I am not an HR specialist, but my colleagues in this area usually call me when the position is related to my skills, and I see all kinds of things…
Let's see, there are always bad CVs , either due to inexperience, because the candidates write them "on the fly" , or simply because they lack the knowledge to prepare them, but there are always some mistakes that, please , we cannot make.
I repeat, this article is not about how to make your CV correctly , but rather about telling you what are, in my humble opinion, the 3 huge mistakes in your CV that you should not make.
Although my “professional” approach is aimed at professionals applying for marketing positions, it is surely adaptable to any other conventional discipline.
Mistake #1: Information Oversaturation
Just as your clients are reading less and less, and require more visual, more graphic marketing actions, the same thing happens with a CV.
Talent recruiters for companies india telegram mobile phone number list want the right and necessary information , more or less, they do not want the CV to be eternal and mix the important with the banal.
Present the most relevant information, even giving rise to further questions about the specific topic.
Don't over-develop sections on personal experience, for example, as this can lead to the trap of over-extending your CV; we think that everything is important, and that if we remove something it will be less complete... Be careful.
glaring mistakes in the CV
Mistake #2: The candidate has “cornitis”
I won't be the one to tell you not to train yourself. It is essential to be in continuous training, and even more so in a branch like marketing, where actions, strategies and technologies are constantly changing. I mean that you should not have a CV with an excessive amount of training .
They would make their CV too academic , which could give the impression that they know the theory but less the practice, I think you understand me…
Select those training actions that are closest to the profile of the offer, the company, the position itself. Be selective ; in many cases less is more, it is even preferable to put some acquired competence in a position that has nothing to do with the one in the offer, than a course that is added “as filler” …
Mistake #3: Same old thing…
As I was saying above, my HR colleagues always tell me:
– Rayko, the CVs look like twins, they are almost all the same…
This is a problem for talent seekers, as the candidates seem like “carbon copies” and do not detect special potential …
The recommendation here is to seek differentiation , both in content and format. To do this, try to innovate in the format, even adapting the content to the position. Be creative, different...
Certainly, and speaking more generally than in the “marketing world” , there are sectors that invite more creativity, but that may be precisely the crux of the matter.
I have seen cases where innovation is being done in packaging , that is, if the position is for the creative area of the Marketing Department, they present the CV in a carton of milk. This was the case of a creative journalist a few years ago.