As a recruiter and a study of people, it's interesting to see how many people still make the same mistakes over and over again when creating a CV.
Convincing people to leave roles they enjoy for new, flashy opportunities we throw their way, ultimately leads to the classic ‘grass isn’t always greener’ scenario. Candidates leave their new job within 3 months: The client gets angry – the recruiter loses the client, and as the candidate represents the recruiter, this doesn't bode well with the client or the recruiter in the long term. As you can see, pushing square pegs into round holes is a lose-lose situation for all involved. Because of this chain of events, it’s important that the candidate considers these 5 key points before looking to undertake a new opportunity:
The skills gap is simple to understand in a nutshell, although there are various factors within each industry that apply. The skills gap can be understood as ‘the disconnect between the requirements and expectations of today’s employers and the current skills of workers globally’. This means that job seekers like yourself will be entering a job market unlike anything previously experienced before – one where proven skills, together with soft skills, trump all.
"Hiring Manager" is not a job title; it's a job function that forms part of the responsibilities a line manager has. The hiring manager might be a PMO Manager that needs to recruit a Project Manager. The last thing a PMO Manager wants to spend countless hours on is recruitment, as he/she has project deliverables that are due, so the less time he/she has to spend on recruitment, and the easier it is made for him/her, the better. One way to make it easier for him/her is to send him/her a CV that'll show him/her why you need to be brought in for an interview.
A candidate that really stands above the crowd is one who understands their market value and what they can bring to table of potential employers. Candidates who know their worth in a highly competitive industry have a distinct edge over their competition as they are able to effectively market themselves to the right people, at the right time. So with that in mind, how does one go about firstly determining their value as a business asset and secondly, ensuring they land the job they are after? Like any business decision, it all comes down to research and market analysis.