Did you know that CVs have been around for over 500 years? Yet still, it seems everyone has a different opinion and offers up different advice on them… making it a confusing subject for anyone searching for work!
In my career as an IT recruiter, I’ve reviewed thousands of CVs. The good, the bad and the ugly! My biggest takeaway from this is that there’s no one-size-fits-all approach.
I feel us humans can’t truly share our whole selves on 2-4 pages of paper! But what I do know is the CVs aren’t going anywhere anytime soon.
So, I wanted to share some advice on CVs for anyone who needs a little assistance on this subject.
Be YOU!
Your CV’s personal profile is your chance to shine and showcase what sets you apart. Avoid generic statements and make it all about YOU! Think about your unique skills, experiences, and accomplishments that make you the perfect candidate for the job. Keep your profile concise, around one paragraph in length, and make it memorable.
Things to avoid on your CV.
To create an impactful CV, avoid simply listing skills without context. Instead, focus on showcasing your key skills through specific accomplishments and experiences. Tailor your CV to match the job you’re applying for, emphasizing relevant skills and achievements.
Things to remember.
Make sure your contact details are up-to-date! Sounds a bit obvious but it’s easy to forget!
A suggested structure for a CV.
There are lots of templates and formats when it comes to CVs. If you are finding it difficult to decide, below is a simple yet highly effective structure for a CV.
Personal Profile – A brief introduction highlighting your unique qualities and skills.
Key Achievements – Present your top 6 to 8 achievements with relevant examples. Highlight outcomes you’ve achieved in your CV, rather than a list of skills.
Career History – Start with your current role and list your work experiences in reverse chronological order, including responsibilities and achievements.
Education/Qualification- Provide details of your educational background and relevant qualifications.
Interests- Add a section about your interests and hobbies to display your personality outside of work.
The 2-page CV!
There isn’t a rule about CV length, but recently there has been a lot of talk about only having a 2-page CV!
My advice on this would be, don’t cram all your information into a 2-page document if you feel it doesn’t do you or your experience justice. A well-structured 4-page CV will be much better received than a crammed 2 paged one! Focus on presenting your skills and experiences effectively, without overwhelming the reader.
Your CV is your chance to shine and show your true potential. Remember, it’s not about fitting into a mould, but about confidently presenting what makes you stand out as the perfect candidate for the job.
If you need any help or advice on your CV please do reach out, I would love to help.
I’m excited to share some news I have recently, embarked on a new volunteering role as an organiser at codebar Southampton, a non-profit organisation that offers free coding workshops and mentorship to underrepresented groups in technology.
My journey with codebar began with a personal passion for inclusivity in the world of technology. Like many of you, I’ve witnessed the diversity gap in tech and the challenges faced by underrepresented groups. The desire to be part of the solution and create opportunities for those who need them led me to explore volunteering with codebar.
As I learnt more about the world of codebar, I discovered a vibrant and welcoming community. The organisation’s ethos revolves around providing free coding workshops and mentorship. It’s about offering equal opportunities for everyone, regardless of their background.
For me, this is an opportunity to work closely with like-minded individuals who share my passion for inclusivity and who are committed to making a tangible impact in our local tech community.
As an organiser of the Southampton chapter an aspect of my role is to help plan and host events. These events serve to help learners gain valuable coding skills and for mentors to share their expertise. It’s about creating a space where individuals can thrive, learn, and connect.
Our events are open, welcoming, and designed to break down the barriers that have often hindered diversity in tech.
The tech industry is evolving, and inclusivity is now more than just a buzzword—it’s a shared commitment.
I am proud to be part of this fantastic team and help contribute to a more diverse and inclusive tech industry in Southampton, that is making a difference, one workshop at a time.
I invite you to stay tuned for updates on our upcoming events and workshops. Homepage | codebar.io
If you share our passion for a more diverse and inclusive tech world, or if you’re simply curious about what we do at codebar, please reach out. I’d love to connect with individuals who are eager to join us in this mission.
Lucy
Tech leadership – Skills or People First?
Sheila and I have been having some great conversations about leadership and what skills are needed to become a great leader.
When it comes to tech leadership, should we prioritise technical know-how or outstanding people skills?
It seems that while a solid tech foundation is essential for some companies, the ability to motivate teams, have great communication/people skills, and have the capability to create a positive work environment holds its own weight.
Below is Sheila’s journey into IT leadership.
“What I discovered when I moved to lead an IT team was that what they needed was strong leadership and not technical expertise.
Most of my career had been spent working in the business side specifically setting up and leading Customer Service teams. I built a great relationship with IT teams because they were our enablers and supported our systems that were the lifeblood of what we did.
I was also a demanding customer as I wanted to introduce new technology that would help us deliver innovative and effective services to our customers.
My perception from the business side was that IT teams loved the tech but didn’t really like people. They struggled to treat colleagues as customers and found it hard to understand the challenges the business faced.
They were so far removed from the end customer that they didn’t realise the impact they had on the service we could provide.
I was promoted to head up a digital transformation programme and when out Head of IT left, I asked if I could take on leading the IT team.
There was some resistance initially as I was not a technical person but eventually it was agreed, and I became the Director of IT and Innovation.
Now, I may not be a technical person, but I do know my way around systems, I understand the concept and I love implementing new technologies to support the business.
What I also have is great leadership skills and a passion for customer service which were the two big things that are often missing from IT teams.
When I took over the team I listened to their frustrations and immediately found ways to improve the things they raised.
I introduced an exciting vision and got them involved. I implemented service standards and customer service training which dramatically improved the service to colleagues.
I led with strength and conviction. I made decisions. I removed blockers and challenged the way things have always been.
I was firm and demanding with the team but provided clear guidance and support to ensure they were successful.
I introduced team building and fun and shared an innovative vision that got they excited and committed to delivering like they had never delivered before.
I also built bridges between the business and IT so that we improved the way we all worked together.
In summary, it is not technical skills that you need to build an IT team but strong supportive leadership.”
We would love to know what your take on this is. Are you team “Tech first” or “People first” when it comes to leadership in the tech space?
Did you know women currently hold only 26.7% of tech-related jobs.
A concerning trend reveals that over 50% of women in the tech industry exit their careers by mid-point, significantly exceeding the exit rate of men. While caregiving responsibilities may be presumed as a factor, the key reasons behind women leaving the tech sector are:
These statistics underscore the urgent need for companies to take proactive measures in attracting and recruiting more women to ensure a diverse and inclusive tech workforce.
But it’s not all doom and gloom! Research has shown that companies with executive levels comprised of over 30% women are 48% more likely to outperform companies with less gender diversity.
These statistics highlight the importance of diversity and inclusion in driving business success. Embracing gender diversity in the tech space is not merely about meeting quotas; it’s about creating an environment where all individuals can flourish and bring their unique perspectives and talents to the table.
Here are 5 questions to help you take proactive steps in recruiting more women in tech:
Do you run programs to nurture and promote women’s talent?
Creating leadership development and mentoring programs specifically for women can help bridge the gender gap in tech leadership roles. Encourage women to pursue leadership positions and offer opportunities for skill development and growth.
Do you look at role-sharing and part-time workers?
Offering flexible work arrangements can be a game-changer when it comes to attracting women into tech roles. Consider promoting job-sharing options or part-time opportunities to cater to a diverse workforce. By doing so, you create a supportive environment that allows women to balance their personal and professional lives effectively.
Do you support women returners or offer better maternity leave policies?
Supporting women returners is crucial in retaining talent and promoting a more inclusive tech workforce. Consider providing return-to-work programs, mentoring opportunities, or extended maternity leave policies. A supportive approach will help women feel valued and encouraged to re-engage in their careers after taking time off.
Do you have pay transparency policies to address the gender wage gap?
Addressing pay equity is essential to creating an inclusive workplace. Implementing pay transparency policies can help identify and rectify any gender-based wage disparities, promoting fairness and equality for all employees.
Do you offer support for women going through Menopause?
Menopause is a natural phase of life for many women, yet it’s often overlooked in the workplace. Providing support and understanding during this period can make a significant difference in the well-being and productivity of female employees. Consider introducing policies and resources to help women navigate this life stage comfortably.
Embracing these questions and taking proactive steps will not only lead to a more diverse and inclusive tech workforce but will also empower us to create a world of boundless possibilities. Whether it’s encouraging young girls to explore tech careers, supporting women in tech through mentorship and sponsorship, or implementing inclusive hiring practices, our actions will shape the future we aspire to create. A diverse workforce leads to innovation, creativity, better decision-making and it’s also good for your company’s bottom line.
It’s time to stop talking and start acting to create a brighter and more successful future for the tech industry—one that values and empowers every individual!
