Let’s Talk Common CV Errors!

As a Candidate Manager at Lotus People, I am viewing hundreds of CVs per week and having the same conversations consistently with candidates about CV tips and advice.

There are some common errors I frequently view on CVs and I thought I would share them here for candidates at all levels.

By following the below tips, you can ensure that your CV isn’t standing out for the wrong reasons, and eliminating your chance at securing your dream job before you’ve even had the opportunity to speak with a hiring manager or recruiter!

List your experience in chronological date order – The recruiter or hiring manager reviewing your resume wants to know your most recent experience first. Putting your very first job at the top of the page implies you haven’t worked in years, and may stop the reader from viewing further.

2. Proof read your spelling and grammar – small spelling and grammatical errors can jump out at the reader and make you stand out for the wrong reasons.

Ensure your ‘Spellcheck’ is set to the correct country, an Australian CV should read ‘organise’ not ‘organize’ and ‘prioritise not ‘prioritize’ for example.

If you include a full stop at the end of a bullet point, do this for all points not just some, it is important to be consistent across your whole CV.

Ensure you don’t have capitals on words that don’t require a capital letter and equally that you do put a capital on job titles, company names and at the start of sentences.

3. Include start and finish months, not just years – You should state that you worked in a role from “MM/YYYY” not only the year. Reading you were in a role from “2020-2021” could mean any length of time from 2 months to 24 months, and this is important information to include.

4. Include duties or responsibilities under your role – a job title is ambiguous and can involve different tasks depending on industry, you should include 3-5 bullet points that clearly explain what duties you were responsible for in performing the role.

5. Address the gaps in your work experience – it is absolutely fine to have a career break or a maternity break, we are human after all – but don’t leave the hiring manager guessing why you have a 2-year gap between roles, include the dates and the reason for the gap, this removes doubt and tells your story.

At Lotus People, we take an honest and thoughtful approach to support our candidates through their job search. If you would like specific tips and advice on your CV, reach out so I can help you.

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Navigating Candidate Market Drivers in 2024

20 Mar, 2024

The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!