Job hunting is a serious business, but if it were a game it might be described as follows:

'This is a game for any number of players. The game is divided into two halves: the first half is called "Application", the second hald is called "Interview". All players will begin the first half but not all will be playing in the second half. The object of the game is to achive the job offer and there can only be one winner. In the first half of the game, each player must overcome certain hazards designed to prevent him or her from qualifying for the second half. Typical Application hazards are "too old", "lacks experience", "job-hopper", and "not qualified". Players who succesfully negotiate these hazards are declared the winners and will go on to play "Interview". Futher hazards are encountered at "Interview", including "no confidence", "talks too much", "shifty", "untidy" etc. At the conclusion of the game the player who has overcome all the hazards is declared the winner and recieves the job offer. All remaining players, who had previously been winners, are now lossers.'

Now, what makes this game particularly interesting is that few players can play both halves of the game equally well. One player may be a star when playing "Application" but a consummate duffer in the "Interview" half. Conversely, another player might be able to play an excellent game in the "Interview" half but never get's the chance to prove it becuase they never or rarely make it past half time.

But what is it that seperates the winners from the losers? The eventual winner of the game is not necessarily the best person for the job. Indeed, the best person for the job is frequently eliminated ib the first half. No, the winner of the game will always be the player who has played the game the best. This fact alone goes quite some way towards exlaining why perfectly sound job applicant find job offers, or even interviews, difficult to come by. Knowing how to play the game is the key to success.

As with all games there are rules. These pages of advice will, we hope help you play both halfs of the game.

Before we play the game, a word about luck. Chance can be an important element of some games and job hunting is no different. Even a winning CV cannot be a winner of all games and you would certainly be fortunate is you got to the "Interview" stage every time. What is certain is that most players trust too much to luck, perhaps becuase it is a pleasant subsitute for hard work. Consructing a winning CV is not easy - but then, as the well-known maxim goes, if something is worth doing it is worth doing well.

As with any form of writing you should put yourself in the shoes of the intended recipient. Think about the information you would need if you were the employer, and about what is relevant and what is not.

The CV must be tailored to the specific vacancy you are applying for; it is more likely to be successful than a "stock CV" used for mail shots. It should be tailored to reflect your strengths, experience, and knowledge relevant to the post for which you are applying - but be truthful.

Write to reflect the position applied for, identifying the skills and experience appropriate to the post.

Identify under "Outline of Responsibilities" those job elements, which you believe to be relevant. Be ruthless about trimming out other information.

Always stress the positive aspects of your qualifications and experience and seek to relate those to the job and organisation in question - use the advert for clues.

Achievements are the most important area. What have you done and what have you changed.

Do not try to include too much information. A CV should provide the potential employer with a snapshot of you with enough relevant information to make him or her want to learn more.

Ensure you account for ALL your time. Any gaps will be spotted.

Your thoughts and comments on the service provided by Elite Selection Services are very highly valued by us, please take the time to send us your comments via info@eliteselectionservices.co.uk 

Back to the top