Meridian and CV's

Discussion in 'Jobs (Discussion)' started by meridian, Jul 23, 2012.

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  1. meridian

    meridian LE Good Egg (charities)

    Hi all

    Some of you might remember that a while ago I kicked off a thread on CV advice and it morphed into a CV review and redesign service that I offered in return for a donation to Holidays 4 Heroes. I ended up doing over 200 CV's for people but due to time pressures and not wanting to do a shit rushed job for people I knocked it on the head.

    Some of the reviews and re-designs were pretty quick but more than a handful took over 4 hours so I just couldn't keep up. I still get the odd request and help out when I can but I thought it was obviously time to do another thread, refresh the template(s) and distil the cracking advice from numerous posters on the old thread

    We had some pretty good results with that template but having looked at it again it looks a bit jaded.

    MODS, would it be possible to make this a sticky?

    One of the common questions is how do I translate military experience and qualifications into language suitable for a civilian job.

    The trick here, as with most CV stuff, is to tailor your CV to the job. If you were applying for a job where the people assessing your CV are ex military and the job is still security related, for example, then use the appropriate language, tone and content.

    If not then I must admit am not a big fan of civilianising military jobs and language because I think it makes you look life a smartarse, like calling a Brigadier a Senior Director for example. Instead, avoid jargon if the person on the other end won't understand it but explain rather than convert. You have to be comfortable with what is on the page because in an interview, the CV will be open for discussion.

    I don't want to argue with the CTW people or recruitment professionals because I am neither but I have had loads of jobs and know what works, for me at least.

    Please read the thread linked above because there is loads of great advice and once again, sorry for not being able to help any more on an individual level

    EDITED TO ADD: A word 97 version, the original is a DOCX

    Attached Files:

    • Like Like x 2
  2. Thanks for all your efforts here....

    The CV template version downloaded fine, but there seems to be some sort of problem with opening the Full Name - Date version.

    One of the big nuisances nowadays is answering "competencies" questions on application forms. Any guidance on this?
  3. meridian

    meridian LE Good Egg (charities)

    Edited to add a Word 97 version
  4. I have experience in leading, managing, large or small teams. I have over seen projects ( use instead of exercises). I routinely deliver on time, under pressure. Just a few I used.
  5. TheIronDuke

    TheIronDuke LE Book Reviewer


    Moving on...

    This is a tricky one. I missed meridian's initial thread and I am sure it is full of sound advice. But...

    Before you look at your CV you maybe need to look at your transferable skills? They are not what you think they are. Drill right down to your core skills and build up from there. Start with "I know what two and two add up to". "I can generally be relied upon to put one foot in front of another without falling over".

    Around this point some of you are going to think I am taking the piss. I assure you, I am not. Once you have the crude foundations you can start to build a Cathedral. And you do not start to build a Cathedral by building the fancy bits on the top. You start with the basics. The foundations.

    If you would be so kind as to provide an example?
  6. meridian

    meridian LE Good Egg (charities)

    I agree with ID, kind of!

    Lets see some examples of those difficult questions
  7. What do I win? Just to be clear, this aint from a recruitment professional, just info a lowly IAG worker and recruiter. Eggs, sucking, and granny aside, Competency Based Interviewing (CBI) is recruitment speak for interviewing which pits your competencies against a job spec/role. Competency and behavioral questioning, in questionnaires or by asking the candidate under interview, how they behave in work-related, real -life situations. Some recruiters believe that the candidate will demonstrate where their given competencies are. There by indicating how suited they are to the job.

    "Tell me about a time when you have…managed change. Describe an example of….effective communication. Tell us about an occasion when you had to….solve a problem". There's also the "STAR" interview method /Situation, Task, Action, Result.

    A quick search engine query for Competency Based Interviewing gives a good range of examples. And it's often discussed by the big, specialist, recruitment companies.
  8. I know I came into CivDiv a long time ago,but the thing I found worked was,'horses for courses'.

    At any one time I had at least 6 different CV's,with a lot of key job description phrases,on a page in Word,which I could cut/paste into a CV,one CV doesn't fit all job applications,read the job spec carefully,think about how it applies to your skills,and write your CV to match,and make it different ! ;-)