Monthly Archives: May 2013

How to explain a gap on your CV?

You’ve probably heard the saying that it’s easier to get a job when you have a job. Well, what if you don’t currently have a job? What if you haven’t had a job for a long period of time?

Don’t despair. It may take some extra effort to land a job after a long period of unemployment, but it is absolutely possible. Here are a couple of examples to help you:

Giving an explanation

First and foremost, it’s a mistake to hope that employers won’t notice that you are currently out of work. A gap in your CV is certain to raise a red flag. You need to address it directly.

Depending on the reason for your absence and your personal comfort level, you can either explain the gap at the relevant juncture on your CV or within a covering letter to a recruiter or a company when you apply for positions. Whatever you choose, always be honest and ensure that you emphasise a positive outcome moving forward.

Here’s an example if you stopped working due to redundancy:

I am a creative client-focused PR professional with extensive experience gained within the automotive industry. Since Excelsior Automotive relocated its offices to Scotland, I have been seeking a new opportunity to join a local progressive company.

Here’s an example if you have been out of work for some time:

I am a creative client-focused PR professional with extensive experience gained within the automotive industry.  Since being made redundant from Excelsior Automotive in November 2012, I have been working on a voluntary basis whilst actively seeking a permanent opportunity.

Source:  Modified  Linkedin article

These Days, Recruiters Are really worth the money

I saw this article recently and thought it was worth sharing with everyone, not just from a company’s point of view but also a candidate’s.  As an agency that is passionate about the service it delivers, and wholeheartedly still believe in interviewing face-to-face as opposed to CV selection from an advertising board, this was close to my heart.  

Source: Linkedin

When it comes to sourcing the right interview candidates, I’ve never been keen to use recruiters. But I recently changed my mind.

My company has an excellent candidate screening process, a super training program, and a very successful team of employees to show for it.

But hiring has always been a difficult task for me because each time I get ready to hire, it takes me forever to find the right type of candidates to even get the screening process started.

Despite the fact that I carefully consider where to advertise for candidates, I try to maximise the search and get a good mix of potential applicants.  It always takes me a long time to find people suited well to the company, and therefore, even worth interviewing.

I’ve tried everything from placing ads on large job boards like Monster.com, to smaller specialised job boards to local university boards where I can post for free (or close to it). Each time, I experience the same slow crawl toward finally finding the right person. It has taken me up to five months to find the right kind of hire in the past. So in November when I decided I needed to think about hiring for the New Year, I was not optimistic.

For me, recruiters have traditionally been out of the question because I figured they would be a waste of time and never be as good at sending me the right people for the job as I would be in reviewing resumes myself. They’re also too expensive for my small budget. But as I got ready to place my job ads again, one of my senior staff members came to me and offered me the name of a recruiter she knew and thought could help. I was sceptical, but I called her anyway, figuring listening would cost me nothing.

The recruiter convinced me she would do a thorough job, but I still hesitated because of the price. I do not have large sums of money to devote to the hiring process, and by my calculations, when all was said and done, using the recruiter was going to cost me three times as much as my usual techniques. On the other hand, the recruiter would only charge me if she found someone I decided to hire, which meant I was risking nothing, and could always come back to my original methods. I bit the bullet and signed up, reminding myself “nothing ventured, nothing gained.”

The recruiter sent me the resumes of 10 entry-level candidates. I screened six by phone, met three in person, and found the right hire, all in a month. The cost suddenly became much less, because I saved so much time in the process, and because I got a pool of applicants who were decidedly better to choose from than in the past. Even more interesting, perhaps, was an insight the right candidate shared with me during the interview process. When I asked why she had chosen to work with a recruiter rather than post on job boards, she said “because recruiters make sure your resume gets seen, while submitting via the Internet is like sending your resume into oblivion.”

If most people these days are thinking like my new hire, the recruiters will clearly have the best selection of candidates every time. Looks like I’ve got an essential new hiring strategy.