Creating a compelling CV can be a painful process. It takes a bit of self-reflection and talking about yourself objectively, which doesn’t come easily to everyone. There probably isn’t a candidate out there who hasn’t come a little unstuck during this process. And when you think you’ve finally got it nailed, are you getting the interviews? Or are you missing out on jobs you feel qualified for?
We can help you stand out from the crowd with some best practice advice from someone who has seen thousands of CVs. Conor White, Associate Partner, Healthcare and Central Government Divisions at Real Staffing, says his key takeaways are applicable to all public sector roles, not just in health, social care and government.
- Make it outcome-focused
Your CV should show what you have achieved. Use ‘I’ rather than ‘we’ to highlight achievements in a particular role. “Long gone are the days of fluffy CVs describing yourself as a strong team player,” says White. “Candidates need to talk about how they delivered a project within x number of weeks, for example, and outline its impact or successful delivery.”
He also notes that roughly 75% of public sector jobs now include some sort of digital or IT focus. Applicants for these roles should specify the IT system they’ve implemented, where applicable, as well as the project management methodology used.
- Concentrate on the data
Focus on making your CV data-led, which means including percentages and any other relevant statistics, such as cost-saving numbers. “Managers flick through CVs, so they need to be punchy and list the facts,” explains White. “In an extremely competitive and pressured marketplace, they don’t have time to read through how someone describes themselves – this can be identified in the interview process.”
Getting to the interview stage is the goal, and this is largely determined by the data and results highlighted on a CV, he says. “Proof has shown this gives the line manager peace of mind that this person is capable of what’s needed.”
- Ditch the profile section
You can say goodbye to any awkward self-reflecting as White believes the ‘about me’ section is no longer needed. “We see thousands of CVs and one thing that’s really clear from our side is that they all read pretty much the same,” he explains. “They all say ‘I’m a team player or I’m target-driven’ and so on, so this section has become irrelevant because it doesn’t say anything unique. A profile where a couple of parts have just been tweaked from a template isn’t helpful.”
- Remember – format matters
Keep it basic. CV expectations in the public sector are, of course, very different to the creative industries, for instance. The simpler and easier your CV is to read, the better, says White. He strongly recommends using bullets points and advises against a personal photo or too much content for people to digest. “Chunks of block text or ‘ugly’ CVs will often be put to the bottom of the pile. It needs to be eye-catching and simple,” says White.
- The power of a supporting statement
This is far more useful than an ‘about me’ section and enables candidates to show they really grasp what’s required for a role and how they fit the bill. At Real Staffing, a project brief or job description will be shared with candidates for a particular role. White explains: “What we then like to see is a candidate taking the time to read it through and coming back with five to 10 bullet points that really respond to it, indicating they understand what’s being asked of them in this job.
“Our purpose is to sell and ensure that candidate is requested for interview. If we have the cold hard facts of how they meet a job spec, we can better use that information to make sure they get one.”
- Build a relationship with your consultant
Once you’ve crafted a CV that stands up to White’s top tips, focus on fostering a personal relationship with a recruitment consultant. With such a huge number of public sector projects currently going on, this element is more important than ever to improve your chances of success.
“The people who work with an agency better are the candidates who build a relationship with their consultant,” stresses White. “They are the people getting the jobs. If one of our team has had a conversation with a potential candidate, received their CV, and talked to them about how they meet a job spec and then met them either virtually or face-to-face, they’re easier to sell. There’s already some trust there too.”
For six to nine-month contracts this is especially pertinent, as these positions often don’t make it as far as being advertised before they’re filled, he warns.
- Keep up to date on LinkedIn
Finally, make sure you have a current profile on the queen of professional networking sites and are regularly active on it. “If a client receives a CV, most of the time they will go straight to LinkedIn to check the profile out, especially in the public sector,” says White. “Most people who start out in the public sector stay in the public sector, so people really do know each other and are generally well connected on LinkedIn.”
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