CV’s – how much input should a recruiter have?
Hello readers!
Following recent dialogue with a client and candidate, it became apparent that a CV can unintentionally create completely the wrong impression! This struck a nerve and got me thinking, how much input should we have with CV’s, as recruiters?
Ethically, we should be able to give advice and guidance on the structure and content of a CV. However, does it stop there?…
For example. If a CV is poorly written (spelling and grammar etc.) then should we flag this up to the candidate and give them another chance to apply or should we take this as a sign that they aren’t too bothered about the outcome of the application and therefore their performance when in that role?
Personally I believe that presentation is paramount. In both of the sectors in which we recruit, CVs should be of the highest standard. Architects and Technicians should be able to demonstrate design flair, presentation skills and also attention to detail. I also believe that employability professionals should lead by example if it is their job to help the unemployed back in to work, by having a good CV.
I know many recruiters who format all CV’s before submitting to the client – do you think this takes away the personal element of a CV? I think that even more so in the current economic climate candidates should be using their CV to get a foot in the door and so surely you would want to stand out from the crowd?
Then again we have to be driven by what the client is asking for. If I were to suggest to a candidate that they change their CV in order to appeal to a particular company then great; this gives them more chance of being considered for interview. Or is it not a true representation of that candidate?
I’m comfortable arranging interviews without a CV; understanding my clients and candidates well enough to make the right match and for them to trust me to do so. However, when a CV is required, it needs to be spot on!
One of the solutions is to know your candidate and be able to represent them in the best way possible; honestly, ethically, and only putting them forward for roles that are a great match.
Hi Natalie, fantastic blog and a perfect topic. I believe a CV should be a working document, tailored for each role. I agree that I feel confident in arranging an interview without a CV however a hard copy is always required at some point in the process. First impressions do count and therefore it is our duty to inform a candidate if they are not presenting themselves in the best possible way. CV’s are not the easiest of things to put together and each reader wants to see something different. As long as a CV is taken as something to work from and not ‘as it is’. #justsaying
Thanks for your comment Kerri-Ann, glad you think its relevant. CV’s should be just that – an introduction, something to work from and it is up to us to make sure the client knows all they need to about said candidate.