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.
Flexibility and work-life balance have grown in significance when seeking a new role, Linkedin data shows. More than half of UK professionals surveyed believe flexibility of hours or location will be more important post-pandemic than previously. Leaders are starting to agree: the Institute of Directors reports most expect hybrid arrangements in future and many of LinkedIn’s Top Companies have said they plan to make flexibility a permanent feature. Barclays, NatWest Group and Stryker said they expect staff to split time between office and home, while others, such as PwC, will give staff more say over their hours.
INTERESTING READ from the Recruiter
Recruiters are in high demand by UK recruitment businesses, perhaps at a 20-plus year high, a leading rec-to-rec practitioner has told a webinar audience.
“Everyone’s recruiting – everyone’s recruiting multiple hires,” Ruella Crouch of Ruella James Recruitment said on a Firefish Software webinar last week. “I have never in 22 years in recruitment seen it be as busy as it is now.”
Crouch’s firm has been approached by “at least 40” businesses since January with whom they were not doing business before, she said, adding that the company was now dealing with more clients than before the Covid pandemic.
At the same time, Crouch said, recruiter candidates are wary of moves and many are putting off decisions to change jobs right now: “We’re speaking to a lot of people, but they’re not ready to move right now.”
Asked by interviewer and Firefish CEO/founder Wendy McDougall about what enticements she recommended for top hires, Crouch said: “It’s very bespoke to each person but… the biggest thing I would say is ‘be flexible’.” Top talent that is moving to a new job “is moving for very specific things”, she said.
High on the ‘want’ list is schedule flexibility. “I think what we learned through Covid is that we could trust our staff,” said Crouch, who has run her own business “completely remotely” for the past 15 years. “I think clients did focus more on outcomes than on how many KPIs [key performance indicators] or activities they were doing. And I think some of us who have been in recruitment a long time… have massively changed [our] thought process in terms of what I would have done years ago and what I’m doing now.”
She went on to say that working from home versus working in the office is mainly an issue “when you have less experienced people in your business that need that DNA of people who are prolific and successful around them. And if you’re a business that needs to scale quite rapidly and you’re looking at less experienced people, we need those guys to come in”.
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?
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!
Are there signs of the job market getting better?
The latest official statistics show a mixed picture, with signs of a possible recovery:
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....
HIRING MANAGERS , DO YOU KNOW THE VALUE OF A GOOD RECRUITER
22/7/16 \\ BAD PRESS FROM LACK OF UNDERSTANDING
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.