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10 Things You Might Be Doing Wrong In Your CV

10 Things You Might Be Doing Wrong In Your CV

Above all else, a CV or resume is a serious document. Getting a job is a serious undertaking. And when you submit a CV, recruiters, hiring managers, or other decision-makers assume that you “get” the dos and don’ts for crafting a document that follows certain norms and formats. That said, there are some common things that many candidates do wrong. You can avoid these 10 errors.

1. Too Much Personal Information

Years ago, candidates were expected to supply name, full physical address, and phone number. In many instances, including date of birth, marital status and number of kids was also appropriate. This was because potential employers were looking for stable individuals who were “settled.” Marriage sort of indicated that. This was all before the days of Title IX and other anti-discriminatory laws.

If you include more than name, phone number and email address, you are making a mistake. And never a picture, please. You may have been voted “best looking” way back in high school, but it is totally irrelevant now. Many CV readers will throw out one with a photograph because they don’t want to be accused of making a hiring decision based upon looks.

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2. Irrelevant or Old Employment

The fact that you worked for 3 fast-food restaurants and worked for a lawn care company during your summers of college – not so much. If you want a potential employer to know that you worked your way through college, save it for the interview, if you are asked, and use it as “proof” that you are a motivated person. But on a CV? Never. Do include:

  • Any unrelated work experience that does show development of important “soft skills,” like leadership or supervision
  • Any internships you may have had in college even though they might not directly relate. Internships indicate that you were selected above competitors and that says something.

3. Exaggerating Job Titles or Responsibilities

Waste management sounds far better than janitor, of course. However, you cannot bend the truth here. If you worked in a medical lab as pretty much an assistant without much responsibility, then you can’t embellish that to look like you were doing research – even if it fits nicely with the research position you are seeking now. Eventually, these things get revealed. People in far more responsible positions (CEO of Yahoo) have lied and been caught several years later.

4. Any Instance of Bad Grammar, Spelling or Punctuation

The chance for errors is greater on a CV than a resume, because for certain positions, CV’s are in paragraph form, as opposed to bulleted phrases. When you allow English errors to slip by, here’s what the potential employer is thinking.

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  • You don’t double-check your work
  • You don’t pay attention to detail
  • You are lazy
  • The job is just not that important to you

Better to have an English expert review all of you paperwork, even if you have to pay for it. You cannot rely on basic spell and grammar checks.

5. Hobbies and Activities that are “Fluff” or Political

Being in a bridge club, being a proud member of the NRA, being a deacon at your church, or playing basketball with a group on the weekends are big No-No’s. If you have nothing better to include in this type of a section, leave the entire section out. Do include a section if your activities include such things as the following:

  • Non-political and non-religious charitable work – e.g., Big Brothers & Sisters
  • Board member of a business, educational, charitable, etc. organization

These types of activities demonstrate commitment to your community.

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6. Even a Hint of Negativity toward a Former Position or Boss

Obviously, if you are going to put a “Reasons for Leaving” at the end of each position description, you can’t say, “The job sucked.” You have two options:

  • Don’t put that section in at all – you can cover reasons in an interview, but even then, never speak negatively
  • Find a more positive way to state a reason

7. Design/Formatting Errors

The layout of your CV should follow an acceptable format, and focusing on creative appearance that veers from that format a lot is probably not a good idea. If you want to add some flair, make it tasteful – maybe a gray background with a dark navy print and border. Adding glitz, fancy fonts, and an ornate border will make you the subject of an office joke.

8. Silly or Questionable Email Address

Sparklelady@yahoo.com or Studmuffin@gmail.com are not suitable, and hopefully you know that. The best solution of all is to get a separate email account just for professional purposes – either through your Internet provider or through Gmail. You can keep the old one for friends – problem solved!

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9. Not Using Bold Headings

Your CV will get about 8-10 seconds for its first “read.” The reader is simply scanning down the page looking for some specific items – keywords/keyword phrases, possibly job titles. You want him or her to see those, so they must be in bold and possibly one font size up from the rest of your text. This makes your CV scannable in that 8-10 seconds.

10. Phrasing Errors

The job you seek had a description. If you do not use some of those keywords in your CV, you are missing an opportunity to be singled out. And, as stated above, try to place them in headings in bold.

The other error is to us vague phrases about your skills or strengths – “high level of organization,” “strong work ethic,” “good team member.” These are trite, overused, and, frankly meaningless.

Featured photo credit: Flazingo Photos via flickr.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

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