When applying for a new job, preparing your Resume or Curriculum Vitae to a high standard is a key step in positioning yourself for further consideration. There is a wealth of information, (including posts on this forum) about developing the kind of Resume or CV that will cause recruiters to pause for a moment and explore further.

Your Resume - A “Temporary Visa”

If we were to consider career development in terms of being a journey, your Resume or CV is a “temporary visa” to a new destination. However, what you need is a passport that allows you to take up residency in this destination for as long as you want.

Applying for a “Passport”

Permanent residence in a new job is a sustained effort. When the recruiter/employer is hooked by your Resume or CV, you need to be prepared to follow this up effectively in the next stage of the process. Often this is a face-to-face interview, although increasingly recruiters are using alternative or supplementary strategies such as group interviews and psychometric testing, for example.

The same principles underpinning a strong Resume apply to further stages in the selection process. If there is one key principle it is to understand, as far as is possible, the needs of the employer and to have evidence “at your fingertips” to demonstrate your ability to meet these needs. This means both research and reflection. Research the organisation in whatever way you can, such as brochures, annual reports, internet, staff within the organisation and clients if possible. Be creative in identifying ethical sources of information.

Reflect on what you have learned. What are the unwritten rules that appear to drive the organisation (i.e. the culture). What kind of employees are publicly recognised and acknowledged? Is the company behaviour consistent with client perception? Can you identify areas of growth and development? What capacity do you have to contribute as an employee?

I have interviewed countless people who, when asked at interview for further evidence or deeper evidence of a specific competence, simply repeat what is in the Resume. Not surprisingly, recruiters come to the conclusion that they have a candidate who is “good on paper” or 2 dimensional. Being able to articulate 2 or 3 additional examples of your competence is a strong asset. There is no reason why this kind of mental preparation cannot happen while you are writing your Resume or CV.

As with writing a job application use language with which you are familiar, and which is comfortable for you (and the listener). Don’t fall victim to the temptation to use complicated language or language you are unsure of because you think it will impress others. This kind of (very common) approach to interviews comes across as somewhat pretentious. It also places the candidate at risk if the recruiter asks a clarifying or expansive question, which readily identifies the candidate’s depth of knowledge. As with all communication, put yourself in someone else’s shoes and think about the styles of communication that would persuade you of someone else’s capacity.

Remember, your character is in the spotlight as well as your skills. Be authentic and be positive. Show that you have developed some understanding of the context in which the organisation operates. It is possible to do all this and demonstrate modesty.

“Permanent Residence”

When offered a position by the employer, be mindful that all that each of you has written and said forms a kind of “contract” that goes beyond the paperwork. Just as the employer should commit to supporting you in your new role, you must commit to honouring the promises you have made in the application process. Your new employer will reasonably expect your loyalty to the vision and mission of the organisation, competence in the role and your willingness to work within policy and to develop further.