New year, new you, new job?

New year, new you, new job?


If you’re one of the many people returning to work this week, you might be reflecting on your job, your career, and if you’re actually happy with your current work situation. So, if you’re job hunting or considering embarking on a career change, Clear Cut Selection’s upcoming blogs on the subject will provide some food for thought to make the process easier.


Part one.  Your CV.

Everyone has an opinion on how your CV should look. Having so many conflicting opinions can be tough, so my advice is to stick to the following rules, which are generally considered to be standard across the board.

Have more than one CV. Especially important if you’re considering applying to more than one type of profession. Try and tailor each CV to the job that you are applying for. Ensure that the terminology used within your CV reflects the terminology used on a job advertisement. Applicant Tracking Software used by larger organisations filters out those applications from individuals whose CVs don’t match the key competency and skill phrases listed in the job spec.

Keep it to two pages. This is a summary, not a story, so keep it concise. (True, there are some exceptions. If you’re an academic and your research has been published in various journals, for instance, your CV will need to be longer to accommodate this).

Keep the style business formal. Adopt a formal font and ensure you maintain throughout. Use only black text on white paper. Avoid garish colours, unusual presentation of text or adding a photo. (Again, there are some exceptions. Photos are more appropriate if you’re a model, for instance. If you’re working in DTP, you may want to showcase your technical abilities within the layout of your CV).

Contact details. Always ensure that your personal contact details appear at the top directly below your name. Email addresses or Linkedin profiles should appear as hyperlinks. If you don’t have a Linkedin profile, get one. As well as helping build your network, it’s essential in terms of being seen my organisations who are directly searching for talent This also applies to undergraduates, where the competition for vacancies can be most fierce.

Have a personal summary. Why are you the right person for this job? What value will you add? What are some of the skills and qualities that you posses which will be attractive to employers. Volume wise, aim for a paragraph of two or three sentences, which should appear directly below your personal details.

Celebrate your successes! Your achievements and successes demonstrate to employers that you will be a value add. Remember to think in commercial terms: Money made, money saved or processes or systems that have been streamlined or improved are great examples of how you have previously made a positive contribution. Internal promotions, awards or targets achieved or exceeded can also make good content. 

Tune in later this week for part two, or visit Clear Cut Selection’s previous blog posts for more advice to bolster your chances of getting the job you really want!

Perfectionism. Just say no!

I recently watched a YouTube video posted by a former employee of a well-known high street fashion brand. Her video, which focused on how to master a retail job interview, provided lots of helpful and insightful advice - how to prepare beforehand, potential interview questions that may arise etc.

 Six minutes in, and attention turns to the dreaded “Tell me about your greatest weakness” question. The viewer is advised that, in order to tackle this question, one must “turn a negative into a positive”.

 So far, so good.

 The viewer is then advised that candidates should respond to that question by stating that they are a “perfectionist” - because you are “basically stating that you spend so much time on things because you want them to be perfect”. Hold that thought. Now, let’s consider why, no matter how well intentioned, this is actually bad advice.

 Spending “so much time on things” could easily be misconstrued as ‘spending far too long on things’. Consider, for a moment, a hypothetical employee, one who keeps working on the job in hand until it’s ‘perfect’. Someone who can’t move on to another task, until the one they’re working on has reached what they believe is the ‘perfect’ standard. Now imagine that, waiting impatiently on the sidelines, is another task. A task which is more important, more pressing and worth more from a commercial perspective. What does the perfectionist do? That’s right, they ignore a task that’s begging for attention in favour of a less important one - at the expense of organisational commercial success.

 This is dangerous from a number of perspectives.

 Perfectionism suggests psychological inflexibility. It implies an inability to differentiate between acceptable, necessary and desirable standards of work delivery. It also indicates a lack of awareness of wider departmental and organisational priorities, AKA an inability to see the bigger picture. And being unable to see the bigger picture is the type of hurdle that stops both internal and external candidates moving into more senior, managerial or strategic positions.

 Sure, consistently delivering a ‘perfect’ standard of work is ideal in an ‘perfect world’, but the world of work doesn’t function like that.  Candidates at interview need to show they understand that work sometimes has to be delivered to differing standards (depending upon, for instance, the wider context of more pressing priorities). This shows awareness of the bigger picture and a healthy level of flexibility. Candidates that demonstrate they understand the fluidity of businesses objectives allow their interviewer to see that actions they take are determined by facts (the head), rather than their desires and urges (the heart).

 In addition to all of this, innate characteristics or traits (like perfectionism) are hard to change - and employers and interviewers know this.  No one runs internal training courses to help remove perfectionist characteristics from your personality. And perfectionist characteristics are only likely to linger on, which means they are likely to continue to impact negatively on the work you do.

 So, when an interviewer asks you about weaknesses, change the semantics. Instead, talk about ‘areas for development’. And change the way you think about your weaknesses. Check out the valuable advice from HR guru The Avid Doer to help you start rethinking and re-framing what your ‘weaknesses’ actually are! And for more intel on answering other, tough, interview questions, take a look at Clear Cut Selection’s blog

GCSE results day. What now?

Yesterday was GCSE results day.

The anticipation, as we all know, can be agonising. This year’s grading system has changed. Thrown into the mix for 2018 is a new, numerical grading system, based on a score of 1 -9, which applies to some, but not all, subjects. This will have only served to deepen the tension that students are experienced. Concerns about higher education and employment prospects run parallel with worries about how we compare to (and will be perceived by) others.

So much hangs (or at least feels like it hangs) on that today and the outcome of our exam results. Did we achieve the grades that we wanted? Did we achieve the grades we needed? If we didn’t, what do we do now? What will other people think? Will our parents be disappointed? Or angry? What now?

While yesterday may have been a day of celebration and jubilation for some, it was a day of commiseration for others. For the latter, the world may feel like it’s falling apart. If you fall into that camp, here’s the moral of the story: It’s not over yet. In fact, it’s just the beginning. The retirement age continues to rise and the world of study, work and opportunity is changing. Two or three careers in a lifetime isn’t out of the ordinary, returning to education in later life is commonplace and the entrepreneurial spirit is alive and well. If things on GCSE results day didn’t go as you had hoped, don’t sweat it. Step back, reflect and recalibrate. Retry, retrain or head off in a different direction. Alan Sugar left school with just one GCSE, but that hasn’t stopped him going on to be one of the UK’s most successful business people.

There’s one further, important point to be made. I recently read a fascinating article in New Statesman, which focuses upon Yale University’s successful course on the ‘science of happiness’. The article touches on many points, but in the context of education and achievement, I wasn’t surprised to read the following: “Good grades and high paying jobs don’t make you happy”.