As a candidate you may be confused as to why sometimes your application, even though well suited to the position, does not get past the first round. I know of people who fulfill the search criteria but don’t get a chance to convince the hiring manager of their ability. Maybe their CV doesn’t highlight the skills as well as they think. Perhaps they are considered too experienced or too junior.  Or is it just down to the number of equally qualified candidates who have applied? It does seem that getting your application noticed is sometimes down to pure luck. So, what did my candidate do to stand out?

Cover letter

The candidate sent a succinct cover letter explaining what he could offer and why he was interested in the position. Four short paragraphs, highlighting his skills and how these would transfer to the new environment. Easy to read, convincing and to the point. Furthermore, it was addressed personally to me.

With LinkedIn’s quick apply option, the number of cover letters has decreased significantly. For every 100 applicants I receive, I probably only receive five letters. Some of these are so long and so unclear that it is tough to take it all in, especially when the text goes onto a second page. Others are just generic texts sent out with each application. Sending a well-written cover letter, in one PDF document with your CV, will make you stand out.

CV

CV formats vary per country, with many Swiss employers even expecting a photo and date of birth on applications. Modern CVs seem to have become more colourful, more focused on design with icons, arrows and, on one CV I recently received, a candidate holding a duck.

Research shows that a recruiter’s eyes are drawn to the upper part of the first page and the left-hand side of the paper. Therefore, a short text indicating your skill set at the top, and your accomplishments listed by bullet point under each work experience, are advisable. And don’t expect the recruiter to understand your company jargon. You may be underselling yourself if it isn’t clear at first sight what you mean.

This candidate’s CV was two pages long, with his work history, skills and achievements clearly explained. No colours, no icons and no ducks! His experience spoke for itself.

Be informed

Although the discussion was an informal chat to gain a better understanding of his expectations, the candidate had clearly done his research on my client’s company and was well-informed on the product. In the course of a very short discussion, he demonstrated enthusiasm, flexibility and willingness to learn: qualities that matched my client’s values. Contrast this with some interviews I have conducted in the past where candidates have clearly not taken the time to acquaint themselves with the company or products, with the exception of a cursory look at the company website.

In today’s challenging times the job market is becoming more competitive and candidates need to do everything to maximize their chance of success. As for yesterday’s candidate, I can’t yet say whether he will get the job. But, as a candidate who didn’t match the brief completely, he has done everything he can to ensure that he progresses to the next round. I wish him luck!

This article first appeared on LinkedIn Pulse.

The post How Candidates Stand Out appeared first on SC Career Transition.

Most of the people I’ve worked with over the past 20 years – whether as an HR professional, recruiter or career coach – share Tom’s views, irrespective of whether they are CEOs, athletes, or recently qualified university graduates. More often than not, they are worried about what their friends will think of them, convinced that they are worthless, and prefer keeping to themselves while looking for a job. Even though this is understandable, this behavior is actually counterproductive on two levels:

1. Social support helps you to cope when the going gets tough; and
2. The social contacts you have, particularly those “weak ties” with people you don’t know very well, can offer a unique perspective and resources that are invaluable when looking for a job.

So what can you do to make sure that you have the right support team in place?

Take a look at your circle of friends, family members, and acquaintances. Identify the people you can count on to help you.

• Who will always be there for you no matter what happens – picking you up when you’re down and cheering you on?

• Who knows you well and can be counted on to give an unbiased opinion of your skills and achievements?

• Who will challenge you to fulfil your potential, ensuring that you are the best you can be?

• Who can you confide in and be vulnerable with when you need to talk about your fears, doubts, and insecurities?

• Who can offer you support and guidance in identifying your next professional challenge?

• Who can introduce you to people with different backgrounds to expand your network?

If the support network you’ve identified through this process doesn’t feel right, start assessing who else you might be able to contact for assistance. Rather than trying to cope on your own, building good relationships and getting support can help you to overcome challenging circumstances and tough times. Seeking employment is no exception here.

Coming full-circle, at the end of our session, Tom understood the importance of social connections and realized that trying to do it all on his own wasn’t going to work. He identified a support network and was able to get the assistance and advice that he desperately needed. Now, he’s happily employed in customer service.

The post Tapping into Your Support Network is Key to Getting Your Next Job appeared first on SC Career Transition.

• Challenges faced when changing career
• Useful tips for anyone confronted with a career change
• Transferable skills
• Similarities (and differences) between the business world and the world of sport
• Transition from sport into a “normal” life

Listen to the interview LINK

 If you are interested in speaking to me about your own career challenge, feel free to email me at julie@sc-careertransition.com to set up a call.

The post Transition, Change and Career Reorientation (even for Sports Stars) appeared first on SC Career Transition.

If we invest so much time and effort in complying with one European law change, why don’t we put similar energy into another urgent matter requiring a new law: employability of the over 50s in Switzerland?

Two years ago I wrote a blog entitled: “Unemployment rate in Switzerland: too old to work at 50” and the response amazed me. I had hit a nerve and I was and continue to be inundated with comments from people who identified with my comments or who were personally affected by the situation. This week, a documentary on Swiss television (SRF: ”Aussortiert und diskriminiert” ) reported on the same issue. It appears the situation continues to get worse, with no real hope in sight.

As a recruiter and career coach, I see first hand the devastating effect on careers, and indeed lives, that unemployment in the over 50s causes and it seems that there is no help at hand. As it is likely that the official retirement age will continue to rise, are we going to end up with people unemployed for twenty years or more? What can we do to fix the problem?

Recruiting in the UK recently, I was amazed at the difference. CVs did not have dates of birth on them, applicants only detailed the last ten years of their careers and it was impossible to discover their true age. Even face-to-face interviews didn’t offer more clarity. Of course, you can tell the difference between a 20-year old and a 40-year old, but if the person is “well maintained”, you have no idea if they have passed the dreaded 50-milestone until they are employed and have completed the onboarding documentation. And experience seemed to be valued in the UK, rather than seen as a sign to throw the application in the bin (metaphorically speaking, of course, as I believe that privacy policies state that we have to put it through the shredder)!

So, why is it so different in Switzerland? What can we do to bring our hiring practices in line with other countries? Nowadays some applicants don’t put their age on their CV, often to their detriment, as employers tend to presume that the candidate may be older than he/she wants you to believe. Even if you go through the interview stage without knowing the age, when you see the employment certificates from past employers, the age is clearly stated in the opening paragraph. In fact, the specimen employment certificate from the “Centre Patronal” clearly indicates the need to put the date of birth on the certificate.

If we want to support the over 50s and make use of their invaluable professional experience, let’s follow the lead of many countries and make it illegal to put the age on the CV, employment certificates and educational diplomas. And for all those school and employment certificates established over the last forty years, we should make it obligatory for candidates to “tippex” out the date of birth, or at least do the digital equivalent of this.

From a candidate’s point of view, make sure you fulfil your side of the bargain. In addition to keeping your skills up-to-date, be aware that appearance matters. I am definitely not calling for everyone to undergo cosmetic surgery to look younger but you should understand how personal grooming impacts your appearance and your employability. Think about what you can do now to ensure that you look fit and healthy at your next interview.

Of course, I am aware that the solution to this massive problem is far more complex than hiding your date of birth and getting fit. Other steps will involve educating decision-makers on the benefits of hiring the over 50s, and perhaps, more controversially, taking a fresh look at how certain benefits impact the hiring decision. Is the cost of hiring people of a certain age prohibitive to many companies? Will the over 50s have to forfeit their entitlement to the additional week’s vacation customary in some industries, or perhaps pension companies will have to review the structure of the contributions which make employing older people more expensive? All this will take a lot of time and debate. Progress will be slow.

So, let’s start with something simple. Make it illegal for the date of birth to appear on Swiss CVs, employment certificates and educational diplomas. If we are capable of putting all our efforts into complying with the European GDPR, we can definitely do something positive today for the employment market in Switzerland.

The post Unemployment rate in Switzerland: still too old to work at 50? appeared first on SC Career Transition.