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THE BRUTAL METHOD
the phone industry, fashion …
Everything has changed, your CV/resume too
To those who will enjoy this book as a summer reading,
To those who will take it as a leap into the unknown,
To those who will see it as their last chance, holding their
Contents .................................................................................. 4
An introduction as a kick in the butt ........................................ 9
Tip ...................................................................................... 12
Chapter 1 : The EGO Marketing ............................................. 13
The Affinity Marketing ........................................... 15
The unstoppable attack ......................................... 21
Chapter 2 : Job hunting is a full-‐time job ............................... 24
The 4 keys .................................................................. 25
The plan ................................................................. 25
Evaluations ............................................................. 29
Refocusing ............................................................. 32
New ideas .............................................................. 34
It’s research time ................................................... 36
Sending your mail .................................................. 37
e) The letter of motivation ......................................... 47
.... 49 1....................... 51 3.............. Build your image ........................... 55 a) An introduction with hotels and prisons . fighting a war included .................................................................................................................. 60 2.................................................. 91 b) The support ...........................................................c) At the coffee break .............................. 55 b) It’s all about the method............... 50 2........... 92 1.. 72 3................................. The paper CV .................................... 77 Step 1 : Choose your riff . 54 Chapitre 4 : It takes an army to fight one .. Build a nest ........ 91 a) The « you’re not in sync » intro ....................................... 89 Chapitre 4 : The 3-‐wheel mechanism of the CV ........................... Don’t write anything before you say « I’m so sure about it » 52 d) Planning : a practical summary ....... 53 Tip ........... 88 Tip ................................................ 73 4........................ 76 c) The riff ..................................... 93 5 .............................................................................. Know your target ........ Convince yourself ........ Know your opponents ...... 59 1...................................... Know your features .............................................. 82 Step 2 : The variations of your riff ..................................................................................................................................................
............................... Language skills .. 104 6.. 115 5................ you always follow the Beauty Queen ..................................................... 114 4............ 110 3............................................... The picture ....................................................................... 136 3. 122 Tip ............... Determine a structure and stick to it .. 126 a) In the street........... 109 3.................. 103 5.......... 120 d) The layout ... 107 1........... Typography ........................ Dates/timeline/chronology .................................. The Company is the Queen ............ 152 6 ..................................................................... 97 4... Go straight to the point ................................. 127 2........................... 108 2.3.......... The on-‐line CV ...... The video CV ..................... 144 4............................................. Spark desire ...................................................................................................................................................................... The PDF CV ..................................... Length : a never-‐ending debate ............ 149 5................. 105 c) The content ............ 125 Chapter 5 : essential codes ... she seldom proves to be Miss IQ ......................................... 126 1............................................................................................. 126 b) Cv : the classic codes ........ Hobbies ............. Make it easy to remember .................................................. The CV on CD ................................................
.................... 196 Step #4 : Client-‐related arguments ........................ 195 Step # 3 : My riff as the Red Lead ............................................. 201 Step # 9 : Two tests .... 158 7............... More details ......................................................................................... 194 Stap #2 : Everything on one single sheet page ....................... 188 a) My CV leaves trails ..............6..................................... 191 Preliminary # 3 : Research .......... 209 7 ........................................ 207 A short conclusion .................................................................................... 196 Step # 5 : Characteristic features .................................. 162 The tip ....................... 189 Preliminary # 1 : Garbage can and Trash Can ............................ 188 b) The Brutal Way : the 10 steps ...... 206 Tip ................................ 203 Step #10 : Printer........................... 200 Step # 8 : Classic or Eccentric ................. 187 Chapter 6 : drafting your CV step by step ............................. 194 Step #1 : The oral test ................................... Categories ........................ 209 Last tip for the road ... 191 Preliminary # 2 : Review and choice .. 197 Step # 6 : Then differentiate yourself ................................................................................... 199 Step # 7 : The seven essential codes .......................... fax and copy machine .......................................................................................................................................................
the way they address you. Recruiters. it is all brutal : those guys mean business. It is easy to answer those questions. advisers you meet. Job hunting is a ruthless business. how they talk to you. the way they act.An introduction as a kick in the butt Is life fair ? Is life sweet or ruthless ? Is job searching fair ? Sadly. companies. 9 . ruthless and unfair.
10 .. the winner takes it all ! Techniques to take the upper hand are out there. This book has only one objective : to be easily understood in order to be easily put into practice. Second best is not enough. yes. and. you. luckily. you have the upper hand though. We want to be clear. It is up to you to cross the line from time to time. most recruiters are not aware of them (yet). the real question is : will you be knocked down again ?… And yes. concise and accurate. Let’s stop being candid. There is only one winner. you must win where others lose. but contrary to what you can find on the internet. You strike first. we don’t offer any magic formula. You must muscle your way in. You need to accept that job searching is unfair : the best guys don’t get the job…but the ones with the best preparation and the most effective weapons do. You. Your CV is all about you.Potentially. The first bullet is attached to your application email : your CV as a straight punch! Do I need to be fair or is the fight inevitable ? You need to rephrase. that is why this is agressive writing : it is brutal. This book explains the basic conventions. now and afterwards. the codes and the essential tricks to master. Note : This book provides you with simple rules. Own it all so it becomes yours. There is no ready-‐made chewed up CV. will strike first.
Actors know that much: the first step into the role is your disguise.
Dress up like the perfect job hunter. Pick up the clothes which will
make a good CV and motivation letter writer off you : a pair of jeans, a
tee-‐shirt, a sweater and a pair of shoes.
Also, go in the attic and your polo shirt and camouflage pants from the
military days or your favourite sweater from college will do : find
clothes you would dress up with in the morning, whether you go to
work or to war.
Practically, you will need two outfits : the regular one at home and the
one you will dress up with for the job interview.
True beauty lies within, I know that. The applicant’s qualities, his skills
and abilities, his previous experience, that is what is essential, I know
But most of all, the candidate will be picked up based on his
appearance. Yes, mostly on his appearance.
What is critical here is the emotional aspect of recruiting, much more
than the objective part of the CV. The appearance…How the candidate
looks like, and we tend to forget it, how the CV looks like.
Long before the job interview, the way you look like begins with your
CV : 8 CVs out of 10 suck ! In 8 cases out of 10, the CV doesn’t open
any door. To the contrary, one door closes, the one leading to the
To market yourself efficiently, you will need to accept the fact that
marketing plays the major part in your job search : your CV is just an
ad, a package.
The video store is big, really big. Movies all over the place. Or rather
DVD or Blue Ray jackets. How am I going to pick one I haven’t seen
yet. No way I can evaluate beforehand. The packaging will dictate my
choice : the picture, the colors, the overall impression and the
summary on the back cover.
Now I have a better understanding for the recruiter’s questions. Just
like me, he has to make a decision based on the jacket, my CV and the
summary, my letter of motivation.
the product is determined after use, if at all. In the corporate world,
you recruit first with your eyes, you realise how good the candidate is
after you hire him, when he is actually working.
cruelly slamming the door to others. welcome to the world of EGO marketing. because selling means action. a) The Affinity Marketing Affinity Marketing is based on one simple idea : in sales. Therefore. this type of marketing has long been limited to interviews. The job application works like a packaging would : instantly it is make or break. How to reinforce the emotional tie with the recruiter ? In front of the computer. They have been adapted to the constraints and challenges of this famous mail. the recruiter is 15 .This book has been conceived based on aggressive marketing methods. In recruitment. Dynamic. marketing and human resources : it is simple and mostly effective. nobody buys anything if he’s not in the mood to ! It is of the utmost importance to create an atmosphere in your job application. For the last ten years. Affinity Marketing has been the favourite reference tool in sales. offering an opportunity to some people. it provides the candidate with a precious help during both the CV and the letter of motivation processes. it is all about emotions. how to create this bond as early as in the CV or the letter of motivation stages ? First of all. Nevertheless. the atmosphere must be both dynamic and appealing. As in a supermaket.
niggling and sad waiter. 16 . He needs to call you in and to hire you. Appealing because nobody tips a petty. the interview. the token for the next round.literally buying you. You all need to shine : you. your CV and your letter of motivation : the recruiter should want to know more…Maybe you’ll get the coin.
its engine mechanics or how resistant the bumpers are. holidays. 17 . (that’s what the interview is for !) An open and self-‐confident signature : no scribble.. I will promote its design. between the lines. at worst an effort. To bond with someone is almost like feeling alike. The CV must be pure logic itself : the recruiter should not think in order to understand it. with the company. you are a great addition to the mix : it is all about the bond. You have already « worked with ». Alfa offers more seduction than mechanics. not even squashed nor crossed. Is feeling alike not synonymous with affinity ? b) The 3 channels of EGO Marketing Theoretically. If he does. For the last ten years. BMW sells teen dreams. no frame (why locking yourself up when you should be friendly). both the effort and the exercise. you have to create a bond with the recruiter. work… Renault markets its cars to families.Practically : − − − − − No shadow (it’s dull). its benefits and its values. not too nice. Not too friendly. it is not about convincing here. an enjoyable and clear aspect (you are serious not your CV !) A smiling mail : too many letters smell like old school work.. The result ? Trips. it is a mental exercise at best. a dynamic typography. The car is the product. you know . a conventional copycat. our marketing profesors tell us that a brand communicates about its products. big corporations have been targeting a specific niche : values. Your letter should stir up interest. playing with our anxieties. or with our desires. the brand and its products. no crossing out. At the same time.
His results represent the benefits for the company 18 . As a product. its benefits and its values. he is offering his skills. A good candidate should also bank simultanuously on those 3 channels : the product.
Be careful. specific skills are required for certain positions and companies. should you apply for positions with required technical skills. those lines are limited to a narcissistic description of the candidate’s past. as for added-‐value CVs. Ideally. they hire one human being. The employer is interested in the future : your contribution. for career change and for positions requesting mainly interpersonal qualities. − The skills: the candidate introduces both his technical and human skills. the letter of motivation and the interview. in the IT industry. Without those prerequisites. below the position you apply for. never put all your eggs in the same basket. and how he can benefit from your skills. What matters for the recruiter is his company. the 19 . Conveniently. your CV will be rejected. − The benefits : your CV is refering to your past. In reality. so don’t forget to mention them. they should be listed at the top of your CV. each line on the CV should help the recruiter understand « what’s in it for him ». and for accountants or technicians. The values are the essential part : they never hire a CV. For example. not you. What is important for the company it is not your past accomplishments but your future success. Play the three squares : the CV. Too often. Practically. The specifics as well as the assets of his detailed CV will be put to his credit in due time.hiring him.
There will always be a younger candidate. training courses and skills are just lines on a CV. nobody is indispensable. in which he will specify how each line can benefit the potential employer. more clever. Diplomas.− candidate may add a vertical column. the way you would deal with a problem. we will focus on the values in Chapter 4. better educated and speaking more languages. The only person no one can clone or dispose of is you. Your interpersonal qualities. The values : we can’t say it too often. evaluate a situation or provide a different opinion or solution. Practically. 20 .
Your CV doesn’t need to be exhaustive : to the contrary. Practically : − − Detail is the CV’s best enemy Suggest your accomplishments. Remember that the person who said it all has nothing more to say. the desire to know more. don’t explain them 21 . c) The unstoppable attack Curiosity is a greater motivator than profit. it should stir up questions.
feel the atmosphere. notice some details and focus on one moment. propose solutions without saying too much. 22 . You should let the desire spark off. as a fetish. He should see himself happy and relieved. They should lead to the interview during which you will be clear and exhaustive. Tip The important thing is to imagine yourself as the winner.− − − Informations about your previous jobs should be limited to a minimum Your picture should convey sympathy : it should prompt a meeting. The letter and the CV should be meant as baits. as a reminder. it is called the FREDERICK method. He should imagine a scene that comes right after the test. hung on the fridge or place the bottle of champagne right in the middle of your office. In order to visualize efficiently. bring up elements which will be elaborated during the interview. The person should project himself into the future. celebrate your new job at the restaurant. You should imagine yourself right after the test as well : will you go for a drink. with a friend… Plan a budget and put the money in evidence on a table. to picture yourself with the contract in your hands. daydreaming is on : you should imagine yourself. at his/her place. not express seriousness Your letter should be the starting point of the conversation. one object. Psychologists use a technique to reassure people who go through a test (and job hunting is a test).
24 . he should start all over again : job hunting implies organization.Chapter 2 : Job hunting is a full-‐time job The candidate must admit that he cannot rush into the CV business like that. Often. the candidate should be persuaded to relaunch his project : even if he has been looking for a job for the past 1. 2 or 6 months. almost like in the military.
1. The plan When you are looking for a job. planning. they are reluctant to any shape or form of organization : skills assessment. The plan works like one organizational. and most of all. shows him where he is starting from. Yet those things are essential : job searching is a professionnal process. refocusing and new ideas. It gives you this exhilarating feeling that you have the key.You need to establish a game plan. For them. evaluation. It is essential in order to define your strengths and assets. and you are already back into a work mode. The Skills Assesment process is essential. psycho tricks. There are 4 secrets to this search methodology : the plan. unbiased and. without a clear vision for my future. the recipe to success. the plan is like a roadbook : it guides the candidate. you need to decide on a course of actions. your job search is a job in itself. where he is heading to and mostly the challenge he will be facing. You should make it a step-‐by-‐step process : how could I write my CV without a clear understandig of my past. a) The 4 keys During counselling. Accept this methodological approach. unemployed people are reluctant to be called unemployed. it is just all theory. the evaluations. hot air. motivational tool. This approach turns the unemployed into a real professionnal in the job search business. no more into the unemployed mode. but also to define your objectives : 25 . most of all.
Your very own brother in arms. Always bear in mind that this game plan offers you the opportunity to find a new motivation from the very start and the chance to have a companion during the process.one out of three unemployed person is unable to clearly state which position he is aiming for ! There are 7 steps to the job search Game Plan. These steps are simple but too often tend to be neglected. 26 .
understand certain things. The night before : change the world. Research 27 . Day 1 : one day to develop my Game Plan Step 1 : The Skills Review 1. Adjust your CV and manage your mail 5. The letter of motivation Step 3 : The approach 1. Research 2. But we all understand that each of these 7 steps brings you closer to success. express resentment and bring back dreams of success. The research 2. If you ignore them. Allow time to draft 3.This book will only develop the CV part of it. a liability… − − − − Before anything else : get organised 1. What about training and education ? Step 2 : Drafting your CV 1. The review : I force myself to reflect on the course of my life 3. Organize your mail 4. Draft your dream team and fight together as a team ! 2. question others. new lives and families 3. The job : I force myself to determine the position I am aiming at 4. they work as well like a trap.
− − − − 2. Determine how you approach the market (opportunity approach. qualitative and targeted approach of specific companies and quantitative approach of one particular business field) 2. Adjust your CV and your letter of motivation 5. Be the one they expect Step 5 : To apply 1. Decide on your approach 4. Theoretical and practical upgrade (emphasis on management. Research 2. Determine the necessary steps Step 4 : To prepare for the interviews 1. Survey the job market 3. Crunching numbers: answers ratio. Research the company. Play the game and be the character 3. on change management and on communication) Step 7 : My first day 28 . first and second interview ratio 3. The go no go : Should I accept anything ? Step 6 : To prepare for the big day 1. Research the products and services offered by the company 3. its partners and its competitors 2.
I am suspicious of my qualities. I have met somebody. I think I know where my flaws. « have I bought the best books ? ». Either I like myself too much or I despise myself. my qualities and my strengths lie. self-‐evaluation is necessary : I have done my homework. Evaluation is the only valid method to follow-‐up a project. Evaluations Every project requires a follow-‐up : it needs to be evaluated. I think I control the process whereas most of the time the process controls me. I have drafted my CV « has somebody read it ? is it understandable ? is it up to the current standards ? » Practically. but the reality is that I disregard (or I hide) my flaws. « have I validated what he told me ? ». − I should be wary of Myself as I am too close to the action. For the man in the street. to evaluate its accomplishments and mostly to limit its failures. From the get go. Evaluation is not about monitoring nor sanctioning. evaluation comes with a taste of monitoring and sanctioning. I have picked up a job « have I asked a third party for an opinion ? ». and finally. And the strengths I display are just a cover. two persons are not to be trusted : the one who knows and myself. 29 .2.
− Also. these people 30 . or even worse the friend working at the HR Department. Often. I should be wary of the know-‐it-‐all expert : the person in charge of a charity or an institution.
Mr Job Center for example. a former colleague or one friend on the inside. good and bad. Documentation is available too. They all give you advice. Ideally. you’ll be told almost everything. Drafting your CV. the company’s and the recruiter’s. pick up three persons from different origins : one working in your field. and mostly adjust them (a) to the position you apply for. There must be something for each of them. and the HR person. (b) to the particular field. often these so-‐called market experts speak the same lingo they used…ten years ago. your CV should promote your skills. double check the advice. your expertise. The documentation at your disposal: check the release date. (d) to the job market and most of all to yourself. Remind yourself that your CV is at the intersection of three roads : yours. The letter of motivation is critical.are not well informed. to have people to read it. 3. Your CV : after you draft it. on the other side of the fence. have people read it again and again. The guy from HR doesn’t have a clue about your job anyway. Force yourself to draft it. He should be like you. (c) He is also your first messenger : he should spread your word. 4. (c) and the company you are targeting. The expert in your field should be able to determine your added value. to draft it again. the TO-‐DO list : 1. the one who is helping you finding a job. 2. (a) your baker should be able to understand it. Your job is to sort out right from wrong so it becomes your 31 . (b) Also.
you need help. but now you should learn the lessons and refocus your approach accordingly. both your skills assessment and your choices should be evaluated. 2 candidates out of 5 showed up inappropriately dressed up for the interview . she/he has always seen you as a wonderful person. forget the opinion from so-‐called friends and former colleagues. Too many people overprotect you. well it is up to you. 5. and most of all where your deficiencies. the job seeker looks like a victim. your weaknesses and our shortcomings are. criticisms and propositions.« foot in the door ». Also. advice and to be questionned. To find the person who will dare to tell you where your strengths are. Refocusing Refocusing means that you accept other people’s comments. Too often. 1 candidate out of 2 is unable to express himself or simply communicate what he wants or likes. demotivated and sensitive. You don’t need to be praised. Before you draft your CV. they restore your confidence and they hide the truth from you: 2 CVs out of 3 are below average . worn-‐ out. Forget about your partner’s opinion. 3. Equally. 32 . The same foot the buyer uses to close the door on the seller. 4 letters of motivation out of 5 are ineffective. they avoid unsettling you more at all cost (although they do know why you have been laid off !) You enjoy the feedback ? Fine.
the position or the company you are targeting. the way you deal with the corporate world. It is more wearying. your letter of motivation. less reassuring … It is a full-‐time job! 33 . your salary expectations. your CV. a journey during which change occurs constantly. your presentation skills whether during the interview or over the phone.Which parts need to be reframed ? Almost all of them : the field. … Consider your job search as a journey.
lifts you up and whispers to your ear : nothing is lost ! But there is a downside to this new idea. on one side. You are forced to admit that you were wrong. 34 .4. This very idea gets you motivated. New ideas The best way to bounce back ? You come up with a new idea. Full reset. on the other you are forced to start again : to draft your CV again or your letter of motivation. to question the way you deal with the corporate world and your presentation skills … This new idea may come up in a different shape : you may be thinking about a new career or a new life.
software and books available. and on the third day. Unfortunately. you draft your dream team and you get the skills assessment process under way. First and foremost : you set the frame. all of them job hunters. A fair assessment is all about someone’s life. we recover the strength and team spirit we can thrive on so we don’t let go. there is a lot of help. As a young job hunter. not about a position to be filled. It is pretty uncommon but ideally you would draft a team. It is up to you to pick up the right tools. Note : There is no secret. it will put you off and make you feel guilty very often. your regrets as a teenager and your dreams as an adult. to start a real day of work. « the Magnificent 5 ». You set up goals. advice. Bear in mind that each assessment process begins with questionning your childhood dreams. ready to help and support each other in order to reach the objective. you get up at 7 :30am on the first day. Several efficient assessment tools are out there. you share tasks. to activate the well-‐ advised help. You all meet every morning at 9 a. Together we perform better. so we keep on fighting when others would quit. we come up with differents ideas. you have second thoughts about setting up the clock … 35 . a group of people.b) The CV as part of your Game Plan You don’t start with the CV. − − As for the assessment process.m. why not designate leaders and even enjoy lunch breaks. your status back in the school yard days. at 7 :45am on the second day.
b) It takes time to draft the CV I allow myself one week to draft my CV. What you get from bureaucrats or teachers. The worst CVs ? The « CV Ctrl C-‐ Ctrl V » ones. Try to sort out good from bad and identify the relevant sources : buy or borrow several books. CVs followed suit. Not two weeks or. A whole week is required. The online data also lack innovation. standards… Few aspects have been left unaffected. that is not enough. These CVs follow you nicely from the early days of college graduation on. Most of them are obsolete. Best practices and requirements to draft CVs need a serious update. the way we communicate and the world we live in have all gone through an amazing evolution : the web. The corporate world. Each training. They all seem to agree on the same 10 years old rules. Done ! Now let’s get ready for the CV. The recruitment process definitely accounts for that : most CVs and letters of motivation lack of adequate layout. two hours. draft and often are hardly understandable. No way. The majority of job hunters is convinced that two hours is all it takes to draft their CV. surf the web and ask recruiters for advice. boldness or simply relevance . the phone industry.. as it is mostly the case. each 36 . well.− Don’t forget to schedule a couple of days to consider and draft your Game Plan.. one day at best. a) It’s research time There are several dedicated books on the subject in every bookstore.
the time to draft your CV once again. the quantitative mail and the opportunistic mail. you will dedicate time : the time to get to know them. to adjust your letter of motivation. With the assessment on your mind. it is taylor made work. don’t send out more than 3 to 5 qualitative applications on a 37 . Be careful.position is just another line added to the original CV. c) Sending your mail You will need a spreadsheet (or a squared sheet of paper). tools and DIY stuff available out there too. − The qualitative mail : you should target your favourite companies according to your skills. you throw this kind of CV into the trash can. Determine one day of the week to send your mail. These companies are your prime choice : that is where you would like to work. you draft your Cv on a blank sheet of paper. you will now dedicate two days to your letter of motivation. to research them. Sending CVs requires dates. and finally. Practically. you need people to read and proofread it. as mentionned earlier in the book. For them. determined quantities and objectives. there are techniques. Three different kinds of mails should be sent at the same time : the qualitative mail. Any job search starts with a blank CV : you start from scratch. Once drafted. Well. The stakes are high now. their history. When your CV is done. their products and their needs . your ambitions and your preferences.
someone you meet. to cash in on a « lucky shot ». Fridays are not recommended : for some people the weekend has already started. Those mails are sent all week long. including the search for contacts you might have on the inside (sponsorship. as a result. Have you got my mail ? Has it been addressed to the right person ? May I email you one copy ? Also. The quantitative mail : CVs are mailed in bulk. the research and the follow-‐up are assigned during the whole week. Each application involves : a research phase. As for advertised positions and unsolicited job applications. anything… 38 . You send the mail on mondays. so it is delivered on the right desk by tuesdays. The follow-‐up calls will be placed on wednesdays or thursdays. the rest of them are overloaded (what has to be done before the week-‐ end !). it involves a specific preparation to the interview. The mail is not as qualitative but it nevertheless requires the usual research and follow-‐up over the phone. an approach you decide upon and a customized draft of both the CV and the letter of motivation. You determine a planning for this type of mail as well : no more than 20 on a weekly basis. The opportunistic mail : This is a very specific process but you should dedicate half a day to take advantage of any particular opportunity. This process involves a follow-‐ up over the phone. It may come from randomly surfing the web. a former colleague can tip you off.− − weekly basis. it is all about quantity not so much about the follow-‐up. support or cooptation).
ü Seeding by calling : There is no CV without a follow-‐up over the phone. the candidate mails his CV and letter of motivation to the company. or hiring away from its partners. issues or expectations. therefore he is one of a kind.Don’t discard luck during your job search. it should be almost intrusive. The candidate doesn’t matter. To make sure the mail has reached the right person. products or management . This candidate is off the traditional job ad channel. he is motivated. The unsolicited application appears like one of the most commonly used and efficient approach. Some of its key elements can be refered to : proposals or references related to its services. Let’s rephrase 4 simple things : ü The unsolicited application : without any prior job ad release. Most companies don’t advertise vacancies. the letter of motivation should be reworded : more dynamic. don’t turn your back at what may appear imposible. The letter should be specifically focused on the company‘s needs. But mostly. the solution he is providing does. clients or competitors. Fact is : 100% of the people hired have applied. They use straightforward techniques : cooptation. to 39 . The CV is focused on the targeted company’s needs. The candidate should market himself as one unique product. more deliberate. online vacancies on the company’s web site. headhunters.
more generally. your CV can either land in the trash or lead you to the interview. You need to practice. to introduce oneself or to start convincing. This one phone call is crucial : it is do or die. I sell myself. Techniques are available. to answer a question from a recruiter or. to catch a recruiter’s attention over the phone proves to be a difficult thing to do. I open myself to a person I don’t meet face to face. 40 . To talk over the phone seems to be easy. But for many candidates.get the interview. mostly related to online sales. almost an act against nature : I talk.
10 are about your professional skills and 10 are about your people skills. the data is then gathered on index cards or on a spreadsheet. its history. c. Practically. its products and its referrals . It must convey your energy. No secretaries to block calls at those times. Heads of department are generally available before 8 :30am and after 5 :30pm. that is all you have to introduce and sell yourself. f. Thirty seconds then : 10 are about the recruiter’s company. b. Another 15 minutes to get a clear picture of its environment : its market. 41 . don’t forget that : a. 30 seconds. whereas a Department Head or a potential colleague basically need reassurance regarding your technical background . d. For example. The terminology gives depth to what you want to say. its competitiors and its business partners. Someone from HR does not have a clue about the technical requirements. e. it only takes 15 minutes for anybody with a fair knowledge of Google to gather enough data regarding the company. ü On-‐line research : thanks to the web. Always end with a proposition (not a request !) for a meeting within the next 5 days. drive and enthusiasm.
business field and sales figures b. Interesting : the person I will be meeting tomorrow plays golf…So do I ! 42 . Date of application mail and follow-‐up e. Perhaps you should google the people you will meet. Name and phone number of future boss d. Main competitors with their strengths and weaknesses.Check-‐list for the targeted company : a. Name and phone number of Head of HR c. Name of the company. h. List of products and services available f. Business partners and/or main sub-‐contractors g.
The new guy should have the requested set of 43 . ü Cooptation : When an employer decides to hire someone. he is taking a risk.
content too far from the realities of the corporate world. he should get along with the clients. every second mondays. This is more reliable than a recruitment procedure open to anyone : less candidates and of higher level. Now. you will be forced to a by-‐weekly review of your CV. poor drafting or inadequate layout. the employer asks his personnel to find « a gem ». he should be reliable and honest… To limit these risks to a minimum. the candidate should work on his CRM approach (Customer Relation Marketing). Following an internal notice for a vacancy. or of its objectives. On the agenda. An inaccurate analysis of the job market. he has already been altered : not enough (or too much) time spent researching companies. you redraft your CV and the letter of motivation. the once alleged perfect CV appears to be inadequate. the staff is asked to come up with names of candidates. It often involves a finder’s fee. An irrelevant candidate is bad PR. he should be a team player. d) Adjust your CV and manage your mail Very quickly. The selection is easier: the staff is reluctant to introduce sub-‐par candidates. your CV needs a radical change.skills. During your job search. The feedback from the employers will dictate the planning of your mail and its follow-‐up. He will adjust his CV after a better understanding of the expectations of the corporate world. … whatever the reason. This is what cooptation means. of its layout and content. By Week 2. or on the follow-‐up 44 .
idleness as a result of poor or inadequate feedback or mail. interview propositions or petitions for complementary informations The qualitative. The file name should meet some requirements. in relation with the size of the company. Name of the candidate 2.by phone. Most job seekers aim at various positions. as well as quantitative and opportunistic mail should be rescheduled. The name should include : 1. Perhaps : the reference of the vacancy 45 . Each one targets a particular position or business field. most CVs are digital. Generally. Careful. 2 simple things to rephrase : ü The different versions of the CV : Few candidates apply for only one job. you should draft not just one CV but several. Year 4. Two mistakes to be avoided : the work overload caused by too many answers from employers or the lack of activity. or the company’s and/or the recruiter’s operational language and culture. past dreams or old ideas. The same goes for the letter of motivation. the origins. sometimes totally unrelated. too little or too much feedback. Several explanations : the diversity of the candidate’s academic or professional background. then no. Vacancy (not your diploma !) 3.
But it is not limited to that. The recruiter has an idealistic idea about the perfect candidate : he will either be the answer to his problems or a true wall against his difficulties. It is more difficult to identify the preferences. and sometimes unconsciously. the needs and the expectations mentionned on the vacancy are different things. his preferences and his wishes. 2. his products. his market … but also his expectations. The colors. 4. The applicant can take the initiative and voluntarily detail his current needs to the recruiter and therefore profile himself as the answer to them. The expectations refer to the requirements or requests put forward by the recruiter in the vacancy release. The client. backgrounds or sets of skills. you should research your client : his background. The recruiter may prefer a certain type of profiles. In this case. always the client CRM : Customer Relation Management. or the almost magic solution which will allow him to save or keep his company. the recruiter is the client. The CV and the cover letter are the perfect tools for that matter. but you can do it. 3. They can work consciously. all these terms are instrumental during the recruitment process : 1. the design. 46 . It is not easy. the typography and even the writing style used in the letter of motivation (and the signature !) will have an impact on the perception of the candidate by the recruiter. his needs. In short. The needs refer to the technical or interpersonal skills required for the position. Usually. Often.
More than for the CV. You will need a couple of days. you draft the CV(s). 47 . You will ask for advice or for help. then the letter of motivation.e) The letter of motivation First.
how old the candidate is. or his qualifications. More agressive. with an answer ration of 35%. For higher skilled positions. the objective should be one interview every two weeks (or three) with an answer ratio of 60%. in order to outshine the competition. The same goes for the interview : just one and you are out. If the answer ratios are lower: − − Either the CV or the letter of motivation need a new approach. For lower skilled positions. more straightforward. (in Part 2 of the Brutal Method) ee will see that there are simple methods to draft a killer letter of motivation. Change them Or there is a lot of competition on the markey (lots of job seekers. Now. Practically. both the CV and the letter of motivation should be adjusted. with numbers and dates. the current trend within the job market. you’ll add objectives : how many interviews should you get ? Usually. the objective should be one interview per week. 48 . f) Numbers on his agenda There you go : you’ve done a rough draft of your planning. job seekers are aiming at a certain number of weekly (or by-‐ weekly) interviews. few vacancies). How many of them ? it depends on the vacancy. In this case.
the candidate switches into action mode.The question is : « are my interview skills up to the standards ? ». on their body language. on their tone of voice. This may sound offensive but this is successful Job Search 101. Consider those documents as a work in progress : they represent a never-‐ending process. You should question yourself. amend or re-‐draft them. c) At the coffee break Candidates usually enter the interview room and introduce themselves to the recruiter as Calimero’s twin brother. It tells the recruiter : it won’t be him. a pain in the butt or a loser in his company. something to stand for. each interview gives you the opportunity to review. It shows on their face. Therefore it is important to draft those documents at the earliest stage of the process. something to give out. Symbolically. They look like they are responsable for all the miseries in this world : « sorry for being here but i simply wanted to give you my resume » This is a classic : most candidates (notably senior ones and people unemployed for a long time) persuade themselves they will fail at the interview. Each mail. You should welcome the competition and enter the 49 . believe me : it won’t be you. « It’s me or them ! ». Nobody likes a depressive victim. He has something in his hands. review your strategy or find new ideas. It works. Note : Both the CV and the letter of motivation are crucial.
up to the standards…You are the one they are waiting for. nobody can help you : like the guy who wants to quit smoking. stand in front of the mirror and talk to yourself. or worse as Mr Nice and Candid. This is a statement. but it is not. it is my decision : THIS JOB IS MINE ! 1. Which certainties are we talking about ? It doesn’t matter. a small group of committed and devoted people around you. Solemnly you tell yourself : THE JOB IS MINE ! Dress up. This nest works like your base camp. or if you cook the best crumble. then it will be a piece of cake to convince yourself to be the best developer or the best secretary. persuaded you are one of a kind.battlefield as a winner and not as a loser. 50 . confidence is universal and contagious. bulletproof with certainties. Even worse. If you are convinced to be the best table football player. Convince yourself Conveniently. the only person who can convince yourself is you ! Build a nest : with a clear goal in sight. This is not stupid at all. you should stage the decision. It may appear easy.
well. I use a simple technique. or for a set of skills you have. Pick up one skills by which you stand out in your family. Finish the following sentences : − Whatever happens. III. and even more so… Do the same exercise for the position you are aiming at. During my training sessions. 2. 51 . it will make you smile but it is efficient. at riding uphill. Focus on your expertise and challenge yourself. Never forget that the motto « I believe I can fly » is crucial during the interview.This nucleus of certainties is the cornerstone to your success during the interview : the recruiter feels it when it is there. You cannot convince the recruiter if you are not persuaded yourself. at cutting a flower. and feels it when you don’t have it. So stop being Calimero’s twin brother too. it is not. Build a nest For those of you who think it is easy. Build your nest and verbalize what you just went through. II. at mixing music. I. Prove yourself that you are the best at cooking chocolate. … − I can punish if … − I am there to … − I have solutions : … − I am taking full responsability.
3. then you start drafting the CV of the letter. 52 . and mostly on your letter of motivation. Don’t write anything before you say « I’m so sure about it » This certainty will come out naturally expressed on your CV. If you don’t trust yourself. Build up your certainty first. this lack of confidence will show : you will come up with a poor CV and an unimpressive letter.
d) Planning : a practical summary Week #1 53 .
w eb sites. tips 2 days To draft m y CVs 2 days f or each CV To draft m y letters of motivation 1 day = 1 letter Analysis Week #2 Drap Mail To plan the m ail and the follow (to adjust the CV and the letter 1 day Tip Practice your signature.Preparaoon Création de sa capsule : « I a m the b est ! » 1 to 2 days To draft m y dream team : « I w on’t be a lone ! » 1 to 2 days The Game P lan : dates and objectifs 1 day The Review : « W here d o I c ome from a nd w here am I g oing to ? » 2 to 3 days Research : books. Don’t let it become your weakest link. something deliberate and professional. Most signatures don’t represent the person but reveal his weaknesses. make something nice of it. 54 .
don’t show too much enthusiasm. one stroke away from the much coveted fourth train station. you end up in jail…worse…without collecting money as you pass. with luck and strategy alterning. Also. And then.Chapitre 4 : It takes an army to fight one a) An introduction with hotels and prisons Remember the sad and cruel « without collecting money as you pass ». not really. you had to play and play over again in order to collect lots of Title Deed : and there. the person you helped in the previous round so he would not go bankrupt. money and rents step by step. you would over-‐motivate your « opponents ». was stealing your train station away from you. you had to collect properties. without touching it. The game of Monopoly. Playing Monopoly. Keep some of your cards to yourself. 55 . And there was nothing you could do about it. » Threfore. is teaching kids real life lessons : − Lesson #1 Hide your objectives : « Train stations ? well. In jail. don’t share your tips with anybody : there are very few gratifying well-‐paid jobs out there. before you enter the interview room. you cannot build an hotel there.
don’t be naive nor candid. We all know Judas. to buy food…our very own old ethological demons come back to haunt us : our survival is the only thing that matters. Don’t rely on your opponents’ humanity. but do we know who the Good Samaritan was ? After a few months. like an animal in danger. − Lesson # 2 While some people easily forgive other people – forgiveness being a very judeo-‐christian attitude – gratitude is more difficult to come by. 56 . to find a job is a matter of life and death : no money to pay for the rent. Be fair and honest.
at all times.− Lesson # 3 Know your opponents. to be aware of your strengths and weaknesses. it is pure logic and common sense. you should master the general framework of the game and. In the recruitment business. This almost military approach is causing anger. their weaknesses . The objective of this book is to provide everybody with the same weapons. just like in any B movie. To provide equal opportunities to everybody for a fair fight. this is not the most easy thing to do. there is a yellow demarcation line : to the left. also. 58 . to the right those who complain while watching others step over them. those who make it. their game plan.
In other words. those informations are indispensable. the candidate starts with a serious handicap. Equally and ideally. your strengths (your assets). Target 4 essential elements : the opposition (your opponents and the recruiter of course). This introduction has been agressive on purpose (troops need to be motivated again !). your Dream Team and yourself you should scrutinize the field of operations. 59 . fighting a war included My assets My image My posioon The compeooon The target To gather data about the battlefield and the opponents. he doesn’t start the fight on equal terms. your target (the position you are aiming at) and the way the opposition is considering you). Without them. that’s usually a job for Special Units or the Intelligence Department.b) It’s all about the method.
you must scrutinize it. the company. My preference goes to a limited. Analyze the job market globally : is it optimistic ? Pessimistic ? Are there profitable niches ? Is the crisis (or the sunny break) there for the long run or is it just temporary ? 2. Companies are in desperate need of salespeople who would bring in new business. take a pen… Roll up your sleeves. managers who would put things straight. this means work : you need to analyze. The target. but it gets too heavy. Note : Some writers include other elements in their analysis. Know your target To reach your target. 4 elements absolutely necessary to analyze : the job market. Determine the business fields you are aiming at For each field. research and put into perspective. The crisis is not inevitable. the vacancy and the recruiter. practical and simple approach. creative people who would relaunch their product line… Practically : 1. its circumstances and current trends) plays an undefined part. it turns into an opportunity for those who can make the most of it. 1. a) The job market The job market (or more precisely. analyze : • the consequences of the crisis 60 . Any salesman would tell you : know your clients first.Switch on your PC .
To draft those cards represents a substantial amount of work. its needs. others will stop you (don’t waste your energy !) b) The company : its culture. its business partners. its expectations As for any qualitative approach. its company should be extensively researched : its core values valeurs. interim. its products… Practically : Create an index card for each company. its hiring trends.• • • • the opportunities the crisis can create (very important. The company index card : 61 . but in the long run they will be instrumental to a successfuk career…knowledge is power. its teams. this can be your get-‐out-‐of-‐jail card during the interview) the expectations or needs as far as recruiting goes the trends in the recruitment business : hiring. sub-‐contracting… the discriminating criteria : some will help you (highlight them in your letter of motivation). its competitors.
Main accomplishments. Eventuellement : son histoire. mainly. During the interview. the purchase of a car is greatly influenced either by kids. for non-‐ profits). Overall description : Name. 4. or the names of their CEOs. or work colleagues. Possibly. The recruiter meets a candidate who. (when seemingly improvised) makes quite an impression. the prospective talk. its subsidiaries abroad. address. or friend of the parents. Prospective analysis : How will the market. For each of them: − Brief description − Target audience (or prescriber1) − Strengths and weaknesses − Rival products (or services) 3. 62 . the company and its products be like in the next 5 years. its history.1. or the social background. 2. It requires research and a fair bit amount of imagination. For example. Products or services available (or offered. legal form. not only 1 The prescriber is the person who influences the consummer in his choices or in his purchase decisions. decline or be able to adapt ? This is not an easy analysis. good or bad. number of subsidiaries or franchise network and turnover/sales. Will they expand.
Especially the department you are aiming at. together they will proceed to the first selection (awarding the first ticket to the interview. the same people will be attend the interview.masters the current issues at stake. In most cases. the opportunities and the potential developments for his products. Many people will be reading what you have sent. one external agency or a future colleague. but who comes up with a medium-‐term vision about the risks. c) The person I meet Between the company and you. and their Heads. Or not). He has many disguises. 5. Practically: 63 . The main business partners and its competitors. its main departments. the recruiter stands in the way. 6. he can be your future boss. Its management structure. the Head of the HR Department. the in-‐house psychologist.
But don’t send your application to your contact’s private email address. Use the search engines. 2 Surf on the company’s site. Analyze their email policy. whether it’s firtsname.com ou firstname_name@xyz. does he have hobbies ? Has he published articles or books ? where has previously worked ? You might be able to use those informations to your advantage.− − − − Before sending your CV (even in the case of a press release). an alias.name@xyz. call and ask for the name of the person you should send it to.fr). this would look bad. Some specialised web sites an give you access to those informations as firstname.lastname@example.org or f.com. 64 . include the exact name of the person (be careful to the spelling !) Usually. ask for his posituon in the company In both the presentation and in the letter of motivation. Try to find the personal email of your contact person2. one fictitious email address is activated to receive the applications (info@xyz. Every company has a logical way to allocate their email addresses. Be discreet so it will look spontaneous. You will be able to determine your contact’s email address.
as well as the poor output rate. d) The position When applying for a job. Everything related to those skills must be within the scope of the prerequisites. Your analysis will take into account the technical and logistical weaknesses. you need to walk the talk : you should know all the technicalities. 65 . The recruiter must be persuaded that you have mastered those abilities prior to the interview.
or being able to develop a project or write anything. I understand that if you draft your CV you must be relieved. one drilling machine. it is not enough : there is more to you than just being able to use one welding kit. a sense of humour and social manners. Those details will tip the scales. Up to this point. JAVA and CSM (one of them) Your proposition : 66 . Short description of the vacancy (10 lines max) : objectives and related duties. JTML. stakeholders… 2. your background and your technical skills are not enough. The position also requires people skills. personality.You get the message. There will always be a candidate with a more relevant background and a wider set of skills. Unfortunately. Requested skills : ASP. and the list of skills (or softwares) you master. Example : The company TECTI is looking one IT technician for its Help desk. it is all about lists : the list of your previous jobs (number of years or duties). The applicant describes how he can add value to the position…highlighting both his technical and people skills. Practically : 1.
− − Technical skills : to add one DB interface (for example ORACLE) People skills : crisis management. capacity to explain abstract concepts for computer non-literate people My CV YES Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills: … … … NO 67 .
Description of prerequisites : what is necesary to the position. other might be suggested to improve collaboration. Description of collateral functional supports : who is helping me. when and how. To manage the situation. other skills are required. to make it work properly or to improve it. Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills: … … … My CV YES NO 4. My CV YES Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills : … … … NO 68 .3.
some are non negotiable (a spot welder must be able to weld). 3. to whom and how does it transfer to. others are implied (can he do it under water or in vacuum ?). The candidate should determine whether his application is relevant or not. or to acquire a new skill which would give him the hedge during the interview. This will help you get a picture if you have the required skills for the job. Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills: … … … My CV YES NO What should I do with those four figures ? The GoNoGo approach : should I go ? yes or no ? 1. Description of delivrables : what the job actually produces or delivers. 2. This could also be the stopping point : if you don’t have the necessary skills nor the time or the opportunity to start the required education. whether technical or human.5. 69 . They should allow any motivated candidate to get a complementary training to fill the gaps in his education. The recruiter would consider all of them.
Each training session contributes to your developement. and mostly new abilities. Just like any Pokemon. The Pokemon improves with his training. so does each interview. you need training. the letter of motivation and the interview. The « this is who I am » approach : 4. The suitable candidate is gathering valuable ideas for his CV. 70 . In addition to the training. The recruiter is bluffed : the weapon is yours. He can prove he has the required set of skills but on top on that he is adding priceless qualifications : precisely those required by the position. One day. you’ll meet the Boss. the fight contributes to its evolution. he is developping new weapons. each rejection brings you closer to your next evolution. face-‐ to-‐face.
even hundreds of applications.2. A single recruitment campaign results in dozens. Remember that you should try to know (and this is not easy) : − − − − How many CVs have arrived ? Which ones have the edge ? Is one of the candidates already working for the company ? What is their competitive advantage ? Which salary expectations do they have ? 72 . Know your opponents Your are seldom alone.
It is not a done deal. He could not conform to the the usual 50-‐minute lesson format : 73 . in one announcement banner. our latin and greek teacher was a big man. Everybody wants to go after you. It is not over yet. let the recruiter gradually make up his mind : you are the best (don’t tell him. You have the most unconfortable seat. and you keep your efficient and mobile troops there in some grove. Walk on thin ice. you activate your swift resources : your asset cards. So you are not ahead of the pack. and then finally you are the best one. during the interview. Know your features In college. 3. you are swimming with the sharks : cheer up. will open the doors to the recruiter’s office. You touched him. you place the heavy machinery at the forefront. It was not easy for him. The heavy machinery. He was permanently sweating. You haven’t won yet but he is having doubts. numerous and powerful footsoldiers. First you will be the most expensive candidate. then the oldest. Unfold the map on the table : just like Caesar.Situation #1. If you appear to be the right candidate. ahead of the pack : be suspicious. Knowing that. The recruiter’s certainties are challenged by the qualities you kept to yourself. we thought we were at the Parthenon. his right hand mopping up his forehead and the top of his head with his embroidered handkerchief. He had a loud and harsh voice. or in between two sentences in your letter of motivation. There is a fifty-‐fifty chance now. There. he should come to this concluson all by himself !) Situation #2. you need a game plan.
A greek lesson by him was just too much for us to bear.he was as passionate as a young Harry Potter. 74 . as pathetic as he was near the end of his life.
technical qualifications, as a wizard in ancient greek, even with great
Some jobs require a special personality (a math teacher in a troubled
suburban area), a certain level of fitness (life guard at Brighton beach),
a quiet and patient personality (working at a check-‐in counter at
Heathrow Airport), good looks (model or singer), even an age limit
(cashier at Sainsbury’s should no older than 45 years old…).
The Ruthless Method introduces a different approach regarding the
review process. One of the chapters examines the features :
The « + »
– Technical skills
– People skills
• The « -‐ » to be improved towards « + »
– Visible / non visible physical features
– Clutural, regional or religious affiliations
This is a sensitive matter.
Rather than starting from the current situation, which may prove
delicate, the candidate is being thrown back to his earlier years : back
in the schoolyard days, which status did he enjoy ? which was his
favourite game ? was he a leader or a dreamer...
The seminar on the review process will allow you to rebuild your
personal history, where there is only a meaningless list left on your CV.
4. Build your image
The warriors are facing each other. The old lion is bumping chest, most
probably for its last fight. Standing tall on its front legs, it seems huge.
Young Yvan, the War Lord, his body covered with paintings, can hardly
move. His powerful armour is impressive. His new weapons shine,
sending white flash lights towards the village.
The young lion cannot wait : bent muscles, prominent and powerful.
Showing teeth, grunting and ready to jump, bite and kill.
The village is located on its territory. Everybody is armed, everybody is
shouting. Traps are hidden, allowing for excessive self-‐confidence. The
eldest stand in the first row : nobody is afraid, we are immortal.
Tonight, the village won’t be destroyed. After two attacks, Yan stopped
the fight : the traps and the self-‐confidence among the people won.
The young lion fled, too.
reason) and of its codes.
During the interview, we will see that it is all about the image. The CV
and letter of motivation converge towards 3 requirements : support,
content and layout.
The next chapters will examine how to format or sometimes stage your
« All the great things are simple, and many can be expressed in a single
word», Sir W. Churchill is right : and the more important it is to
express, the shorter the message.
As for marketing, the birth of the WWW placed Imprint
Communication under the spotlights.
Imprint Communication is based on a simple premise : everytime you
meet somebody, your brain creates one index card.
On this index card, you will file all the data you have gathered
regarding the person in question : his overall aspect, the way he
expresses himself, the way he thinks, his sense of humour (or lack
Experiences Memories …. Mr X personal index card Various Informations The imprint leads to the catch The storage point 79 . the experiences your shared together… everything about this person will be filled here.thereof).
delete or modify the informations…Everything goes. The outline illustrates the key role of this first impression : it is the imprint which will fix the card in your memory. This is the imprint this person left « in your nerve cells ». about the person. What kind of first impression will you make on the recruiter ? which qualifier will best define you ? 80 . Psychologists have also demontrated that this first impression is elusive. It is the first impression. one with your name on it. not deliberate. The recruiter sees you (with the occasional exception) as newcomer. which will allow you to find it back. The first impression remains. Therefore the impression you will make to the recruiter is there to stay. You can add. it is its storage point. Your judgment will evolve over time. Your brain will automatically update the index card. to the contrarym it is simplistic. In other words. You cannot change it. It is limited to one single word : one adjective or one qualifier. somebody he meets for the first time : as result he will also create one index card. so will the person. Except for one thing : one piece of information cannot be altered nor deleted.The index card is filled with data. important or not.
requests. recommendation. his answers to his questions. Professional background & skills Behaviour. They met with 20 persons. At the end of the interview. the way he walks. your feedback but also the way he looks. the way he dresses up. they don’t know who you are anymore. in case you face two recruiters. …. letter of motivation. CV previous collaboration… e-‐reputation…. 20 81 . 20 CVs. The imprint leads to the catch The storage point Regarding the candidate. the recruiter will keep in mind : his CV. Candidate’s index card . presentation. All these informations can be altered (you can make up for any blunder during the interview). all of them but one : this first impression : it is there to stay.
when it relates to the physical appearance (the fat. it’s ok … if it is a negative one. simple. the tall guy. the ugly or the blond). it is the clincher in our job search … so be it ! But why shouldn’t we make the decision : let’s choose and impose this famous imprint ! The tool is already : it is the Riff. a little song. it is extremely difficult for them to discern who is who. it’s not good at all! It is that simple : our first impression works like one pedestal. the professional guy. they often use one word : the stressed guy. which will be with you the whole day. the funny woman. both fun and efficient : 1. alcoholic. no more than three flaws – Skip the obvious : motivated. thief … 82 . team player … – The same goes here : skip aggressive. Step 1 : Choose your riff To determine the one qualifier which describes you best is not easy. To do that. The Method introduces a special approach. List your qualities and your flaws – Practically. the black guy … If the word is a positive one. no more than qualities. or worse. the dynamic guy.personal histories and even if they use the pictures. Originally. the Riff is guitar sound. Same goal here : your tune should remain in your recruiter’s ear.
stubborn into determined. – It either fits the corporate culture – Or it is an added value to the position you are aiming at 83 . determine which one is the most marketable to the recruiter : that’s your Riff. This qualifier will epitomize the first impression you make to the recruiter.– Turn your flaws into qualities : nervous turns into dynamic. manic obsessive into disciplined … 2. Among those qualifiers.
disability. weight) or related to your personal situation (religion. Mes défauts peuvent s’avérer pour certains postes des points forts (pourvu que vous puissiez bien les choisir et les présenter de façon judicieuse) Which quality will fit the job best or will match the corporate culture ? My flaws …… …… …… My riff Sometimes my flaws can be assets : they will offer the company what it is missing in discipline. but you get hired so the company can take advantage of you. Instant advices : – – Don’t get trapped with a Riff related to your physical appearance (skin or hair color. authority or creativity. Attention …… …… peuvent parfois vous desservir…. 84 . not your qualities. get you the job. Don’t be surprised if your flaws. sexual orientation …) The job market is not your typical friendly party. they don’t hire you so you can have a good time.My qualities …… Nos qualités professionnelles ou humaines.
the recruiter often turns your qualities into flaws : the nice guy turns into the candid guy. the friendly guy into the gossip guy.It takes a strong temper to manage of night crew of 180 … – Equally. the disciplined guy into the inflexible guy… Bear that in mind for the interview ! 85 .
a detail. the Riff thrives on your qualities and flaws. or to test you in a foreign language. Get ready for this interview. 86 . D) In between sending the CV and the interview. In the tone of your voice. B) Always stick to the same Riff : change your Riff to match the position or the company you are aiming at. eager… You should stand out. C) Be conservative : professional. Be energetic. energetic.Avoid the following pitfalls: A) Don’t deliver above expectations : no lie. the recruiter should hear just this one thing : your Riff. you may get a call from the recruiter : sometimes for a complementary question.you are under stress and it shows. Don’t pretend to be a peaceful person in order to please the recruiter.
You introduce yourself as a disciplined person : the address. The way you write the address on the envelope. play with the layout … Your CV must be creative. (banner present at the beginning of your CV 88 . The content You are marketable. orally and kinesthetic. your letter must be professional ! 2. the opening banner Whatever the Riff. your CV shouldn’t be like an off-‐putting catalogue. The structure and the layout of your CV If yours is a creative Riff. How do I make the first impression off it ? You should give it a variety of forms whether visually. it should sell too ! 6. solar… 3.Step 2 : The variations of your riff Once decided upon. And most of all. you should impose your Riff to the recruiter. it will show up on your opening banner. your signature must be open. 4. Everything should relate to your Riff : 1. Your signature Yours is a friendly Riff. the stamp and the envelope must be beyond reproach. 5. come up with a new structure. The syntaxe of your letter of motivation You are a pro.
Tip Forget the advice of your sucessful uncle. The poster man of the family. 89 . everybody is proud of him. got his job interview back in 1997.
90 . The How-‐to guide he used had been written in 1980. the telephone was there but not the internet. he followed the advice of somebody who died more than 10 years ago. And finally.Back in the days.
Which features does it have ? How does it work ? a) The « you’re not in sync » intro During one of my seminars. It relates to logic and efficiency. Chaplin looked really small. « My job is to produce cars so kids can go on holidays ». But what would have happened if Chaplin had understood the machine ? If only somebody had explained to him how it was working and his own role. » Yet. Next to the machine. 91 . then he would have been something else than a wheel in the mechanism. I’ve had it. the community. there is nothing unrelenting or unfair in the etymology of the word gears.Chapitre 4 : The 3-‐wheel mechanism of the CV This chapter will examine the heart of your CV. His last words were : « François. Crushed and most of all dragged by one faceless « ogre ». one participant was comparing himself to a sad and fallen hero from the movie « Modern Times ».
92 . nothing comes out… b) The support The CV is usually written and printed on paper. Pretty chaotic … With carefully manufactured and maintained wheels. it is all colourful and lively…a true storytelling. as the CV on a PDF file. the CV on one CD Rom. digests. In reality. its bowels. it chews up lots of information. The drawing is in black and white.Support Content Layout Figure XXX : The wheels of the CV Legend : There is something mechanical about the CV : either it is spinning or it stops. transforms and communicates them. the CV is slow. When we enter inside this machine. the o-‐line CV and the video CV. the wheels are squeaking. With an ill-‐manufactured mechanism. but nowadays it can have other types or forms. the epigastrium of your CV. is in full color. When it starts working. everything is confused. we discover a simple mechanism : 3 wheels constantly spinning in sync.
par exemple. • Graph paper or paper with holes. Paradoxically. The paper CV It remains the format of reference. The email has one advantage : your CV wil remain spotless. The Rejection level (1 Cv out of 10) concentrates all discriminatory mistakes : • your CV smells (perfume. tobacco…) • it has stains. It will be all clean. donc de son efficacité (when you photocopy it. Be aware. Do the test : fold your CV 1/4 or 1/3 of the way. The paper format is reassuring. for example. • Like the envelope. the support itself can either lead to rejection or be a liability to the candidate : 1. the folds turn into black stripes upside down). that most digital CVs are printed. Its visibility loses 20%. Sachez. crumpled or torn. ready to be read. • Spelling mistakes to the address or the name of the beneficiary. it conveys a sense of global community and intimacy of contact no other support can give.1. the best paper CV is sent by e-‐mail. 93 . This is no small detail. The trip won’t have him crumpled or dirty (mailmen eat croissants in the morning and French fries at noon too !). alcool. do does its efficiency ( Il perd 20 % de sa lisibilité. or folded. Practically. que la majorité des CV informatiques sont imprimés. all flat.
• The paper should be spotless. not too thick. without being descriminatory. • Not too thin (you read through it). • The A4 format is the norm. thin paper sheet is being used. a 80 g. Generally. 94 . The Liability level (1 CV out of 30) refers to all those mistakes which. 2. are a liaility to your application : the first impression is negative.
scan the signature and cut and paste it on the cover letter. use an ink pen on the paper CV. all alone in the middle of this sheet. more restrained… Some of us appear to have kept their old signature : always carefully crafted and shaky.• Not too ostentatious either : no manila or coated paper. use one ball pen. huge or graphic signature … We know you are the best candidate. the name is calligraphed and the letters are identical to the ones 95 . • When you sign. They evolve with the times. • Avoid the aggressive and various time crossed signature. but let the recruiter find out … Our signatures have been following us since we were 12 years old. I need an edge to lean on! » • Finally. Sometimes they become more emancipated. The impression is negative : « I’m afraid. • Don’t place the signature on the edge of the sheet. no narcissistic. whereas for the PDF format. • No photocopy : the recipient must be persuaded it is unique even if the application is ranked 58th out of 200. more creative. no letterhead (except for our notaries and lawyer friends).
or mommy’s boy (at best). or the retarded in the group (at worse). with the stamp ordenly stick. • The envelope must be spotless : white. or worse (it is now possible). Why not. you will appear like a rigid person. it meets the international regulations and is without spelling mistakes.dating back from our early schooldays. • Use a regular stamp. 96 . • Don’t forget the return address on the back. rectangular. No Simpsons. sorry for the computer literate among you guys. But during the interview. no Superman. • Use a ball pen and. not with your picture on it! • The address is beyond reproach : you can read it. no computer generated labels.
the Internet has been reshaping the world and the way we al communicate. most of all don’t forget to : Check if your CV and letter of are well in the envelop before you seal it! 3. Ouch. The vast 97 . the fax is now considered like registered mail. the e-‐mail is the norm. The mail is a rare commodity. The PDF CV For the last 20 years.
most computers work with Word 2003. no Word file (or other office softwares). But careful.0 designates the current WEB. use the PDF format : PDF files cannot be modified/altered.0 web. the internet users play a major role now.0 sites offer basic content . one function allows anyone to access all the versions of the document since its − − 4 2. If you buy a new computer for your job search. Unlike the original Web. 2. 80 % of the recruiting agencies prefer to get CVs per email. Your layout is permanent. − Your documents are compatible with everyoperating system on the market. For example. Some users might have problems to open your documents (CV and letter of motivation). they provide one online framework activated by the users. YouTube. have elected this « 2. such as 3. even with a zero timeline. your PC will work under Windows Vista and therefore with Word 2007.fr) 98 . printed and evaluated more easily. according to one study published in 20075. it won’t be altered by earlier software versions. synonymous with speed. They can be transfered. This axiom is : without a internet connection or an email address. telephony and wireless everywhere. Thus. it is difficult to apply for a job nowadays. For example : Flickr. FaceBook… and all this waiting for the next trends to happen. 5 Survey by Oasys C June 2007 (available online : www. − Within Word and most word processors.majority of companies.oasys. stored.0 »4 approach/process.
mistakes, the modifications (to hide a gap ?). Worse,
surprisingly he has access to your friend’s CV, the one you
used to start yours (it was so nice !), you did not change
anything regarding the motivations, the hobbies as weel as
the first two paragraphs on the letter of motivation (« really
well thought of ! »).
1. Use Word to draft your CV (or its open source equivalents).
2. Draft your letter of motivation.
3. Save those documents in PDF6 format.
For most word processor softwares, the procedure is the following :
once the document is drafted, proofread and saved, print it as PDF.
When you click on « Print », a window opens up. Select the « PDF
− Give it a clear name.
Bad examples :
Bon exemple :
Mickey Mouse CV – position : cartoon character –
The body of the mail will consist of three paragraphs
you will draft in order to introduce yourself.
This is not a copy of your letter of motivation. It should
be (much) shorter. No argument, just what the mail is
Your document will be automatically printed as PDF file. It works like a
picture (in theory, it cannot be altered and it can be read by anyone). If
you need to alter it later on, start again from the original file, adjust it,
save it and print it again using Acrobat (this software manages all PDF
− Join the documents as attachments (CV, letter of
motivation and maybe letters of recommandation or
any document requested by the recruiter).
− Don’t forget your signature : with all your information.
5. Sending the email : no more than 10 emails at the same time in
case you BCC send (blind copy) emails in bulk. There is always
the risk to have your internet provider label your emails as
This text should meet strict criteria. Book 4 of the Ruthless
Method/Way describes those criteria as well as the method to draft
those cover emails.
Ouch, most of all, don’t forget to :
… not CC send (visible copy) if you send emails in bulk, for the
qualitative approach. The recipients would learn about the other
companies mentionned at the beginning of your email. Not too
professional, not gratifying for the company. The message would
would read : « dear company, you are 9th out of 10 … »
You can buy those CD (or DVD) formatted labels easily. mailling address. first name. The list with the attached documents 103 . proposal of collaboration. this support is convenient for candidates who need to provide recruiters with heavy documentation : pictures. don’t forget … to stick a label on the CD (not just on the CD case which can be lost or changed). Moreover. Nevertheless.For the quantitative approach. The CV on CD Very fashionable some years ago. the recuiter needs to back it up on his PC – an additional hassle after the paper and the email versions. but not so much nowadays. 4. application following a vacancy published in the press (don’t forget to mention the references of the vacancy). Motive : unsollicited application. e-‐ mail address 2. It can be distorted or damaged during transportation. 3. This technical support is not 100% secure. Your name. 3D mock-‐ups… Ouch. The date 4. movies. use BCC. phone numbers. You need to specify : 1.
104 . or. Practically. imagine weighing scales. your personality. then keep your CV off the WEB. comments or shortcuts the Google way. a blog where you would write about your day-‐to-‐ day adventures in Job Search Land. Flickr. To be or not to be on the WEB : it must be the result of careful thinking.5. if it leans towards the other side. You should ask yourself : the main features are the position itself. be on the WEB .0 tools : Slideshare. or rather. why not. the type of company and its field of operations. more accurately. A page. The on-‐line CV It is not an obligation to post. with a big « + » on the right pan and a big « -‐ » on the left pan : if the scale leans towards the « + » side. Twitter… For those more experienced among you : to manage your buzz through tags. an application or a dedicated space on social networks The CV-‐as-‐a-‐web-‐site with a detailed and appealing account of your backgroung Popular Web 2. it is not always appropriate. are you confortable with the WEB as a communication tool ? Your presence can have different forms : − − − − − A blog dedicated to your job search : the CV-‐as-‐blog. Contrary to what you can read or hear. to edit your CV on-‐line.
8 Trailer : an advertisement for a feature film. it is a plus. Your current employer may be aware of your intenoon to leave.Weighing scales 2. don’t forget that … the paper version of your CV should (more or less) match the on-‐line version the recruiter will have access to ! 6. typically consisting of brief portions of scenes from that film 105 . links or references available To increase (and control) one's digital footprint Nega5ve Cvs must be consistent (no possibility of duplicate campaigns : two diﬀerent posioons or two diﬀerent ﬁelds). Your personal data are available to the public. Ouch. Go find somebody who can help you shoot a 2-‐minute trailer8. Your CV could be duplicated and used by your compeotors. The video CV If you are photogenic. to illustrate your CV.0 : Posi5ve Keeping up with the WEB trend To use and master the communicaoon tools Direct access for recruiters. companies and headhunters Almost unlimited amount of informaoons.
the script and the editing. if in sync with the vacancy. the light. Ouch. Everything must be professional : the framing. right ? Or. Your ex may have uploaded his/her « favourite scene » from his/her mobile phone. Not so easy. the phone clip posted on YouTube (linked to your blog or your CV).Don’t overlook the quality of this video. play it spontaneous. don’t forget …if you give the recruiter a link to YouTube or Daily Motion. 106 . make sure they can’t find footage featuring other aspects of your life.
bachelor party) and upload it on YouTube.
Sometimes it is funny ; it can also be really embarrassing.
Which informations should I communicate on my CV ? How do I
structure them ? Which ones should be highlighted? Should I keep
some of them for the interview ?
There are no pre-‐formatted answers to those questions. It depends on
the situation, on the position you apply for.
Hereafter, I’m giving you some pads. They are meant to associate your
personal history with the history of the company, establishing a link
Those links work as references, they allow the recruiter (a) to
understand your approach, (b) to consider if you would be a good fit
for his company, (c) to assist him (you suggest the questions he should
ask you, or even, the answers) and finally (d) to determine your main
qualities on the spot and how it can benefit his company.
Go straight to the point
Determine a structure and stick to it
Make it easy to remember
1. The Company is the Queen
You are not the most interesting person to the recruiter, his company
is. He is hunting down the advantage for his company in every lines of
Therefore, two rules :
To talk about your future within the company without focusing
on previous accomplishments.
rough approach : to mail applications in bulk can lead to an
Trap #1 :
To explain how you snapped up a contract to the recruiter’s company
The job market often requires some legal shortcuts : you don’t
mention that to the recruiter. In front of him, you will always be the
2. Go straight to the point
Details are your enemies. Recruiters always say : some CVs are really
tedious ! The essential part is sunk into the amont of informations :
you should only communicate what is really important for the
There are important features in every CV. The recruiter won’t be able
to spot them if the CV is 10-‐page long. Moreover, when he gets to the
tenth page, he will forget what he read before that.
Horse to be called in for the interview.
Put a strategy together so the recruiter would only see them.
Draft your CV according to this strategy.
Highlight the head banner and the headlines.
Trap #1 :
The sticky spelling mistake is hidden there in the headlines, even after
Trap #2 :
Never give a therapist a stick to hit you with, he will use it !
Don’t mention your failures, your deficiencies or your weakness …
3. Determine a structure and stick to it
To be clear, you need a structure.
Your CV tells your story.
Like you would do for any tale, you will give this story a structure, a
framework : with a beginning, unexpected developments, trials and a
111 . congruence and repetition. trinity. also. I. religions have 5 Pillars. We are used to it : candelabrum have 7 branches. our civilizations are used to tell things by 3. The framework The framework is quite flexible. You don’t need to be a great literary talent to be able to give your CV a structure. there are 7 days days in a week . but you should respect a frame. It is up to you. The span Social conventions have it that. Snowy White and the 7 Dwarfs. 5 or 7. Three rules to follow though : span. it is your decision.
The three most commonly used channels are : the CV. The congruence Your application is not unique. the structure of your CV and of your letter of motivation should reflect it. according to the same structure. 3 is the span for a crisis. 9 Briefly. Examples abound . Practically : − Your letter of motivation must reflect the structure of your CV.the 7 Days of Creation and the 7 Mercenaries. But we could add : the on-‐line CV. the digital footprint. the letter of motivation and the interview. remember and accept any piece of information structured according to this span9 more easily. the co-‐ optation or the letter of recommandation… In order to be relevant. 112 . the span is everywhere : everything is staged in 3. from religions in the Antiquity to the current communication campaigns. II. your CV must be unique. all of them. 5 for a and 7 for dialogue or explanation. Congruence means that those channels are homogeneous : they must tell the same story. Ideally. 5 or 7 ! Studies showed that we understand. It comes under numerous channels.
Same thing for the interview. The repetition After 65 years. 113 . a family member or a former colleague wish to introduce you. The same goes for your on-‐line CV. Practically : − − Your letter motivation may explain the structure of your CV. your presentations or your pages in the social networks. To be fully understood. rehearse with them so they can talk about the three in your career or your three main qualities.− − − III. This is particularly important during the interview : the recruiter should have the card in his hand. a structure must be explained and repeated. You will have to insist for this essential to be visible. Should a friend. the Little Prince is still right : What is essential is invisible to the eye. he should understand at all times where you stand in your explanations and where you are taking him to. The banner may well play that part as well.
keep them all. it is just communication tool. You need to make a big impact. the recruiter reads through all of them. then he has a winner.− Don’t hesitate to remind the reader where he stands. he is overwhelmed by 50. maybe 200 CVs : whisper the winning feature to his ears. He enters an office where a colleague is expecting him to make the first selection. she has printed the other ones. 114 . Make it easy to remember Ewhat is the first step of the recruitment process in any company ? The secretary has torn the envelopes open. unfold the CVs and the letters of motivation as far as the the applications sent by mail are concerned. When he says « This one looks interesting ». You should help the recruiter. Trap #1 : It is always positive when you repeat things. If you already have held four jobs in four different companies. Trap #2: Don’t get obsessed with the span. where he is coming from and where he is heading to. Sipping his coffee. never when you turn it into childplay : never let the recruiter think you take him as stupid person. don’t sacrifice any of them for span-‐sake ! 3.
and even to devise it : to 115 . Marketing is all about desire : some are aware of it. Those qualities lead to hostility and eventually to being laid off. staple your documents . Trap #1 : Maybe the secretary doesn’t have a stapler. Sometimes their strong feature was the root of the problem or of their discharge.Everything goes : banner. on the PDF version. to spark it off. to keep it alive. to look older or younger. cover letter … but both keywords remain the same : synthesis and structure. He was trying to conceal those qualities although they were actually his strong features. When you send your application through the mail. mention the page number and your nameand first name at the bottom of the page…the pile of documents might fall on the ground. Why ? To be cheaper. orderly and honest. Trap #22 : Some candidates hide their added value. others sense it : to awake it. 4. Spark desire Do you remember ? We had agreed to turn our backs on our parents’ standard/vintage job application in order to enter the « wild » world of Marketing. maybe there has been no refill for weeks. I remember a participant to one follow-‐up group : he was meticulous. to level with the other candidates.
to listen to you or to stand up for you. Pcs or Ipods. The frame. or more simply curiosity come mostly from what is seen. Name the company and your position : the recruiter will determine whether that position is a plus for his company. The layout Desire. nobody was alienated by mobile phones. They give the recruiter every opportunity to say NO to every lines he is reading. here are some techniques : 1. Once your CV has been sent. (what is guessed or suggested). you had sparked desire . he is making his selection. you generate rejection. he would call you in to discuss it. He is not imagining anything. the spark should twinkle : the recruiter should feel like wanting to know more. now. Most candidates tend to speak at great length. don’t explain your job in detail. The same goes in the recruitment business : before getting to know you. or not seen. To reach that. Back in 1980. He would want to reinforce or invalidate his evaluation. no interest at all.create it from scratch. This will be examined in paragraphe (d) of this chapiter. In the first case. not the detail In your CV. Votre CV envoyé. 116 . He should wish to meet you. when you submit your professional background. giving lots of details regarding their duties. 2. their responsabilities even their accomplishments.
every Tuesday. At the end of each episode. their heart can beat for another soap : you need to make sure they keep watching yours. the audience should be frightened. he should be hanging around in full doubt. with many unanswered questions : he needs to know ! Badly ! « 5 nights to go. I know for a fact that all of you will understand what I am about to explain. you wait a whole week for the next episode. 117 . nobody would confess enjoying those soap operas on TV. surprised… What comes next ? The CV as « an endless list » should work as a soap opera. But TV producers are aware that the audience can be volatile. A long time ago.and he will be meeting you for an interview ! » 10 My gratitude to Georges Bataille for his paraphrase about communication mishaps. but unofficially. The cliffhanger Officially. he should reassess the situation . In all cases. let’s take advantage of that ! 3. Tuesday is when your favourite soap is on. at the final scene. The following week. it should come as a surprise to the recruiter. HBO. curious. Therefore. the CV is just a collection of misunderstandings10. Canal+ and other TV production companies have come up with a secret weapon : the cliffhanger. I should say.
you won’t have anything to say during the interview. that is the puzzling part : you should therefore organize and stage those missing informations. what you don’t mention. well. don’t over play the cliffhanger trick. Trap #2 : Too many gaps and you are the Invisible Man ! So. what you don’t explain. 118 .Again. Trap #1 : If you put everything on your CV.
one page if you have just graduated. − 120 . − Recruitment and outplacement firms as well as headhunters like to « know a lot » about you. recruiters do request them). Ideally. Their length depends on various criteria : The job descrition of the position you apply for : some of them may require itemized CVs (in this case. the less time he will spend reviewing each of them. Length : a never-‐ending debate The norm says : two pages. − Specific recruitment policies of some companies or institutions : both the EU Commission and public administrations like detailled CVs. Some positions may require longer CVs. the CV should be short. − The number of candidates : the more CVs the recruiter receives. concise and should match the job requirements precisely.5.
Trap #1 : The recruiter should never have to think. Everything should be simple and obvious to him. not to you. 121 .
Image marketing has been taking advantage of those steps for decades : logo creation. he will give it a meaning. packaging or videoclip. come up with a detailed version. The adage was right : you don’t judge a book by its cover… but it does help. posters. But what about those 15 years of experience ? Digest them ! And at the end of the CV. what you recall. some weeks later. the baby is able to see. their physical appearance lay down the ground foundations of your image in the eyes of the recruiter.Trap #2: Don’t behave like a grumpy old man : nobody is interested in what you did back in 1982. and what you feel. Those steps dupicate those related to a young child when he discovers an object : one morning. Then. There are three steps in the logic of visual perception : what you see. You are your CV and your cover letter ! Their looks. He can see the object as it is. he is able to recognize it : within months. d) The layout Crucial : you are not there when the envelope opens up. 122 . their style.
they only mean something if they get answered. Before it gets understood. but as relevant as they may be. • My le}er gets nooced too. • During the interview. • In the stack. • My CV stands out in the stack of documents. • The recruiter recals it. 123 . • There are objecoves: for what ? • There is a logic process : a reason why ? • There is a capital gain for the company. analized and evaluated. which benefit do I offer ? » Those questions are fundamental. Most CVs neglect the layout and give priority to the content : « Why your company ? Why do I apply ? Which idea. you personify your CV.To be seen To be nooced To mean something • My envelope is not a neutral object: I use a pen. your CV should get noticed : it should stand out of the stack. it gets nooced. The layout doesn’t exist by itself. The following chapters deal with the layout. it applies to a specific content. They both should be consistent.
Afraid of the risks ? Afraid of the responsibilities? Somehow it is pure logic : 100 % of the astronautes who stepped on the moon had previously embarked on the spacecraft. ambitious : aim for the moon ! Too many candidates refuse to embark on the spacecraft. 125 .Tip Be passionate.
common sense or habits. job center employees. analysis. their methods. So far. and 11 Let me emphasize that this cruel quote has been made by a woman … 126 . professionals. Too much uncertainty around the person and the CV : « What should I do ? Who should I trust ? ». So many different advices. b) Cv : the classic codes The seven fundamental codes are synthetically hereafter exposed.Chapter 5 : essential codes There are rules in order to draft a CV. Three important things for me : you should be able to understand how relevant those codes are. By writing those pages. therefore the worst option. go for efficiency. test and finally daily trial by thousands of job seekers who followed my courses. Usually. Forget beauty. Job seekers. often intuitive. it is hard to come to a decision. codes were left up to everybody’s imagination. the most appealing option gets picked up. the job seeker was getting a different version from every person he/she was talking to. a) In the street. you always follow the Beauty Queen . sometimes efficient. so that it is clear to everybody that they are not about intuition or beauty. I wanted to explain the reason behind those seven codes. she seldom proves to be Miss IQ11 Practically. It is the result of years of work. they all have their ideas. their impact on the efficiency of the CV.
Typography Since the early days of the print industry. the recruiter spends less time reading. Why ? In these times of crisis. CVs get shorter. the « why » and relates to « the wrap up ». typography plays a major role. Each of them get an explanation. Each classified advert generates more and more applications.you should be able to apply them to your CV. 127 . It is the first contact : the transition between what you see and what you understand. 1. As a result. Too much material : « it has to be quick ».
They have permanently influenced the spelling. LOL) and typographical rebus (IluvU for I love 128 . than with two « empty » pages. These new codes begin to have a big influence on how people draft their CVs. The language and mostly the spelling are ready-‐ made : words get shorter. in order to avoid the dilution effect. It is a « rookie CV ».There are ways to shorten a CV without losing one single sentence. It takes a few seconds to write and read friendly emails and messages. with a size 13. the spelling here must be beyond reproach. The average recruiter may have sight problems. even one and a half page. Some of them appear to be artistic or genuine but the reader is lead to a cognitive effort in order to be able to unscramble them. On the contrary. abreviations are systematic (for example : CU. The typography should not be too small nor too big : size 8 and even 10 are both difficult to read. line spacing should be minimum. It is much better with one well-‐structured page. without losing on the content. Text messages changed our lives. the elected typography should be conservative. contrary to text messages and emails. a) Spelling Be careful. Equally. as if you would hide a lack of experience or skills. the syntax and what is caaled « the visual layout of the text». The idea is to make the reading easier. it will seem shorter. Therefore. it seems like you fill the space. If you can read it quickly.
social networks and text messages : some rules apply to all of them but each channel its own spelling logic. New words suddenly appear and a few letters mean a word. The rule is : parsimony. 129 . New abreviations and emoticons12 are now accepted in cover mails. a sentence even a feeling. they spread in CVs and cover letters. Blogs. not too many LOL or .you).o) then ! 12 The emoticon is the exact word for the smileys in our text messages. and as a fact. Forums.
b) Syntax The 160 letters max of the text message physically shook up the syntax rules. 130 . The phone industry did not cause the death of the syntax. They don’t amount to very much now. but it evolved.
Therefore they lose their purpose and are counterproductive because from the get-‐go they give the impression that the candidate is disorganized and that he cannot express himself. syntax must be simple but accurate. sentences with no verb or mixed with words. (b) They are conventional. technical terms or verbs. In those banners. unreliable WEB sites or old course logs photocopied over and over. new sections have appeared since the 90s. everything goes. As for the CV. two downfalls to these sections : (a) They work as a catch-‐all.There is only one rule here : do impress. 131 .For your CV and your letter of motivation. Careful. abreviations. It should be demonstrated. As if the candidate did a cut and paste on old quotes or uninspired idiomatic expressions off timeless selfhelp books on recruitment. Reminder : motivation is not a quality nor a skill. motivation… Those sections can be found at the beginning of the CV (it is better) or at the very end (where they are useless !). expressed. or so it seems : words. It is not something you mention on a CV. expertise. especially with what was known as the NICTs (New Information and Communication Technologies) : skills.
for him. 13 The acronym is the abreviation for a group of words. but rather « left-‐aligned ». especially for the cases when some family names are also first names (Mathieu. and to limit the « Centered » to the position you apply for. formed by the first letter(s) of these words. in both your CVs and letters of motivation. Frederick. your cover letter should very much look like a phone dial. family names are written with capital letters as well. keep their capital letters all the way. As for text messages. most of all. Italic imposes a cognitive translation to the reader. François…) or when names and first names come from a foreign origin. Don’t use them arbitrarily. 132 . in text messaging language. c) Visual design Your CV and. Initials and acronyms13. Obviously. the CAPITAL LETTER means shouting or it is a sign of aggression. Important : don’t use any italic. The basic layout is a long vertical square. This allow the reader to tell the name from the first name. You push the recruiter to a neuronal exercise . the current trend for letters of motivation and CVs is to make them « left-‐aligned» too. Traditionally. family names and words at the beginning of a sentence keep their first capital letter. it is like going from one language to another. that are never « justified ». Finally. Don’t use the sheet on horizontal mode (the landscape mode in Word).
it is inefficient. Usually it is limited to : − − − − − Last name and first name Position you apply for Headlines either years of occupation. The context helps him get the meaning. the reader doesn’t read the words in italic. locks up. frames are being used : to highlight headlines. it is not professional 133 . Never. entangled. the one with the frames in Word ! ». giving the CV a square appearance. Too often. psycho-‐rigid. it gives a negative image of the candidate. The rule is so simple : no frame ! The frame shuts up. telling « I followed one MS Office training course and I discovered a new function. almost obsessive. diplomas or ranks if releavnt to the applied for position. It is not nice. Not too many bold characters either : use them to highlight the important things. or name of companies for the job experience section (up to you) training courses. The consequence can be extremely negative : in 50% of the cases. or previous jobs. categories or even the picture (« Somebody died ? »).The same goes for any change in font size or colour.
no around the frames (I told you.5 (and conventional margin size) ü No arbitrary capital letter ü No colour ü No italic ü Very few bold characters ü No frame ü No shade Did you know it ? One CV out of 2 makes people smile. one CV out of ten is made fun of. not around the pictures (not nice…not nice at all !). I take a stack of 30 CVs – which is not a lot for a recruitment campaign. its very own little neat chart. « people » tell you the contrary. I am aware of that : do the stack test!). don’t use them. times new roman. Reading them. Understanding a chart seems easy to you ? During my seminars. calibri… ü Not too small. not for words (you can’t read them anymore). Finally don’t use any shade. people who told me their charts were fairly easy to understand eventually admit that it is not the case at all (back at the Job Center.Even for your language skils. 134 . not too big : i usually propose size 12 ü Left-‐aligned (except for the position you apply for) ü Line space 1. Those frames on 50% of the CVs are like the plague for any recruiter out there : each CV comes with its own logic. The wrap-‐up ü Only one typography ü Conventional typography : arial. no frame !).
In the first part (job and picture). your ticket to « a normal life ». Should he have drafted one CV. Usualy it is locted on the upper right side. You should display yourself. but acquired in a figural way. depending on the recruiters. the WEBmakes it compulsory :: the picture is a must. this all about the image. starting by the headline in the middle. that particular CV could have changed the course of history … 136 . FaceBook and MMS : we have entered the image era. You don’t put your picture. it is a logograph read . then the picture and then. Mostly he was one of the Jedis of the Republic who survived the takeover by Dark Vador. you send a mesage to the recruiter : « I have something to hide » or « I am not good looking. It is also your first step towards this special job. the names and the job experiences. spoiled…no self-‐ confidence or darned shy ». « You will pay a special attention to the picture ». It is relevant. the opening door to your CV.2. Remind yourself : one CV doesn’t hired. one afternoon in Dagobah swamp. Your picture is not decrypted. 14 Master Yoda was the mighest of all Jedi Masters in the Galaxy. A more technical paragraph : You need to know that CVs are cross-‐read. Blog. The picture The picture is the introduction. it gives the CV its first image. a person does ! The logical reading starts with the skills or objectives sections. Luke Skywalker has been his latest pupil. Why ? To all recalcitrants. Master Yoda14 to Luke Skywalker.
Learned your lesson ? No italic in the CV. you may be among the 30% of readers who skipped that paragraph. the one who will get the job. sad or. be friendly. Let me remind you the axiom at the begining of this book : you are the right person. supplicant. dedicated to graphic reading. One simple rule : no pathos at all . never! No change in the font size either. Most of all. when you are in this graphical part. Therefore. But it is not that easy : explain your friend (the one with the right camera) that he is booked for the whole afternoon! 137 . it’s you! This is the one you introduce yourself to the recruiter with. or tired … Ideally. Ok ! Your CV is divided into two parts : the upper part. Has the flashlight of the photo booth at the Mall frightened you ? Ask a friend with a digital camera to take a picture of you. the lower part. don’t look sad. This image. Be positive ! Don’t look depressed. as it often is the case. Your picture should be a friendly one. to analogic reading.I told you so : italic is tiresome ! This being said. that is to say : the first quality you want to impress the recruiter with. Your picture should reflect exactly that. your picture should illustrate your riff. scared. no loser or has been looks.
Nothing beats the good old immaculate wall. Beware the background : the more things behind you. 138 . the picture should not let the recruiter think.Just like the CV itself. the less visible you appear.
carries or drops them off. Can you imagine this ? You. Ideally. Except for some racist or frustrated among them. The colour of their skin. will get pulled off : it will end up on the floor and then in the garbage. on the day of the interview. it is relatively easy to insert a picture into a text. get some help : from the guy at the Job Center ? a former colleague ? your son or your nephew ? 139 . same make-‐up. clipped) to your CV. Your picture goes back 5 years ? Why not. 15 With Word. it will establish a link between the CV and the candidate the recruiter met in the morning : useful when they meet 20 of them daily. and not for the best. no paperclip. If you are no computer literate. same haircut. some people think they start with a handicap. The picture will help as a reminder of the candidate at the end of the day. Your photo. their disability emerge on the picture – which would lead recruiters to dismiss them. have several outfits ready. Sometimes and rightfully so. no respected recruiter will base his choice on your picture.And please : no staple. stappled (or worse. but some of your features might have changed. CVs get moved around when the recruiter handles. When your friend (the one with the camera) shows up. the picture does not contribute to select or eliminate candidates. your picture in the garbage ? That’s a good start15 ! Contrary to what most people would think. you keep the same appearance : same suit or dress. The picture does the trick. for real. their religious beliefs.
You show up for the interview. the candidate’s motivation is wearing thing. the name can tell about religion and colour of skin. accusatory . like me. The same applies for people with disabilities : preparation is the key. Enquire. Even if this behaviour thrives in these times of economic crisis over-‐suply in candidates. it is a good thing then when your CV is being rejected. Specific processes are available in order to draft the CV and to prepare for the interview. that in order to be a real man. Besides. At the tenth slap. avoid posing with eyes of steel. That whould be the case for the Qualitative approach. When the recruiter or the company have racist motives. he wants a job. Notes to our men friends : − As a child. dedicated to the job interview. the candidate may well decide it is worth the risk. others. 140 . don’t give that french lover type languorous stare. well that is a slap in your face. openly or implicitly. make it a rule. we tell you how to deal with those situations. arab or black. and you are dismissed because you are disabled. real tough … But on the picture. let’s keep our eyes on the ball : the job seeker is not there to change the world. aggressive. Too bad my publisher’s lawyer forbids me to release them… 16 In Volume 3. Nevertheless. It is his objective to work in that specific company. we need to be tough.Some people will advise you not to add your picture in order to raise your chance during the interview. Sometimes. we are told. He is exposing himself to this setback. but he is prepared16.
. remind yourself that it is a sign of submission. not this pouting grin some young female applicants usually have on these days. you bend your head towards him/her ! At the interview.. the less you’ll get noticed. women do have that flaw.− − I’ve got a spectacular collection of those CV pictures. not on yourself. you don’t want to look like a Christmas tree. Even if your girlfriend/boyfriend likes it. no plunging neckline. no submissive woman. They captivate. Ladies. do you ? No sex. If you are bold-‐headed. hide. then be bold-‐headed on the picture too ! Notes for our women friends : − − − The more jewelry. Not conviced ? Have a look at those pictures with your partner : unintentionally. On most CVs. for real. Jewels attract attention on themselves. no sex at all : no outrageous make-‐up. One last thing : DON’T BEND YOUR HEAD ! I’m shouting my brains out here. 141 . you are there as a professional. no three-‐day growth beard (the same for the interview). A jewel emphasizes a feature of your personality. a cast of monsters. conceal. On interview day.
Finally. The wrap-‐up ü One picture is a must ü Usually in black and white ü In the upper right corner ü Positive attitude ü Riff ü No pathos at all ü No background ü No staple. don’t pick up a colour picture. It must survive the Quick Draft Print Mode tests and two consecutive photocopies. or in case you do. test it. no paperclip ü Same clothes you will be wearing during the interview ü No sex 142 .
Most recruiters acknowledge they have unintentionally favoured candidates from common origins (place 143 . Did you know ? Similarity emphasizes sympathy.
or candidates who looked like them or with the same first name. Once again. Two categories relate to chronology : job experience and education. Why ? First thing : the CV is written in a time-‐reversed style. You start with the latest date or fact. − Job experience Before each job. 3. Dates are not important. previous positions. the logic behind it. Remember the old saying : time is about haste. education or diplomas are. Reminder : no italic. the recruiter should be able to understand the course of your career. this is the starting point of your CV. therefore rejection (one cock in the yard is enough). even better. Too many candidates rush through that step . don’t mention any months nor days. no bold. a fluent one.or country of birth or residence. Normally. religious or philosophical beliefs…). Dates/timeline/chronology The timeline is an essential component on your CV. and you end up with the earliest ones. Equally and despite of that. start date and end date. 144 . a common background can lead to competiton. Contrary to what is being usually advised. CV must have a temporal dimension. By reading it. job experiences usually come first. your added-‐value thrives on the latest date or fact.
recruiters focus on gaps rather than on your experience. 145 . Welcome desk attendant Euro Disney becomes 2001–2010. Beach attendant at Hôtel du bon rivage October 15th. that his father fired you and you wre feeling depressed for the following six months ! Generally speaking. 2010. Welcome desk attendant at Euro Disney 1998-‐2001. February 1st. he can memorize it better. Beach attendant at Hôtel du bon rivage Cthis is more obvious indeed. Another advantage : you will be able to hide a small gap of several months. this can avoid having to tell at each interview that the Hotel owner’s daughter dumped up. 2001 – July 31st. 1998 – March 31st 2001. 1998 – March 31st. 2001 becomes 1998-‐2001 As a result.February 1st. he recuiter is able to read the CV more easily.
146 . For those with many job experiences and skills. Even if it means making a mistake by a year or so. If you do so. You can send a very detailed CV on request. well it’s only a typo. you will have to explain your nervous breakdown or justify your cancer to a stranger. you’d be well advised to set your priorities straight and select what is most relevant to the situation. I prefer to tell you not to arrive naked at the interview. Don’t mention each and every position you have held.Everybody tell you not to lie in your CV.
147 . some would even cruelly characterize it as « meat for state-‐sponsored education ». Don’t mention the months. he only gets his college degree !). The message to the recruiter would be : « this is heavy stuff. Don’t feel forced to list your three university diplomas (you might as well scare the recruiter off.− Education : diplomas and training courses Dates can be mentioned before stating them or rigt after. a genuine unemployed person ». just like for job experiences. between brackets. Don’t list the 15 or 20 different training courses leading to a qualification.
If you are fluent bilingual or trilingual. don’t be modest. then the job experiences ü Cut to the chase ü Limited use of bold ü No italic Did you know? Dates are reassuring. Language skills In bilingual countries. They are logical. It will thus be the second line of your CV. Pay special attention to your dates then ! 4. Programmer/Analyst Bilingual : french -‐ english 149 . So. this section is on every CV. they represent the practical part of your CV. it has to appear just below the position your apply for. This is a section in which candidates can be very creative… Why ? Everybody lies about his/her language skills. without any affect : everything is meant to reassure the recruiter. no date ü Fill some gaps ü State the job experiences ahead of your academic credentials and training courses ü State the dates. carefully tought-‐out.The wrap-‐up ü Time-‐reversed chronology ü No month.
Send your first mail (along with your CV) written in the main local language. 150 . it could (unfortunately) prove to be a handicap… Finally. don’t use any matrix. nor chart to present your language skills : a cognitive chart is much more difficut to understand than a few sentences. A contrario. When you prepare for an interview in a language different to yours. The result is guaranteed. Make sure you include a translated version at the end of your CV. Nevertheless. it means you don’t fully master it. your current level is limited. it may smetimes be advisable not to mention a second language. Who knows ? The person in charge of the recruitment process may not be bilingual … We mentioned this before. the skills do. Iof you do mention the diploma or the training course in any foreign language. spend two hours watching cartoons on TV every evening. You have spent your early childhood in Tunisia ? Even if fluency in arabic is asset. a language is built on a small nucleus of basic vocabulary : expressions as well intonations you learn very early as a child. avoid the classic mistake : the diploma doesn’t count.
Don’t be modest 2. The wrap-‐up 1. Propose a translated version of your CV 151 . Diplomas or traning courses are useless 3.
No bilingual CV : one language per CV Did you know ? For some languages. Finally. 152 . others are against it. The candidat sees it as an easy section to fill in. for some others.4. such as french or japanese. No cahrt. For others. such as english or german. Bilingual : write it at the beginning of your CV 5. You may be speaking correctly. Hobbies Here comes the much talked about section. a mere formality. no frame 6. you’ll hardly listened to. tips and tricks… Some are in favour. Everybody comes up with advice. such as dutch. you should dedicate time and thinking. the accent matters more than grammar. it is much better to use limited and simple vocabulary. vocabulary is essential. but with the right accent. The stakes are too high : they are the last trap the candid candidate stumbles upon. grammar matters most. Nevertheless. 5. and of course. In english.
he successfully passed the language assessment tests and even the team likes him. the recruiter is thinking. 153 . the requested diplomas. The candidate is not aware of it but the interview went well : the right profile. Why ? The desk stands between them. Silent.
Back to crime scene : the recruiter looks at the CV. how he would behave socially : is he comfortable engaging in daily small talks ? … just like he would do at the coffee break. He raises his eyes and candidly asks : « I haven’t a chance to read the latest book from Ken Follet yet. more friendly. Seven or eight hours a day. The tone is less formal. He has never heard about Ian Rankin. the recruiter has decided to ask the so-‐called « coffee break » question.Precisely at this moment. The only objective is to get out of the restricted focus of the interview. The hobbies. Let’s not forget that the newly hired person should fit into the life of the company. We call it the « coffee break question » because it allows the recruiter to imagine how the candidate would fit in the workplace. nor about the latest Pulitzer Prize. Therefore =. he reads that the candidate is interested in literature. for everybody’s sake. Is the candidate relaxed ? The question is not meant to test him. 154 . that person shoud be a happy camper. Is it as good as the previous ones ? » The room is dead calm during a few seconds : the candidate doesn’t even know who Ken Follet is. At the bottom of the document.
This case is no exception. the recruiter is quickly connecting the dots : « he lied about his CV. Trust is lost. 155 . the whole CV is now under suspicion ». Many candidates fall over the hobbies section during the interview. suspicion is everywhere and somebody else gets the job. Righ there.
3. Last precaution. 2. then select the ones most relevant to the job. is cooking. Once your made up your mind about the list (careful : no more than threee). the ones which add value to your CV. hunting. literature. 4. some hobbies have bad press : political activism. Don’t mention any hobby which would put you in trouble Did you know ? One CV out of 2 never reaches the right person’s desk : you’d better make sure who the right recipient is and whether the mail has reached him or not. cooking. 156 . Be relevant (it is more about relevance than about imagination or eccentricity). travelling and reading a lot ! List all your hobbies first.Don’t you ever lie ! Don’t mention the most common hobbies : gardening. sewing (for men). Don’t be eccentric at all costs. travel or bicycle. research them so you’ll be able to answer questions. The « coffee break question » is all about the hobbies : it is the « make or break » question. do your homework. Brush up on your hobbies. By reading CVs. one could tell that the population of Northern Europe likes sports. boxing (for women)… The wrap-‐up 1.
Call him to make sure (in front of your PC. ready to email another copy). 157 .
6. the salary is negotiable. not everybody can be odd and tasteful altogether. no poem at the beginning … Each eccentricity must be self-‐explanatory as it requires an effort from the reader : he needs to read AND understand. Why ? Often. it goes without saying !) Recommandation letters : only if requested Previously self-‐employed or managing own company: depending on the position or the company Regions or countries you would agree to be sent : if the job requires frequent travels Last gross salary : yes Salary expectations : careful. 1. others shouldn’t. 3. the candidate can differentiate himself with a few ideas without being too simplistic. 158 . 2. Non-‐profit sector. 9. NGOs : yes Politics : no Religious beliefs : usually not advised Allergy. no perfumed CV. It should be relevant to the company. medical or psychopathological condition : no (except for security or health reasons) Car and driving license : no (from 25 years old onwards. More details You get the picture : I don’t really favour eccentricity. 8. Some details may be added . this eccentricity makes people smile . 6. 7. its business field or to position the candidate applies for. Nevertheless. 4. No pink-‐coloured paper. 10. 5.
Salary : some tips worth of gold: 159 .
we don’t trust what is cheap. negotiate a gross amount ü Start the negotiations with a higher amount : you lose prestige if you start with a low salary. more simply. list them all : simplement. Cheap means that the quality is not as good. Expensive is good. with similar education and job experience are making ? It is so easy to go online or to call a couple of friends. a phone and meals … or. Just like the recruiter. 160 .ü Research: how much money people your age. faites-‐en la liste : car installments. clothes and hobbies … The amount corresponds to your lower limit. the distance from your house and mostly the genuine interest for the job or the business field. food. The idea is to convince the recruiter you are an expensive item and that he needs to offer the right money ! ü Prepare your arguments so you can explain during the interview the reason why you lower your expectations : fringe benefits like a car. ü Come up with a consistent proposition. rent. ü Be aware of your financial needs before signing : simply.
Did you know ? Find an ambassador to drop off your CV ! Nothing beats that ! Activate your network ! 161 .
phone number. Of course. Personal informations Basically. as of today. fax and mailing address. codes and dedicated use. 162 . Some add they birthdate. your email address. a CV is being drafted according to the same rules you would a letter. Usually. A. start with your first name. particularities shouldn’t be denied. logical and balanced. I come back to points I have already explained in this book. You’ll find hereafter the conventional structure. but. Below that. Why ? Categories are presented one by one. But don’t forget to consider the CV as a whole. not to the extent of writing them on top of your CV… It is also common practice to add informations regarding the driving license or the marital status. adding some more details. It should be meant and drafted as something homogenous. The first name in normal typograpy. and might even emphasize ethnic or religious singularities. the name in capital letters. If you are an important person. In this last part. each of them with its own set of rules. both in bold. Categories Informations on a CV follow a certain structure. Don’t mention your place of birth : it doen’t bring anything.7. it comes after the name. In the upper left corner : your name and first name.
you are supposed to know how to drive a car and even to have your own car . your marital status is nobody’s business. 163 . Some would write it at the upper-‐left corner. « miscellaneous ». Should you really wish to add those informations. but most would write it right in the middle. write your title before or after your name (are your narcissistic or not ?). but if you do want to write it as such. − Finally. − If you are a doctor or an engineer. single means available . it should’t be on your CV. or some positions related to the management of underqualified-‐teams) .Practically : − From 25 years old onwards. be discreet. confine them in the last category. no flag. − The same goes for the number of kids. this information doesn’t add value to your CV (except in the safekeeping or security business. For a woman or man. or if the guy at the Job Center advises you to do so. − Should I write « curriculum vitae » ? I say it is redundant (we all can see it is a CV !). don’t give them a major relevance by putting them at the top of your CV. − As military service is not compulsory. But no obligation. Some tips: − No icons : so small phone.
Not at the beginning or at the end of your CV or leter of motivation.− Don’t include any quote. Thanks but no thanks! 164 .
your motivation and it draws attention. An ill-‐balanced CV (the picture is too big or unconveniently located on the page) can communicate an impression of imbalance to the reader. The picture Insert your picture in the upper-‐right corner. it is sign of aggressiveness. try to get his intention. sometimes sad. It shows your personality. − Focus on the way you stare. or your flaws. he can tightly crop the frame so he can highlight the pertinent detail. often undecided. This symmetry is importante : your CV epitomizes your qualities. Usually both spaces are similar : same horizontal alignment. equally left-‐centered for your informations and right-‐centered for your picture. facing your personal informations. it will contaminate your image in the eyes of the recruiter. smile is an advantage. 165 . don’t bite your lower lip). try to convince him . raise your eyes ! − Of course. (b) look at the ground. and for women it has a sexual connotation (most of all. He boosts your self-‐confidence. Squeaky. It is crucial. Don’t use any make-‐up in order to enhance your expression. same size. and right before he takes the picture. − Don’t show your teeth : for men. Two efficient tips : (a) force yourself to stare intensely at the photographer. But most smiling pictures are pathetic : it is a forced smile.B. More tips : − One of the keys to a successful picture lies in the quality of the photographer.
your hands …). The wide angle shot gives you a more open face : its central part is a little bigger. You lose all expressiveness : you don’t communicate any feeling. The side view reveals a more authentic graphical aspect. I don’t know much about photography. he/she will look like a dreamer. Tips to the pros : Photographers can be touchy. no depth. Play with the light or the angle. But beware of the cartoon effect. dare something else : zoom out (show your chest. The face seems more energetic. I will then carefully chose my words so I won’t appear like I teach them something about the job. it sort of bulges out. pick your zoom very carefully. the gaze deeper.Portrait is the norm and the norm is good . or try with a wide angle (17 mm). but try to go the extra mile. but it can be sometimes viewed as arrogant. the picture has no volume. Sometimes it can squash a face. If too powerful. depending on the angle of the shot. − 166 . personaly I see a dead man. First of all. Some think it is serious . The ¾ pose is placing the candidate into an emotional setup . have a picture with a tool you use at work … − No black frame around your picture. No way. and you don’t want that for the picture on your CV. In fact.
just like for the side view. depending on the field. Center-‐aligned then : the role or the position you apply for: developer/analyst. You are not important. If you have multi-‐language skills. C. When you stare at an object or at somebody off frame.a visionary … or absent (more informations can be found in books related to facial codes in NLP17). it should be written with a bigger font. If they do insist. graphic designer. the background will be fuzzy (so the face will stand out). it create an atmosphere. if you use a size 12 font. It is an advantage but it is seldom used because as it can be viewed as pretentious. Applicants love backgrounds : convince them otherwise. avoid small lenses. the eyes should be your focus point . The effect is guaranteed. use size 12. Practically. 17 NLP : Neuro-‐Linguistic Programming 167 . drawing teacher… It should be underligned. Dear photographers. The central headline The name and the picture should not be center-‐aligned : too narcisstic. or even beter. For some jobs. it clouds the message. the solution you provide the company with is. photomontages are a valid option. then pick up size18.
At the beginning. it has become a trash can filled with platitudes. Nowadays. the Goodwills. There are different kinds of banner : the essential skills. this banner has become an essential component to any CV. The header banner Below the main headline. D. the objectives and the motivations. it was an original idea being activated in order to highlight one specific feature : a quality. a technical skill or the objectives of the candidate. In less than 10 years. 168 . the main qualities. there comes the header banner.
Its objective : to point out « the important element on your CV ». Being honest and on time. Let’s begin with two axioms. the one the recruiter expects or the one you want him to remember. One header banner and only one ! 2. don’t cut and paste the conventional tips off self-‐help books or blogs. An axiom is a rule you would not even think to oppose ! 1. A candidate who tells me he/she is honest sounds like my car mechanic … What is he/she hidding ? Second. well. don’t mention qualities which are not real qualities. Two other rules. these are no qualities ! These are prerequisite : we are all supposed to be honest individuals and to arrive at work on time.Let’s put some order in there. 169 . two tips : First.
The motivation or objectives banners should personify the candidate. 171 . so « learned by heart ». When you speak about your objectives. it sounds so fake. you get it : I don’t like it. those conventional spoon-‐fed sentences are too « perfect ». Also choose your words carefully : make sure you actually understand their true meaning. not in CV ! RK #7 : name the mpany ! BARK : not underlined. Those words. Nothing spontaneous in there. not bold and underlined BARK #2 : no frame ! My objectives GRRR 4 : Manque un « s » ! BARK 3 : too much space ! I would like to ofer my motivation to the company. so « cut and paste ». RK #8 : never start h « I » ! in the letter. be yourself. Ok. I like to work in a versatile environnement and I blossom working within a team. Never forget that truth matters more than perfection. you should almost hear him/her speak through them. I would have prefered a more enthusiastic tone. and most of all. BARK 5 : no justification ! BARK #6 : not in italic ! The « self-‐help book » effect can kill your CV.
the recruiter is able to imagine Caroline talking. the picture shows how solar. to use spoken language can be very promising.Another classic moment during the interview. procrastination is a behavior which is characterized by the deferment of actions or tasks to a later time. He can sense her tone. Figure 3 : Caroline will get the job. friendly and cheerful a person Caroline is. Legend : in some situations. We all procrastinate to a certain extent but it is a real handicap in any job related situation or in the personal life. her personality and this little hint of « dynamic emotion » called Motivation ! 18 Bad luck for the candidate : procrastination is a nasty shortcoming. Reading this. Why do you apply for a job at Bristol Airport ? What do I like in the aviation industry ? The people working there. According to Wikipedia. Psychologists often cite procrastination as a mechanism for coping with the anxiety associated with starting or completing any task or decision. not a quality. The holiday feeling while you are working. 172 . the permanent activity and the travels : the suitcases and the smiles of the families who travel to the other side of the globe. questions like : How would you define change ? What do you mean by « professionnal empathy » ? Your letter of motivation indicates that you tend to procrastinate18a lot ? Also. In this case. you should use the kind of vocabulary and syntax that match your level of education or the one in your region.
But you are free to come up with something new. As for any ad. the key is to leave your mark on people’s minds. the sole objective is to sell : in this case. It doesn’t matter how you do it. 173 . Hereafter is a list of the essential header banners. to market yourself efficiently to the recruiter.
Equally. it is all about the technical skills. they refer to any other quality which would complement your skills and technical accomplishments such as immaterial and interpersonal qualities. As check-‐lists. − − Essential skills In the IT industry. -‐ Ability to listen to patients. It doesn’t look too nice but it is a tremendous help to companies and recruiting agencies. it all stops there. Goodwills In this case. by clearly pointing out those skills. Before they even get looked at. As a candidate. other trades also require technical skills as prerequisite. without explanation : no date. 174 . It is the first screening step. you make sure they will be considered and understood. -‐ Ability to handle stressful clients. That’s why they should appear at the very beginning of the CV. There are more and more CVs around. The 2009 trend tends to duplicate this banner at the top of the letter of motivation as well. no detail. Interpersonal qualities are key : -‐ Team management. Recruiting professionnals sometimes use the GO-‐NO GO idiom : you don’t have those skills. te first screening is based on those on those requirements.
main qualities and motivations. 175 . important point. − Main qualities Usually the candidate is advised to write whatever he can think of. The most commonly used headlines : skills. After proper vaccination. Figure 4 : John wants to save the World Legend : John doesn’t know it yet but the beginning of his CV has reached its target. and. they should be included in your presentation on the letter of motivation. a higher purpose. Therefore. he will work overseas for a big ONG.-‐ The understanding of foreign cultures or religions… For certain jobs. they should appear on the header banner. those skills are crucial. My motivations To find a working environment where my quiet personality and my ability to handle crisis situations and deal with difficult personalities can serve a cause. more than any other technical skills (a training session will bring you up to speed).
if it is well done and efficient. I value that. sometimes language skills. The motivations The candidate explains how the job. Available ? Yes or no ? Why should you not mention whether you are available or not ? Let’s cut to the chase : (a) it would be like insisting on your status as an unemployed person who sits around all day . it has nothing to do here. (b) availability makes you cheaper. even salary expectations. It is a catch-‐ all : sentences next to adjectives. titles of training sessions. 176 . The objectives The candidate can take advantage of this opening in order to communicate his objectives to the recruiter. Young graduates or older people looking for a new challenge can find the banner very helpful : it offers another perspective to their CV. the field or the company are a motivation to him. The explanations can add meaning to a CV which might be either too short or too long. availability (never mention that you are available straightaway). But stay away from cliches : no ready-‐made arguments off « self-‐help books ».− − This is the first thing I cross out when reading CVs. Forget that. you are asking for something (almost begging) and as such you are losing value and you are in a bad postion to negociate anything.
It is equally important to understand that these motivations should generate the connexion between the candidate and his future job. I am a man of challenges and responsabilities. positions and company names should be avoided. The good example : My motivations I’d like to join the company where my father and my oncle are already working. I’d like a job where I could apply these new methods in a company where I could move up the ladder. The professional background I like the way the person is communicating his/her experience in the good example. 177 . So never mix motivation with a narcisstic presentation where the candidate is only talking about himself. I would like to offer the new perspectives my education taught me. jobs. This connexion is promising. a company I’m familiar with since my early childhood days. The usual check-‐list with dates. E. The bad example : My motivations My academic background has provided me with the most efficient team and change management skills. it simply tells the recruiter why you apply for the job and how the company will benefit from your commitment.
This storytelling is crucial during the interview. they allowed you to gain qualities and skills. you should tell a story : all your job experiences end-‐to-‐end tell a story. they have built you up. you have matured. your story. This is what you sell to the recuiter : you sell that story to him (not the check-‐list !).At best. 178 . You are the result of all these steps.
Publications Essential for some added value professions. G. Some candidates use this section to explain how relevant these courses and studies to the job. follow these three rules : -‐ -‐ -‐ Time-‐reversed chronology (see below) Be relevant rather than exhaustive. city. take a low-‐key approach : I would then advise to include links to websites where the information is available. They will be also be presented in a time-‐reversed order. graduation year. Some would include copies of articles or books. 180 . school or university. Should be included : rank or diploma. F. Studies and training courses As previously mentionned. Not too many details (see below) Bold typography should be limited to the companies or the jobs you had. Ideally. Internship souldn’t be included. except for young graduates or in case the internship has been completed abroad.For the CV. publications should be mentionned right after the candidate’s studies. it is not an obligation to write all of them.
published or edited anything ? Praise your recruiter’s ego. Do it lightly. This might be the winning touch. Anyway. 181 . Do your homework : has your recruiter drafted. bring one book or a copy of your publications at the interview.
don’t specify the diploma or the course. I. everybody lies in this case anyway. don’t use any frame nor chart. have an ace up your sleeve : an index card with technical vocabulary or specific idioms. not the place of birth 182 . you could be contacted by phone the very next day. The candidate may indicate the softwares he masters as well as his certifications. just state your level of fluency. Be prepared. Once you sent the CV. Don’t be surprised. Computer skills If those skills are not included in the header banner. and why not. Don’t mention MS Office and Explorer when these software are requested as prerequisite. H. Language skills As we mentionned earlier. Let’s remember that you shouldn’t be modest here. Miscellaneous This section includes the basic informations about the candidate (if not previously included on the CV) : − Age or date of birth. J. your language skills will be put to the test. they should be mentionned at the end of the CV.
he has « family obligations ».− Marital status : it’s ok if you are married. you may be viewed as an unstable or available individual (therefore as a potential disruptive person) − Avoid presenting yourself as divorced or in a relation. but don’t mention it if you are single. Ideally. official or not … : stereotypes and prejudices are sticky. The candidate is less available. 183 . this can be turned as an advantage. To be married is considered as a quality. Number of children : kids are considered as handicaps by recruiters. if you are single.
Bad example : Miscellaneous: 45 years Divorced. 184 . Good example : Complementary informations Year of birth : 64 Sagittarius and Dragon in chinese astrology Father of 3 children Ability to handle conflicts and to reach compromise − − Military rank : only when it is an added value to the job : security. housekeeping. The type of driving licence (except for young graduates or for jobs where a special licence is requested). alternate custody of my 3 children. safekeeping or a job in logistics or in organization development.
Upper-‐left corner : your personal informations 2. Upper-‐right corner : your picture. The wrap-‐up : the road book 1. 3. The header banner (only one !) 5. The professional background 6. Studies and training courses 185 . In the middle : the job or position you apply for 4.
well you are the only person to blame. 186 . your story too. 9. it is human. You are a tough element to master. 10. let alone to explain. 11. If you experience problems writing your CV. Publications Language skills Computer skills Hobbies Miscellaneous Did you know ? It is very difficult to write a CV from scratch. But it is critical that you do it : trends come and go. 8.7. codes evolve.
For the candidate. 187 . candidates are afraid of it. something to lean on. me. While summarizing your career. like a mirror would do. it is pointing out your mistakes. you should consider it as a friend : an ally. the weakness or the missing argument. or a life-‐belt. Your CV is not an exam sheet you would hand out to the professor ! It is your friend . my setbacks and my regrets … » It is also a synonym for failure. During the interview. As if the recruiter would discover the lie. this document is about « my life.The tip It is not an easy task to draft your CV.
Chapter 6 : drafting your CV step by step As such. Week #1 Create your time capsule : « I a m the b est ! » Preparaoon Draft y our D ream Team : « I a m n ot a lone ! » The game plan : dates and objectives Analysis The Review : « W here d o I c ome from ? W here a m I g oing to ? » Week #2 Research : books. 188 . drafting your CV comes at the beginning of Week #2. w ebsites and advices Draping Draft y our curriculum v itae Draft y our cover letters lettres Mailing Plan y our mail and follow-‐up (adjustment to your CV and letter) a) My CV leaves trails Recruiters keep lots of CVs. just in case…So you’d be well advised to dedicate quality time into writing your CV in a professional manner.
Characteristic features 6. Garbage can and basket b. Then differentiate yourself 7. To start with. The oral test 2. b) The Brutal Way : the 10 steps Our method introduces 10 steps to drafting your CV. The seven essential codes 189 . Documentation. Review and choice c. I would advise you to operate a drastic change in the presentation. Everything on one single page 3. If it is too late for that (damn. Client-‐related arguments 5. here are three preliminary actions to be carried out : Preliminaries : a. research 1. Recruiter might not establish a link with your previous CVs. full of mistakes and « half-‐truths » : they could come back to haunt you. My riff as the Red Lead 4. damn…).Don’t leave behind any sketchy and badly written CVs. especially in our digital world.
Classic ou Eccentric 9.8. The job seeker on his own always considers that drafting his/her CV is a 2-‐hour task. Printer. Each one of them is important. participants must follow those steps very closely. 190 . They all matter. The two tests 10. fax and copymachine During the training sessions. merely updating the last version of it.
the Cut&Paste solution. End of Preliminary #1 : You got rid of all your old CVs. move it to the Trash Can. Preliminary # 1 : Garbage can and Trash Can First of all. Nothing comes easy : you should invest time and resources. Re-‐write your story. mental block may come up. Tear it up and throw it in the garbage can. face the course of your life with your successes and setbacks. This is a real job. Preliminary # 2 : Review and choice You should perform your Assessment Review before drafting the CV.It’s wrong : drafting your CV can prove to be a severe test. I repeat. find a meaningful patter within the course of your professional life. On your computer. get rid of the latest version. Out of experience. it takes method and organization. There is only one solution in order to avoid that : drop your old CVs. I am aware that this is the most crucial moment. The trap : To work on a previous version or to use a CV from a colleague or a « really cool » friend. Start from scratch : this is the best way to start all over again. the worse you can do is to do it the « Ctrl C-‐ Ctrl V » way. 191 .
at this stage. and plan accordingly one or more distinctive campaigns. the candidate has to make a decision : one or several targets.This process can open many doors : new posibilities. End of Preliminary #2 : On one single sheet of paper : one or two jobs (and sometimes a specific business area) The trap : To take your last job back without a thorough analysis or to accept the first proposition coming your way. The candidate may also decide to target one specific business area. 192 . new projects for business ventures… But. new directions.
as we mentionned in Chapter 1. he/she/they will summarize your CV : it should come down to a few stages. Practically. The result of this will be your starting point. on your desk. He/she/they is/are 194 .Preliminary # 3 : Research No problem for this one : you bought the right book ! Nevertheless. Step #1 : The oral test Find a friend. draft your Dream Team. your « partner » listens and writes your keywords. End of Preliminary #3 : You now own the necessary methodological tools in order to draft your CV. You will tell him/her/them all about your professional life. start the exercise all over again. After listening to you. say five persons. The trap : To forget some basic rules and listen to an adviser or one « know-‐it-‐ all » friend. If he cannot make it in a structured way. he should be able to digest your professional life. there is your watch (or your phone) and in front of you. 7 minutes tops. Or better. do your homewok and research the current trends in recruitment in your business area. Your counterpart(s) has/have some distance. After these seven minutes.
End of Step #2 : A one-‐page-‐long rough CV. What is most interesting. you get to write a CV « for real ». The page is not processed : no layout. The trap : To start the layout or to put too many details. is that the backbone of your CV is not what you tell anymore but what somebody else will remember of it. (on top of the rehearsal for the job interview). End of Step #1 : A sheet of paper with the main stages of your life (keywords only). Stap #2 : Everything on one single sheet page At last. emotions or resentments with advantages for your employer : the key points of your career are only meant as future benefits for him. 195 .not caught up in the small details of your daily life : he/she/they can see which are its essential components. Respect the maximum length : one single page (no font reduction to size 9 in order to write more !). The trap : To confuse memories. Its backbone will consist of your friends’notes.
energetic. will literally epitomize your CV : everything will relate to it. These additions are designed especially for the client : the company that will maybe hire you. Step #4 : Client-‐related arguments Now you fill the CV with arguments. ability to show empathy … pick one up. Step # 3 : My riff as the Red Lead This page should start to look more like you now. your riff. the vocabulary and the syntax… End of Step #3 : A reprocessed CV. Let’s put it this way : you are on Page 1. The content has been modified according to the riff as well. Creative. with its final shape and structure. The trap : To pick up a feature based on the client expectations. we will decide which feature of your personality you want the recruiter to remember (this is called the riff). This feature. To do so. End of Step #4 : A two-‐page CV (maybe more) 196 . friendly. the sections. the colours or the shades of gray. rather than on your skills. disciplined. details or links the recruiter can relate to. and what is interesting to the recruiter is on Page 2.
Step # 5 : Characteristic features Never forget that : before you become superior to other people. and even second-‐degree humor . a social worker : a friendly and tolerant person with the ability to demonstrate empathy . each business field comes with its own set of referents. people are young in spirit. A good CV is equally balanced between supply (your skills) and demand (what the company needs). a mailman : a friendly and smiling person … -‐ Business field : in the IT sector. you should be like anybody. a graphic designer : a creative and innovative person… Position : a secretary : a communating and extravert person . your diploma or your business field. -‐ -‐ Diploma : an engineer is supposed to be a thoughtful. Each job. a developer : a disciplined person . expectations or preferences. in 197 . The trap : To underestimate the client’s needs. with a good sense of humor. they refer to all stereotypes related to your job. In other words. emotionally-‐stable and logical person . Characteristic features refer to the elements requested and expected by the recruiter or the employer.
people are forthright. sometimes caricatural. But as for any stereotype. they give our knowledge a structure. straightforward and working hard … These characteristic features are restrictive. In other words.the logistics business. Practically : 198 . they work as previously filled in index card.
match your qualities with the layout and the content of your letter of motivation. You should bring something else to the table.1. 4. The trap : A too straightforward approach make for a dull CV. you should differentiate yourself. you should not identify the qualities anymore. Illustrate these qualities in the layout and in the content of your CV. To do so. but the most common flaws in your line of work. If necessary. This is where you can add value to the situation. your job and your business field. Step # 6 : Then differentiate yourself Once the recruiter is reassured (you definitely have the « basic features » for the job). 2. 199 . These characteristic features should be understated : suggested not explained. If necessary. so you can actually be ahead of the rest of candidates. these characteristic features. End of Step #5 : Your CV has been modified to match these expectations. 3. Make a list of the expected qualities related to your diploma. include those qualities in your header banner.
it is sounds like « too good to be true ». More than two qualities. emotionally-‐stable logical person. If necessary. but also. it sounds fake. 4. Reverse them : you have the one uncommon quality ! 3. If necessary. you are a creative individual. End of Step #6 : La première partie de la rédaction est terminée. match your qualities with the layout and the content of your letter of motivation. you are a talkative and open-‐minded individual. Make a list with the acknowledged flaws in your line of work 2. Practically : 1. but. Illustrate these qualities in the layout and in the content of your CV. just like any other engineer. you were into the analysis. You are a disciplined person. just like any other accountant.You are a matured. Now you should conform the CV with the norms. 200 . The trap : Just one quality is enough. on top of all that. reflexive and draft modes. 5. You should be able to persuade the recruiter he can have your cake and eat it. include those qualities in your header banner. Step # 7 : The seven essential codes Till now.
Codes are essential : they put the recruiter at ease (you answer his expectations). graphic design…) The trade (fashion designer. This is a disconcerting step : the layout and the content of your CV will be radically transformed. they make for an easier read (it provides the recruiter with a deja-‐vu aspect) and finally. End of Step #7 : Your CV is set. Google…) 201 . According to the essential codes : efficient but conventional. they provide all CVs with a common ground (it can easily be compared). Refer to trustworthy sources. interior decorator…) The personality of the candidate (engineer…but an innovating engineer !) The company you apply for (Apple. These codes work as solutions to deficiencies or dysfunctions. Now you are free to give it a more eccentric aspect so it will stand out. The trap : Beware of the so-‐called experts at the Job Center. Beware of those « knowledgeable » associations. then adjust your CV to comply to these codes. Your CV will be just like you : unique. The main criteria are : -‐ -‐ -‐ -‐ The business field (fashion. Step # 8 : Classic or Eccentric Your CV is done. they have been subjects to tests and analysis.
To decide for an atypical framework or content would be a mistake. boldness and methodology. your CV remains conventional or has turned into an eccentric one. So it remains consistent with its pertinence. there are many ways to convey or communicate its difference. its structure and its content. Les principaux modes de déclinaison sont : -‐ -‐ -‐ -‐ -‐ -‐ -‐ -‐ -‐ -‐ The support The colours The graphic design The layout The typography The object or the composition of the picture Sections and informations to be included The attachments The mailing option The follow-‐up End of Step # 8 : It depends on your decison. taste. The trap : To be eccentric before having a conventional CV.Originality is not an easy concept. 202 . It is about creativity. Practically. An eccentric CV starts from a conventional CV.
Celui de l’expert.Step # 9 : Two tests That’s it ! You have your CV. It is done but not entirely : it has to pass the rookie test and the expert test. Can you please read it ? » 203 . Note : le béton a deux points faibles peu connus qui sont. s’il est inattaquable. du rigide et de cette sensibilité à la traction. il apparaît aussi rigide et impénétrable . elle est nulle. L’objectif serait de doter votre CV d’un béton qui n’ait pas ces défauts et en garderait toutes les qualités : inattaquable et résistant à la pression. pour reprendre l’expression populaire. I am applying for a job and I would like to make sure that a total stranger to my field of expertise is able to understand my CV. de repousser ceux qui seraient trop faibles à la traction. your baker or your florist : « I need a favour. Il va falloir se débarrasser de l’impénétrable. A rock solid CV. d’autre part. en traction. Le test du novice a pour objectif d’écarter les CV impénétrables ou rigides. sa résistance ne connaît quasiment aucune limite en compréhension mais. -‐ The rookie test : Take your CV with you and meet your butcher. les défauts de ses qualités : d’une part.
This test will make sure he/she will understand your CV. The same goes for temp work consultants. executive assistants or else employees in charge of these first steps in the recruitment process. Why would you need a John Doe to read your CV ? Somedoby who doesn’t know anything about your trade. like your baker ? He/she is the young person in charge of HR who will meet you at the first interview. 204 .
colleague or an external expert.-‐ The expert test : The same CV must be credible when somebody with the same level of skills reads it. These guys will fiddle with your CV inside out to test it. 205 . That person could be your next boss.
You will be equally recognized on the duplicated picture. The trap : The advice from your husband or wife. he/she doesn’t know anything on the subject but he/she is appreciative and is impressed by you. The quality of these copies must be beyond reproach ! Your CVs will be equally readable as the first one. End of step #10: Your CV is ready. Step #10 : Printer. Photocopy both CVs. Practically: 1. 4. All the books advise it. The trap : 206 . Fax them. fax and copy machine Last step : the copy test. but in reality. Select the Quick Print option (with colours) and print your CV. Select the « black and white draft » quality option on your printer and print your CV.End of Step #9 : Your CV is validated. 2. 3. very few candidates do it.
Tip Be assertive : if you can make it during the interview. There is the risk of having the page numbers or the informations on top the pages disappear with the copymachine or the fax. 207 .The margin is too small. then you will be able to do it with clients. Don’t be afraid to talk about the salary and the compensation package : if you are able to successfully negotiate your situation during the interview. you will be able to make it during any meeting.
If there would be a conclusion. it gently whispers to the recruiter’s ears : I am the right one. And now. a CV just like you. tips. It isn’t much to look at. it would be electric : packed with energy. would a casual reader say. rage and the will to succeed. there has been more than two hundred pages filled with certainties. Better than technical advices and DIY tips. It is simple. clear and… malicious .A short conclusion The CV I’ve always dreamed about seems trivial. tricks or codes. 209 . You are going to write the next chapter : you’re on… It is up to you : a real CV. it’s your turn! Last tip for the road Up to this point. you should turn the page. Do clench your fists and get to work : this time. the Ruthless/Brutal Way is an motivational machine.
To Sylvie. my snow ball 210 .
with more justice. Matthew thinks the world should be a better place. a job which would provide a big house to him and his girlfriend. just like her mum. but he doesn’t know where to fit. 211 . she wants to come up with new ideas. just like her dad. she wants to invent things. He doesn’t know he is being pictured as smaller than Mark … Lola will be an accountant. but she wants to do it all her way.Thanks to our ball boys and ball girls : Maxi wanted to become a chemist or an inventor. Mark wanted to be famous and to be on TV.
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