

Be very precise. What exact opportunities for growth do you offer? Are there training courses available for your employees? Do you have an internal network that supports collaboration within the team?

Show the Positive Energy in Your Company

According to the Deloitte Millennial Survey 2016, if a Millennial is choosing between organizations that offer similar financial incentives, they will base their decision on other factors. The most important one of those factors is good work/life balance. They want a friendly, flexible working environment that won’t stress them out. Why do you think all of them want to work for Google?

Showcase the spirit of your company through the job description. Explain how it feels to be part of your team. Turn your current employees into brand ambassadors. They can share the job ad along with their comment. Remember: Millennials use social networks all the time. If they see social proof of your organization being a cool place to work at, you’ll have their interest.

Create Optimized Job Titles and Descriptions

The job title is the first thing Millennials see when they come across your ad. It has to be clear. Avoid the clichés like rockstar and ninja. They show you’re trying too hard to adopt their slang and it doesn’t come naturally to you.

The question is: how do they get to your job description? That’s where you’ll need to do some work. Naturally, Millennials use search engines, LinkedIn, and social media sites to find jobs. They type a word or phrase in the search bar and they get relevant ads. You need to get yours in the results.

You can do that through search engine optimization techniques. If you have no idea how to write optimized titles and ads, you can always hire writing services to do that for you.

Keep the Ad Brief

A Millennial won’t give you much time to capture their attention. They have smarter things to do than reading a boring, endless job ad. If they see a huge chunk of text with a slow introduction, they will quickly move onto the next ad.

Edit the description to perfection. Keep it to a few paragraphs. Don’t ramble in the introduction; get straight to the point.

If you want to attract the most talented Millennials to work for you, you’ll have to invest some effort. The job description is your first contact with them. Give it time. Make it perfect!

September 2016 figures: UK jobs market strengthens in first quarter after Brexit vote


Up-to-the-minute data from the UK’s largest job site,, shows that the number of jobs advertised in the first quarter since the EU referendum rose 9% on the same period last year. That’s over 48,000 extra jobs added to in the third quarter of 2016 compared to last year.

Overall, the Reed Job Index stands at 291 for September.


According to the latest Job Index, Motoring & Automotive (+27%) and Manufacturing (+24%) were amongst the strongest performing sectors for year-on-year growth in Q3. However, jobs in Banking (-18%) and in Charity & Voluntary (-15%) saw the biggest annual contractions following the announcement of the referendum result.



Across the country the picture is positive, with all regions seeing annual jobs growth between July and September. Northern Ireland (+50.6%), Wales (+21.5%) and the East Midlands (+16.2%) were the regions reporting the biggest growth in vacancies.

However, London and the South East have both seen a drop in the number of vacancies on offer in Q3 when compared to the previous quarter, with a fall of -2.8% and -4.3% respectively.


Jan 2016 \\ News Category

Talent is getting harder to find. Whether it is through a lack of available skills, the creation of new roles with no precedent of what makes a successful candidate, or hiring and selection processes that are too prescriptive, companies are often struggling to find the people they need. Many in-house teams rely on a varied sourcing model that enhances their own capability with support from other external resourcing arrangements. The REC’s research into recruitment Supply Chains in 2015 showed that most businesses favour the use of a PSL, managing a number of recruitment agency suppliers, although when asked about effectiveness most felt that the PSL model didn’t deliver....



If you’re a Hiring Manager or you work in internal recruitment, the thought of involving external recruiters might concern you. Criticism of recruitment practice abounds and, on occasion, that criticism is justified. After all, who wants an email inbox filled with skim-read, word-matched CVs, leaving you to do all the work? This is certainly not the way to elevate someone’s view of the profession. However, working with a professional recruiter who precisely searches for your next employee by understanding you, your company and your specific requirements can be a pleasure.

To address a negative view, we must understand what a good recruiter actually does.

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