I’ve been reading hundreds of Executive and Manager CVs lately and it’s amazed me how few Business Management skills are included in almost 75% of the files we receive.
Your career may have followed a specialist path, whether in Human Resources, Marketing, Finance, Operations, Maintenance or any other sector but once you begin to climb the Management ladder, a more rounded CV is needed. Don’t assume that your Job Title conveys everything you do within that role. The ONLY thing the HR Manager knows about your experience is what you include in your Resume and Cover Letter, so how can they know what awareness and experience you have in areas such as Client relationships, departmental budgets & costs, quality standards, strategic planning and staff recruitment & training, if you don’t provide a picture of your specific knowledge?
Look at these examples, taken from 2 real CVs this week:
Example CV1 Extract:
Maintenance Manager, Post holder for EASA Part 145 organisation.
Responsible for 150 staff and all aspects of line maintenance for a fleet of 25 aircraft.
Example CV2 Extract:
A General Manager, leader and communicator with strengths in regulatory, production, heavy maintenance, line maintenance and planning management.
Delegated Civil Aviation Regulator Part 145 Accountable Manager
Project management, business integration, work place reform and environmental law requirements.
Licensed Aircraft Engineer in Airframe and Engines with Avionic extensions
Leadership experience across all business including: Financial control/P&L management, Contract negotiations, Health and safety systems and practices, Technical services, Industrial relations, Materials purchasing and inventory control, Quality assurance, Resource planning – manpower, materials and services, Personnel training and Sales and Marketing
Successful track record in changing workplace cultures from cost plus to profit focused.
The introduction and development of Total Quality Management processes.
The development of customer focused attitudes and teamwork as well as in staff selection, recruitment, leadership and staff development.
Introduction of cost effective purchasing techniques and reduction in spares support.
Management of the performance and delivery of contractors.
Both are clearly responsible for substantial Operations (and both may be equally good at what they do) but based on what you’ve read, who would you be most interested in inviting for an Interview? What do each tell you about the Candidate? Which one has probably added more value to their job than the other? The truth is you can’t be sure without meeting them, but shortlist decisions have to start somewhere when 50 Candidates may have applied for 1 Vacancy…. and don’t forget, bringing a new Manager or Director into a company is a major investment. Companies have to factor in the cost and time to cover advertisements, recruitment agency fees, CV selections, interviews, visas, tickets, equipment, inductions – and that’s before you join the company and your work impacts on the wider business.
When hiring for such a critical position, there’s no margin for error – and decisions begin with your CV.
Take the time to read your own Resume again; use the internet to supply you with a list of typical Company Departments and use that list to include your own knowledge, experience and skills in each area, so potential Employers know that you’re the person they’d like to meet and talk with.
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