This action might not be possible to undo. Are you sure you want to continue?
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
............................ 82 Step 2 : The variations of your riff ..................................................................... 55 a) An introduction with hotels and prisons ............................ 91 a) The « you’re not in sync » intro ............. 55 b) It’s all about the method................................. 73 4..... Build a nest ........... 93 5 .......................................................................................... The paper CV ................................c) At the coffee break ................... 51 3............... 88 Tip .......................... Build your image ..... Know your target ....................................................................... 59 1........................................................... 91 b) The support . 53 Tip ......................................................... 92 1................ Convince yourself ..... Know your opponents ................................ 72 3..................... 76 c) The riff .. Know your features .................. 50 2.............. 60 2............................................................................... 54 Chapitre 4 : It takes an army to fight one ................................. 49 1.............................................................................. 77 Step 1 : Choose your riff ............. Don’t write anything before you say « I’m so sure about it » 52 d) Planning : a practical summary ............................. 89 Chapitre 4 : The 3-‐wheel mechanism of the CV .............................. fighting a war included .....................
........................ 122 Tip ....................................................... 103 5............................ 149 5........................... 110 3............ The picture ............................. 107 1....................................................... Spark desire ............. The Company is the Queen ................. 126 1.. Go straight to the point ....................... 104 6.......... Hobbies ...... 114 4................................................ 127 2.................................. Typography ........................................ Determine a structure and stick to it ....................... 144 4.. The PDF CV ................. she seldom proves to be Miss IQ ............................... 136 3.......................................................................... 125 Chapter 5 : essential codes ................. 109 3............................................................ 152 6 .......... The on-‐line CV ................................ Dates/timeline/chronology ............................................ 126 b) Cv : the classic codes ................. 120 d) The layout ........................................... Language skills ......... 115 5.............. The video CV ....................... 97 4.................................... Make it easy to remember .... 105 c) The content .......3................................. The CV on CD ......................................................................................................... 126 a) In the street.......................................... you always follow the Beauty Queen ..... Length : a never-‐ending debate ........ 108 2...........
.... 194 Step #1 : The oral test .................................... 188 b) The Brutal Way : the 10 steps ...................................................................................................... 162 The tip .................................................... 158 7..... Categories .... 203 Step #10 : Printer......................................................... fax and copy machine ....................................................................... 191 Preliminary # 2 : Review and choice ......... 197 Step # 6 : Then differentiate yourself ............................ 201 Step # 9 : Two tests ..... 188 a) My CV leaves trails ..... 196 Step #4 : Client-‐related arguments ...................................... 195 Step # 3 : My riff as the Red Lead ........................................ 209 Last tip for the road ..................................................... 189 Preliminary # 1 : Garbage can and Trash Can ............................... 196 Step # 5 : Characteristic features .................... 207 A short conclusion .................6.................................. 200 Step # 8 : Classic or Eccentric ....... 199 Step # 7 : The seven essential codes .................................... 209 7 ................ More details .................................................................................................................... 187 Chapter 6 : drafting your CV step by step .................................................................... 191 Preliminary # 3 : Research ...................... 194 Stap #2 : Everything on one single sheet page ................................................ 206 Tip .
companies. Job hunting is a ruthless business. Recruiters. advisers you meet.An introduction as a kick in the butt Is life fair ? Is life sweet or ruthless ? Is job searching fair ? Sadly. the way they address you. It is easy to answer those questions. it is all brutal : those guys mean business. the way they act. 9 . ruthless and unfair. how they talk to you.
that is why this is agressive writing : it is brutal. we don’t offer any magic formula. 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. luckily. the real question is : will you be knocked down again ?… And yes. Own it all so it becomes yours. Your CV is all about you. you must win where others lose. most recruiters are not aware of them (yet). There is no ready-‐made chewed up CV. This book explains the basic conventions. yes. the winner takes it all ! Techniques to take the upper hand are out there. Second best is not enough. you. You strike first. concise and accurate. There is only one winner. 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. and. but contrary to what you can find on the internet. Let’s stop being candid. We want to be clear. It is up to you to cross the line from time to time. Note : This book provides you with simple rules. you have the upper hand though. now and afterwards. This book has only one objective : to be easily understood in order to be easily put into practice. You must muscle your way in. the codes and the essential tricks to master.. 10 .Potentially. 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.
it provides the candidate with a precious help during both the CV and the letter of motivation processes. For the last ten years. They have been adapted to the constraints and challenges of this famous mail. how to create this bond as early as in the CV or the letter of motivation stages ? First of all. As in a supermaket. a) The Affinity Marketing Affinity Marketing is based on one simple idea : in sales. the atmosphere must be both dynamic and appealing. welcome to the world of EGO marketing. cruelly slamming the door to others. marketing and human resources : it is simple and mostly effective. The job application works like a packaging would : instantly it is make or break.This book has been conceived based on aggressive marketing methods. How to reinforce the emotional tie with the recruiter ? In front of the computer. Nevertheless. because selling means action. 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. In recruitment. Therefore. it is all about emotions. Affinity Marketing has been the favourite reference tool in sales. the recruiter is 15 . offering an opportunity to some people. this type of marketing has long been limited to interviews. Dynamic.
You all need to shine : you. 16 . niggling and sad waiter. your CV and your letter of motivation : the recruiter should want to know more…Maybe you’ll get the coin.literally buying you. He needs to call you in and to hire you. the token for the next round. the interview. Appealing because nobody tips a petty.
The result ? Trips. playing with our anxieties. both the effort and the exercise. BMW sells teen dreams. 17 . it is not about convincing here. Alfa offers more seduction than mechanics. I will promote its design. its engine mechanics or how resistant the bumpers are. Your letter should stir up interest. work… Renault markets its cars to families. the brand and its products. you are a great addition to the mix : it is all about the bond. with the company. not even squashed nor crossed. no frame (why locking yourself up when you should be friendly). To bond with someone is almost like feeling alike. it is a mental exercise at best. (that’s what the interview is for !) An open and self-‐confident signature : no scribble.Practically : − − − − − No shadow (it’s dull). Is feeling alike not synonymous with affinity ? b) The 3 channels of EGO Marketing Theoretically. not too nice.. At the same time. no crossing out. its benefits and its values. The CV must be pure logic itself : the recruiter should not think in order to understand it. a dynamic typography. or with our desires.. The car is the product. holidays. you know . a conventional copycat. Not too friendly. If he does. you have to create a bond with the recruiter. between the lines. our marketing profesors tell us that a brand communicates about its products. big corporations have been targeting a specific niche : values. You have already « worked with ». at worst an effort. an enjoyable and clear aspect (you are serious not your CV !) A smiling mail : too many letters smell like old school work. For the last ten years.
His results represent the benefits for the company 18 . A good candidate should also bank simultanuously on those 3 channels : the product. its benefits and its values. As a product. he is offering his skills.
each line on the CV should help the recruiter understand « what’s in it for him ». Play the three squares : the CV. − The skills: the candidate introduces both his technical and human skills. below the position you apply for. for career change and for positions requesting mainly interpersonal qualities. the 19 . Conveniently. The employer is interested in the future : your contribution. What matters for the recruiter is his company. What is important for the company it is not your past accomplishments but your future success.hiring him. Practically. Be careful. as for added-‐value CVs. never put all your eggs in the same basket. they should be listed at the top of your CV. The values are the essential part : they never hire a CV. not you. In reality. Without those prerequisites. − The benefits : your CV is refering to your past. The specifics as well as the assets of his detailed CV will be put to his credit in due time. the letter of motivation and the interview. Too often. specific skills are required for certain positions and companies. should you apply for positions with required technical skills. and how he can benefit from your skills. so don’t forget to mention them. For example. they hire one human being. those lines are limited to a narcissistic description of the candidate’s past. and for accountants or technicians. in the IT industry. Ideally. your CV will be rejected.
we will focus on the values in Chapter 4. Practically. better educated and speaking more languages. in which he will specify how each line can benefit the potential employer. Your interpersonal qualities. The values : we can’t say it too often. evaluate a situation or provide a different opinion or solution. The only person no one can clone or dispose of is you. There will always be a younger candidate. training courses and skills are just lines on a CV. Diplomas. more clever. nobody is indispensable.− candidate may add a vertical column. the way you would deal with a problem. 20 .
c) The unstoppable attack Curiosity is a greater motivator than profit. the desire to know more. don’t explain them 21 . Remember that the person who said it all has nothing more to say. Your CV doesn’t need to be exhaustive : to the contrary. it should stir up questions. Practically : − − Detail is the CV’s best enemy Suggest your accomplishments.
not express seriousness Your letter should be the starting point of the conversation. They should lead to the interview during which you will be clear and exhaustive. In order to visualize efficiently. Psychologists use a technique to reassure people who go through a test (and job hunting is a test). Tip The important thing is to imagine yourself as the winner. propose solutions without saying too much. bring up elements which will be elaborated during the interview. You should imagine yourself right after the test as well : will you go for a drink. notice some details and focus on one moment. He should see himself happy and relieved. daydreaming is on : you should imagine yourself. The letter and the CV should be meant as baits. You should let the desire spark off. as a reminder. hung on the fridge or place the bottle of champagne right in the middle of your office. at his/her place. with a friend… Plan a budget and put the money in evidence on a table.− − − Informations about your previous jobs should be limited to a minimum Your picture should convey sympathy : it should prompt a meeting. The person should project himself into the future. feel the atmosphere. to picture yourself with the contract in your hands. it is called the FREDERICK method. 22 . as a fetish. He should imagine a scene that comes right after the test. celebrate your new job at the restaurant. one object.
Often. almost like in the military. 2 or 6 months. he should start all over again : job hunting implies organization. the candidate should be persuaded to relaunch his project : even if he has been looking for a job for the past 1.Chapter 2 : Job hunting is a full-‐time job The candidate must admit that he cannot rush into the CV business like that. 24 .
where he is heading to and mostly the challenge he will be facing. evaluation. The plan works like one organizational. The Skills Assesment process is essential. motivational tool. without a clear vision for my future. The plan When you are looking for a job. There are 4 secrets to this search methodology : the plan.You need to establish a game plan. most of all. you need to decide on a course of actions. For them. your job search is a job in itself. shows him where he is starting from. the recipe to success. It gives you this exhilarating feeling that you have the key. and most of all. 1. hot air. It is essential in order to define your strengths and assets. the plan is like a roadbook : it guides the candidate. planning. but also to define your objectives : 25 . they are reluctant to any shape or form of organization : skills assessment. unemployed people are reluctant to be called unemployed. it is just all theory. a) The 4 keys During counselling. refocusing and new ideas. unbiased and. no more into the unemployed mode. This approach turns the unemployed into a real professionnal in the job search business. psycho tricks. You should make it a step-‐by-‐step process : how could I write my CV without a clear understandig of my past. and you are already back into a work mode. Accept this methodological approach. the evaluations. Yet those things are essential : job searching is a professionnal process.
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. These steps are simple but too often tend to be neglected.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. 26 .
Draft your dream team and fight together as a team ! 2. The letter of motivation Step 3 : The approach 1. they work as well like a trap. What about training and education ? Step 2 : Drafting your CV 1. question others. Organize your mail 4. understand certain things. Allow time to draft 3. But we all understand that each of these 7 steps brings you closer to success. If you ignore them.This book will only develop the CV part of it. The review : I force myself to reflect on the course of my life 3. Day 1 : one day to develop my Game Plan Step 1 : The Skills Review 1. The night before : change the world. The job : I force myself to determine the position I am aiming at 4. a liability… − − − − Before anything else : get organised 1. Research 27 . new lives and families 3. express resentment and bring back dreams of success. The research 2. Research 2. Adjust your CV and manage your mail 5.
Be the one they expect Step 5 : To apply 1. Play the game and be the character 3. Adjust your CV and your letter of motivation 5. its partners and its competitors 2.− − − − 2. Survey the job market 3. Decide on your approach 4. Research the products and services offered by the company 3. on change management and on communication) Step 7 : My first day 28 . Determine the necessary steps Step 4 : To prepare for the interviews 1. The go no go : Should I accept anything ? Step 6 : To prepare for the big day 1. qualitative and targeted approach of specific companies and quantitative approach of one particular business field) 2. Determine how you approach the market (opportunity approach. Crunching numbers: answers ratio. Research 2. Theoretical and practical upgrade (emphasis on management. Research the company. first and second interview ratio 3.
« have I bought the best books ? ». − I should be wary of Myself as I am too close to the action. For the man in the street. I think I control the process whereas most of the time the process controls me. but the reality is that I disregard (or I hide) my flaws. my qualities and my strengths lie.2. 29 . I am suspicious of my qualities. self-‐evaluation is necessary : I have done my homework. two persons are not to be trusted : the one who knows and myself. I have met somebody. « have I validated what he told me ? ». I have drafted my CV « has somebody read it ? is it understandable ? is it up to the current standards ? » Practically. Evaluation is the only valid method to follow-‐up a project. I have picked up a job « have I asked a third party for an opinion ? ». Evaluations Every project requires a follow-‐up : it needs to be evaluated. evaluation comes with a taste of monitoring and sanctioning. Either I like myself too much or I despise myself. Evaluation is not about monitoring nor sanctioning. From the get go. and finally. And the strengths I display are just a cover. to evaluate its accomplishments and mostly to limit its failures. I think I know where my flaws.
or even worse the friend working at the HR Department. I should be wary of the know-‐it-‐all expert : the person in charge of a charity or an institution. these people 30 .− Also. Often.
the one who is helping you finding a job. (c) and the company you are targeting. The expert in your field should be able to determine your added value. have people read it again and again. your expertise. on the other side of the fence. the TO-‐DO list : 1. They all give you advice. you’ll be told almost everything. double check the advice. Ideally.are not well informed. The guy from HR doesn’t have a clue about your job anyway. good and bad. often these so-‐called market experts speak the same lingo they used…ten years ago. 2. He should be like you. The letter of motivation is critical. to have people to read it. your CV should promote your skills. The documentation at your disposal: check the release date. 3. There must be something for each of them. (b) to the particular field. and mostly adjust them (a) to the position you apply for. Drafting your CV. (b) Also. the company’s and the recruiter’s. (a) your baker should be able to understand it. (c) He is also your first messenger : he should spread your word. Documentation is available too. Force yourself to draft it. (d) to the job market and most of all to yourself. Mr Job Center for example. and the HR person. a former colleague or one friend on the inside. Remind yourself that your CV is at the intersection of three roads : yours. pick up three persons from different origins : one working in your field. 4. to draft it again. Your CV : after you draft it. Your job is to sort out right from wrong so it becomes your 31 .
To find the person who will dare to tell you where your strengths are. they restore your confidence and they hide the truth from you: 2 CVs out of 3 are below average . Too many people overprotect you. you need help. the job seeker looks like a victim. demotivated and sensitive. 1 candidate out of 2 is unable to express himself or simply communicate what he wants or likes. 32 . criticisms and propositions. Too often. Equally. well it is up to you. Refocusing Refocusing means that you accept other people’s comments. 5. The same foot the buyer uses to close the door on the seller. forget the opinion from so-‐called friends and former colleagues. she/he has always seen you as a wonderful person. 3. they avoid unsettling you more at all cost (although they do know why you have been laid off !) You enjoy the feedback ? Fine. Before you draft your CV. You don’t need to be praised. advice and to be questionned. Also. and most of all where your deficiencies. but now you should learn the lessons and refocus your approach accordingly. Forget about your partner’s opinion. your weaknesses and our shortcomings are. 2 candidates out of 5 showed up inappropriately dressed up for the interview . 4 letters of motivation out of 5 are ineffective.« foot in the door ». worn-‐ out. both your skills assessment and your choices should be evaluated.
your letter of motivation. less reassuring … It is a full-‐time job! 33 . your CV. your salary expectations. … Consider your job search as a journey.Which parts need to be reframed ? Almost all of them : the field. the way you deal with the corporate world. the position or the company you are targeting. It is more wearying. your presentation skills whether during the interview or over the phone. a journey during which change occurs constantly.
You are forced to admit that you were wrong. 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. on one side. Full reset. on the other you are forced to start again : to draft your CV again or your letter of motivation. This very idea gets you motivated. New ideas The best way to bounce back ? You come up with a new idea. lifts you up and whispers to your ear : nothing is lost ! But there is a downside to this new idea. 34 .4.
you draft your dream team and you get the skills assessment process under way. your status back in the school yard days. First and foremost : you set the frame. « the Magnificent 5 ». Together we perform better. advice. so we keep on fighting when others would quit. it will put you off and make you feel guilty very often. You set up goals.b) The CV as part of your Game Plan You don’t start with the CV. we come up with differents ideas. software and books available. all of them job hunters. As a young job hunter. Unfortunately. − − As for the assessment process. to start a real day of work. Note : There is no secret. you share tasks. not about a position to be filled. It is pretty uncommon but ideally you would draft a team. there is a lot of help. your regrets as a teenager and your dreams as an adult. why not designate leaders and even enjoy lunch breaks. you get up at 7 :30am on the first day. and on the third day. you have second thoughts about setting up the clock … 35 . Several efficient assessment tools are out there. at 7 :45am on the second day. ready to help and support each other in order to reach the objective. to activate the well-‐ advised help. we recover the strength and team spirit we can thrive on so we don’t let go.m. It is up to you to pick up the right tools. Bear in mind that each assessment process begins with questionning your childhood dreams. a group of people. A fair assessment is all about someone’s life. You all meet every morning at 9 a.
The online data also lack innovation. Try to sort out good from bad and identify the relevant sources : buy or borrow several books. The majority of job hunters is convinced that two hours is all it takes to draft their CV. Done ! Now let’s get ready for the CV. the way we communicate and the world we live in have all gone through an amazing evolution : the web. What you get from bureaucrats or teachers. Each training. each 36 . CVs followed suit.. boldness or simply relevance . The recruitment process definitely accounts for that : most CVs and letters of motivation lack of adequate layout. as it is mostly the case. Most of them are obsolete. Best practices and requirements to draft CVs need a serious update. The worst CVs ? The « CV Ctrl C-‐ Ctrl V » ones. surf the web and ask recruiters for advice. They all seem to agree on the same 10 years old rules. No way. A whole week is required. well. draft and often are hardly understandable. b) It takes time to draft the CV I allow myself one week to draft my CV. The corporate world. Not two weeks or. These CVs follow you nicely from the early days of college graduation on. two hours. a) It’s research time There are several dedicated books on the subject in every bookstore. that is not enough. the phone industry.. one day at best.− Don’t forget to schedule a couple of days to consider and draft your Game Plan. standards… Few aspects have been left unaffected.
as mentionned earlier in the book. to adjust your letter of motivation. you will now dedicate two days to your letter of motivation. tools and DIY stuff available out there too. their history. you will dedicate time : the time to get to know them. and finally. c) Sending your mail You will need a spreadsheet (or a squared sheet of paper). it is taylor made work. Sending CVs requires dates. the time to draft your CV once again. The stakes are high now. 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. you draft your Cv on a blank sheet of paper. you throw this kind of CV into the trash can. Well. to research them. you need people to read and proofread it. Practically. their products and their needs . don’t send out more than 3 to 5 qualitative applications on a 37 . the quantitative mail and the opportunistic mail. − The qualitative mail : you should target your favourite companies according to your skills.position is just another line added to the original CV. For them. Determine one day of the week to send your mail. there are techniques. your ambitions and your preferences. determined quantities and objectives. These companies are your prime choice : that is where you would like to work. When your CV is done. With the assessment on your mind. Be careful. Once drafted.
You send the mail on mondays. it involves a specific preparation to the interview.− − weekly basis. so it is delivered on the right desk by tuesdays. an approach you decide upon and a customized draft of both the CV and the letter of motivation. Have you got my mail ? Has it been addressed to the right person ? May I email you one copy ? Also. someone you meet. This process involves a follow-‐ up over the phone. support or cooptation). Each application involves : a research phase. the rest of them are overloaded (what has to be done before the week-‐ end !). Those mails are sent all week long. as a result. The opportunistic mail : This is a very specific process but you should dedicate half a day to take advantage of any particular opportunity. As for advertised positions and unsolicited job applications. a former colleague can tip you off. The quantitative mail : CVs are mailed in bulk. the research and the follow-‐up are assigned during the whole week. It may come from randomly surfing the web. to cash in on a « lucky shot ». including the search for contacts you might have on the inside (sponsorship. Fridays are not recommended : for some people the weekend has already started. The follow-‐up calls will be placed on wednesdays or thursdays. You determine a planning for this type of mail as well : no more than 20 on a weekly basis. it is all about quantity not so much about the follow-‐up. anything… 38 . The mail is not as qualitative but it nevertheless requires the usual research and follow-‐up over the phone.
The letter should be specifically focused on the company‘s needs. the candidate mails his CV and letter of motivation to the company. don’t turn your back at what may appear imposible. clients or competitors. Most companies don’t advertise vacancies. more deliberate. he is motivated. The candidate doesn’t matter. it should be almost intrusive. The CV is focused on the targeted company’s needs. But mostly. This candidate is off the traditional job ad channel. Fact is : 100% of the people hired have applied. headhunters. the letter of motivation should be reworded : more dynamic. Some of its key elements can be refered to : proposals or references related to its services. products or management . They use straightforward techniques : cooptation. or hiring away from its partners. To make sure the mail has reached the right person. therefore he is one of a kind. the solution he is providing does.Don’t discard luck during your job search. The candidate should market himself as one unique product. to 39 . Let’s rephrase 4 simple things : ü The unsolicited application : without any prior job ad release. issues or expectations. ü Seeding by calling : There is no CV without a follow-‐up over the phone. online vacancies on the company’s web site. The unsolicited application appears like one of the most commonly used and efficient approach.
But for many candidates. Techniques are available. This one phone call is crucial : it is do or die. almost an act against nature : I talk. to catch a recruiter’s attention over the phone proves to be a difficult thing to do. To talk over the phone seems to be easy. You need to practice.get the interview. I open myself to a person I don’t meet face to face. to introduce oneself or to start convincing. your CV can either land in the trash or lead you to the interview. to answer a question from a recruiter or. I sell myself. mostly related to online sales. 40 . more generally.
f. ü On-‐line research : thanks to the web. 10 are about your professional skills and 10 are about your people skills. don’t forget that : a. whereas a Department Head or a potential colleague basically need reassurance regarding your technical background . the data is then gathered on index cards or on a spreadsheet. it only takes 15 minutes for anybody with a fair knowledge of Google to gather enough data regarding the company. Thirty seconds then : 10 are about the recruiter’s company. Another 15 minutes to get a clear picture of its environment : its market. its products and its referrals . No secretaries to block calls at those times. e. drive and enthusiasm. 30 seconds. The terminology gives depth to what you want to say. Practically. Heads of department are generally available before 8 :30am and after 5 :30pm. that is all you have to introduce and sell yourself. 41 . its history. For example. Someone from HR does not have a clue about the technical requirements. b. c. It must convey your energy. d. its competitiors and its business partners. Always end with a proposition (not a request !) for a meeting within the next 5 days.
Name and phone number of Head of HR c. h. Name of the company. Interesting : the person I will be meeting tomorrow plays golf…So do I ! 42 . Main competitors with their strengths and weaknesses. Business partners and/or main sub-‐contractors g. Perhaps you should google the people you will meet. List of products and services available f. Date of application mail and follow-‐up e.Check-‐list for the targeted company : a. business field and sales figures b. Name and phone number of future boss d.
ü Cooptation : When an employer decides to hire someone. he is taking a risk. The new guy should have the requested set of 43 .
he has already been altered : not enough (or too much) time spent researching companies. 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. An inaccurate analysis of the job market. the staff is asked to come up with names of candidates. of its layout and content. On the agenda. This is more reliable than a recruitment procedure open to anyone : less candidates and of higher level. you redraft your CV and the letter of motivation. or of its objectives. During your job search. your CV needs a radical change. An irrelevant candidate is bad PR. he should get along with the clients. you will be forced to a by-‐weekly review of your CV. the employer asks his personnel to find « a gem ».skills. poor drafting or inadequate layout. he should be reliable and honest… To limit these risks to a minimum. content too far from the realities of the corporate world. Now. or on the follow-‐up 44 . It often involves a finder’s fee. This is what cooptation means. every second mondays. By Week 2. Following an internal notice for a vacancy. The selection is easier: the staff is reluctant to introduce sub-‐par candidates. … whatever the reason. the once alleged perfect CV appears to be inadequate. the candidate should work on his CRM approach (Customer Relation Marketing). d) Adjust your CV and manage your mail Very quickly. he should be a team player.
in relation with the size of the company. Two mistakes to be avoided : the work overload caused by too many answers from employers or the lack of activity. The file name should meet some requirements. Careful. the origins. too little or too much feedback. interview propositions or petitions for complementary informations The qualitative. Vacancy (not your diploma !) 3. 2 simple things to rephrase : ü The different versions of the CV : Few candidates apply for only one job. or the company’s and/or the recruiter’s operational language and culture. Each one targets a particular position or business field. idleness as a result of poor or inadequate feedback or mail. Several explanations : the diversity of the candidate’s academic or professional background. Generally.by phone. Perhaps : the reference of the vacancy 45 . past dreams or old ideas. Year 4. as well as quantitative and opportunistic mail should be rescheduled. The name should include : 1. then no. The same goes for the letter of motivation. Name of the candidate 2. you should draft not just one CV but several. most CVs are digital. sometimes totally unrelated. Most job seekers aim at various positions.
2. 3. 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. The expectations refer to the requirements or requests put forward by the recruiter in the vacancy release. In this case. his market … but also his expectations. The recruiter may prefer a certain type of profiles. the recruiter is the client. all these terms are instrumental during the recruitment process : 1. It is more difficult to identify the preferences. The applicant can take the initiative and voluntarily detail his current needs to the recruiter and therefore profile himself as the answer to them. It is not easy. but you can do it. his preferences and his wishes. Usually. and sometimes unconsciously. his products. 4. the design. 46 . In short. Often. you should research your client : his background. The CV and the cover letter are the perfect tools for that matter. backgrounds or sets of skills. his needs. or the almost magic solution which will allow him to save or keep his company. But it is not limited to that. 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. They can work consciously. The colors. The client. always the client CRM : Customer Relation Management. the needs and the expectations mentionned on the vacancy are different things. The needs refer to the technical or interpersonal skills required for the position.
e) The letter of motivation First. You will need a couple of days. More than for the CV. You will ask for advice or for help. then the letter of motivation. 47 . you draft the CV(s).
more straightforward. in order to outshine the competition. few vacancies). (in Part 2 of the Brutal Method) ee will see that there are simple methods to draft a killer letter of motivation. job seekers are aiming at a certain number of weekly (or by-‐ weekly) interviews. For lower skilled positions. 48 . The same goes for the interview : just one and you are out. or his qualifications. you’ll add objectives : how many interviews should you get ? Usually. the current trend within the job market. f) Numbers on his agenda There you go : you’ve done a rough draft of your planning. Practically. both the CV and the letter of motivation should be adjusted. with numbers and dates. with an answer ration of 35%. How many of them ? it depends on the vacancy. the objective should be one interview per week. More agressive. Now. For higher skilled positions. If the answer ratios are lower: − − Either the CV or the letter of motivation need a new approach. In this case. the objective should be one interview every two weeks (or three) with an answer ratio of 60%. how old the candidate is. Change them Or there is a lot of competition on the markey (lots of job seekers.
Note : Both the CV and the letter of motivation are crucial. It works. something to give out.The question is : « are my interview skills up to the standards ? ». Nobody likes a depressive victim. believe me : it won’t be you. Each mail. You should question yourself. c) At the coffee break Candidates usually enter the interview room and introduce themselves to the recruiter as Calimero’s twin brother. something to stand for. 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. on their tone of voice. review your strategy or find new ideas. Symbolically. on their body language. It tells the recruiter : it won’t be him. the candidate switches into action mode. « It’s me or them ! ». each interview gives you the opportunity to review. You should welcome the competition and enter the 49 . This may sound offensive but this is successful Job Search 101. Therefore it is important to draft those documents at the earliest stage of the process. It shows on their face. amend or re-‐draft them. He has something in his hands. Consider those documents as a work in progress : they represent a never-‐ending process. a pain in the butt or a loser in his company.
a small group of committed and devoted people around you. This nest works like your base camp. the only person who can convince yourself is you ! Build a nest : with a clear goal in sight. stand in front of the mirror and talk to yourself. It may appear easy. bulletproof with certainties. 50 . or worse as Mr Nice and Candid. persuaded you are one of a kind. Even worse. you should stage the decision. Convince yourself Conveniently. Which certainties are we talking about ? It doesn’t matter. This is a statement. it is my decision : THIS JOB IS MINE ! 1. confidence is universal and contagious. This is not stupid at all. nobody can help you : like the guy who wants to quit smoking. If you are convinced to be the best table football player.battlefield as a winner and not as a loser. Solemnly you tell yourself : THE JOB IS MINE ! Dress up. up to the standards…You are the one they are waiting for. 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. but it is not.
Pick up one skills by which you stand out in your family. You cannot convince the recruiter if you are not persuaded yourself. I use a simple technique. Build your nest and verbalize what you just went through. well. it will make you smile but it is efficient. at cutting a flower. 51 . 2. and even more so… Do the same exercise for the position you are aiming at. at mixing music. at riding uphill. Finish the following sentences : − Whatever happens. III. During my training sessions. II. So stop being Calimero’s twin brother too. and feels it when you don’t have it. Prove yourself that you are the best at cooking chocolate.This nucleus of certainties is the cornerstone to your success during the interview : the recruiter feels it when it is there. or for a set of skills you have. … − I can punish if … − I am there to … − I have solutions : … − I am taking full responsability. Never forget that the motto « I believe I can fly » is crucial during the interview. Build a nest For those of you who think it is easy. I. Focus on your expertise and challenge yourself. it is not.
Build up your certainty first. If you don’t trust yourself. 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. 52 . then you start drafting the CV of the letter. 3. 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 .
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. Don’t let it become your weakest link. make something nice of it. 54 . something deliberate and professional.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. Most signatures don’t represent the person but reveal his weaknesses. w eb sites.
Keep some of your cards to yourself. not really. is teaching kids real life lessons : − Lesson #1 Hide your objectives : « Train stations ? well. you end up in jail…worse…without collecting money as you pass. you cannot build an hotel there. And then. The game of Monopoly. the person you helped in the previous round so he would not go bankrupt. before you enter the interview room. In jail. money and rents step by step. you would over-‐motivate your « opponents ». without touching it. with luck and strategy alterning. Playing Monopoly. don’t share your tips with anybody : there are very few gratifying well-‐paid jobs out there. » Threfore. was stealing your train station away from you. you had to collect properties. And there was nothing you could do about it.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 ». don’t show too much enthusiasm. Also. one stroke away from the much coveted fourth train station. 55 . you had to play and play over again in order to collect lots of Title Deed : and there.
don’t be naive nor candid. − Lesson # 2 While some people easily forgive other people – forgiveness being a very judeo-‐christian attitude – gratitude is more difficult to come by. 56 . We all know Judas. to find a job is a matter of life and death : no money to pay for the rent. Be fair and honest. like an animal in danger. Don’t rely on your opponents’ humanity. but do we know who the Good Samaritan was ? After a few months. to buy food…our very own old ethological demons come back to haunt us : our survival is the only thing that matters.
at all times. their game plan. there is a yellow demarcation line : to the left. this is not the most easy thing to do.− Lesson # 3 Know your opponents. 58 . This almost military approach is causing anger. to the right those who complain while watching others step over them. In the recruitment business. to be aware of your strengths and weaknesses. just like in any B movie. The objective of this book is to provide everybody with the same weapons. it is pure logic and common sense. To provide equal opportunities to everybody for a fair fight. you should master the general framework of the game and. also. their weaknesses . those who make it.
In other words.b) It’s all about the method. Target 4 essential elements : the opposition (your opponents and the recruiter of course). Equally and ideally. This introduction has been agressive on purpose (troops need to be motivated again !). Without them. 59 . those informations are indispensable. your strengths (your assets). the candidate starts with a serious handicap. your target (the position you are aiming at) and the way the opposition is considering you). that’s usually a job for Special Units or the Intelligence Department. your Dream Team and yourself you should scrutinize the field of operations. 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.
the company. it turns into an opportunity for those who can make the most of it. The crisis is not inevitable. analyze : • the consequences of the crisis 60 . managers who would put things straight. practical and simple approach. you must scrutinize it. Note : Some writers include other elements in their analysis. a) The job market The job market (or more precisely. The target. 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. the vacancy and the recruiter. Companies are in desperate need of salespeople who would bring in new business. take a pen… Roll up your sleeves. Know your target To reach your target. this means work : you need to analyze. but it gets too heavy. creative people who would relaunch their product line… Practically : 1. 4 elements absolutely necessary to analyze : the job market. My preference goes to a limited. Determine the business fields you are aiming at For each field. Any salesman would tell you : know your clients first. its circumstances and current trends) plays an undefined part. 1.Switch on your PC . research and put into perspective.
its company should be extensively researched : its core values valeurs. but in the long run they will be instrumental to a successfuk career…knowledge is power. 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. its hiring trends. The company index card : 61 .• • • • the opportunities the crisis can create (very important. its business partners. interim. others will stop you (don’t waste your energy !) b) The company : its culture. its needs. its expectations As for any qualitative approach. sub-‐contracting… the discriminating criteria : some will help you (highlight them in your letter of motivation). its products… Practically : Create an index card for each company. its competitors. To draft those cards represents a substantial amount of work. its teams.
decline or be able to adapt ? This is not an easy analysis. Products or services available (or offered. (when seemingly improvised) makes quite an impression. The recruiter meets a candidate who. number of subsidiaries or franchise network and turnover/sales. address. Will they expand. 62 . the purchase of a car is greatly influenced either by kids. for non-‐ profits). good or bad. For each of them: − Brief description − Target audience (or prescriber1) − Strengths and weaknesses − Rival products (or services) 3. 4. 2.1. or the names of their CEOs. Main accomplishments. the company and its products be like in the next 5 years. It requires research and a fair bit amount of imagination. its history. During the interview. mainly. Overall description : Name. or work colleagues. or friend of the parents. Prospective analysis : How will the market. Possibly. or the social background. its subsidiaries abroad. Eventuellement : son histoire. For example. not only 1 The prescriber is the person who influences the consummer in his choices or in his purchase decisions. legal form. the prospective talk.
masters the current issues at stake. c) The person I meet Between the company and you. In most cases. the recruiter stands in the way. he can be your future boss. 6. The main business partners and its competitors. the in-‐house psychologist. together they will proceed to the first selection (awarding the first ticket to the interview. but who comes up with a medium-‐term vision about the risks. its main departments. the opportunities and the potential developments for his products. and their Heads. one external agency or a future colleague. Practically: 63 . the Head of the HR Department. He has many disguises. Many people will be reading what you have sent. Its management structure. Or not). Especially the department you are aiming at. the same people will be attend the interview. 5.
But don’t send your application to your contact’s private email address. whether it’s firtsname. include the exact name of the person (be careful to the spelling !) Usually. Analyze their email policy. one fictitious email address is activated to receive the applications (info@xyz. Try to find the personal email of your contact person2. Some specialised web sites an give you access to those informations as well. 2 Surf on the company’s site.com or f. Use the search engines. ask for his posituon in the company In both the presentation and in the letter of email@example.com@xyz.− − − − Before sending your CV (even in the case of a press release).com. Every company has a logical way to allocate their email addresses.fr). You will be able to determine your contact’s email address. 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. an alias. 64 . call and ask for the name of the person you should send it to. this would look bad.com ou firstname_name@xyz. Be discreet so it will look spontaneous.
d) The position When applying for a job. Your analysis will take into account the technical and logistical weaknesses. Everything related to those skills must be within the scope of the prerequisites. The recruiter must be persuaded that you have mastered those abilities prior to the interview. you need to walk the talk : you should know all the technicalities. as well as the poor output rate. 65 .
Example : The company TECTI is looking one IT technician for its Help desk. Unfortunately. JTML. The position also requires people skills. one drilling machine. it is all about lists : the list of your previous jobs (number of years or duties). it is not enough : there is more to you than just being able to use one welding kit. Those details will tip the scales. personality. I understand that if you draft your CV you must be relieved. There will always be a candidate with a more relevant background and a wider set of skills. JAVA and CSM (one of them) Your proposition : 66 . or being able to develop a project or write anything. and the list of skills (or softwares) you master. Short description of the vacancy (10 lines max) : objectives and related duties. your background and your technical skills are not enough. Practically : 1. Requested skills : ASP. The applicant describes how he can add value to the position…highlighting both his technical and people skills.You get the message. Up to this point. a sense of humour and social manners. stakeholders… 2.
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 .− − Technical skills : to add one DB interface (for example ORACLE) People skills : crisis management.
3. when and how. My CV YES Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills : … … … NO 68 . Description of prerequisites : what is necesary to the position. other skills are required. Description of collateral functional supports : who is helping me. other might be suggested to improve collaboration. 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. To manage the situation.
others are implied (can he do it under water or in vacuum ?). to whom and how does it transfer to. This will help you get a picture if you have the required skills for the job. or to acquire a new skill which would give him the hedge during the interview. They should allow any motivated candidate to get a complementary training to fill the gaps in his education. 69 . 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. 3. 2. The candidate should determine whether his application is relevant or not. The recruiter would consider all of them. whether technical or human. Description of delivrables : what the job actually produces or delivers. some are non negotiable (a spot welder must be able to weld).5. 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.
each rejection brings you closer to your next evolution. In addition to the training. One day. and mostly new abilities. so does each interview. he is developping new weapons. the fight contributes to its evolution. you need training. The recruiter is bluffed : the weapon is yours. The « this is who I am » approach : 4. face-‐ to-‐face. Just like any Pokemon. The Pokemon improves with his training. you’ll meet the Boss. Each training session contributes to your developement. 70 . 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. the letter of motivation and the interview. The suitable candidate is gathering valuable ideas for his CV.
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. even hundreds of applications.2. A single recruitment campaign results in dozens.
Everybody wants to go after you. our latin and greek teacher was a big man. You touched him. Walk on thin ice. and you keep your efficient and mobile troops there in some grove. So you are not ahead of the pack. You have the most unconfortable seat. we thought we were at the Parthenon. during the interview.Situation #1. Know your features In college. in one announcement banner. You haven’t won yet but he is having doubts. He was permanently sweating. he should come to this concluson all by himself !) Situation #2. numerous and powerful footsoldiers. He could not conform to the the usual 50-‐minute lesson format : 73 . Unfold the map on the table : just like Caesar. There. you place the heavy machinery at the forefront. then the oldest. First you will be the most expensive candidate. The heavy machinery. It is not over yet. 3. and then finally you are the best one. you need a game plan. There is a fifty-‐fifty chance now. let the recruiter gradually make up his mind : you are the best (don’t tell him. It is not a done deal. or in between two sentences in your letter of motivation. The recruiter’s certainties are challenged by the qualities you kept to yourself. He had a loud and harsh voice. If you appear to be the right candidate. Knowing that. you are swimming with the sharks : cheer up. will open the doors to the recruiter’s office. ahead of the pack : be suspicious. his right hand mopping up his forehead and the top of his head with his embroidered handkerchief. you activate your swift resources : your asset cards. It was not easy for him.
he was as passionate as a young Harry Potter. as pathetic as he was near the end of his life. 74 . A greek lesson by him was just too much for us to bear.
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 .thereof). the experiences your shared together… everything about this person will be filled here.
You can add. delete or modify the informations…Everything goes. The first impression remains. it is its storage point. 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. Except for one thing : one piece of information cannot be altered nor deleted. about the person. Therefore the impression you will make to the recruiter is there to stay. In other words. one with your name on it. The recruiter sees you (with the occasional exception) as newcomer. It is the first impression. 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. Your brain will automatically update the index card. so will the person. which will allow you to find it back. Your judgment will evolve over time. important or not. This is the imprint this person left « in your nerve cells ». You cannot change it. The outline illustrates the key role of this first impression : it is the imprint which will fix the card in your memory. not deliberate. to the contrarym it is simplistic.The index card is filled with data.
presentation. his answers to his questions. 20 CVs. At the end of the interview. in case you face two recruiters. All these informations can be altered (you can make up for any blunder during the interview). the way he dresses up. recommendation. the recruiter will keep in mind : his CV. Professional background & skills Behaviour. all of them but one : this first impression : it is there to stay. They met with 20 persons. CV previous collaboration… e-‐reputation…. Candidate’s index card . the way he walks. requests. …. your feedback but also the way he looks. letter of motivation. they don’t know who you are anymore. 20 81 . The imprint leads to the catch The storage point Regarding the candidate.
the funny woman. Same goal here : your tune should remain in your recruiter’s ear. alcoholic. it is extremely difficult for them to discern who is who. the tall guy. or worse. The Method introduces a special approach. both fun and efficient : 1. the black guy … If the word is a positive one. the Riff is guitar sound. team player … – The same goes here : skip aggressive.personal histories and even if they use the pictures. thief … 82 . a little song. the dynamic guy. which will be with you the whole day. 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. Originally. when it relates to the physical appearance (the fat. no more than qualities. it’s ok … if it is a negative one. Step 1 : Choose your riff To determine the one qualifier which describes you best is not easy. List your qualities and your flaws – Practically. they often use one word : the stressed guy. To do that. the professional guy. simple. it’s not good at all! It is that simple : our first impression works like one pedestal. the ugly or the blond). no more than three flaws – Skip the obvious : motivated.
This qualifier will epitomize the first impression you make to the recruiter. – It either fits the corporate culture – Or it is an added value to the position you are aiming at 83 . manic obsessive into disciplined … 2. stubborn into determined.– Turn your flaws into qualities : nervous turns into dynamic. Among those qualifiers. determine which one is the most marketable to the recruiter : that’s your Riff.
My qualities …… Nos qualités professionnelles ou humaines. not your qualities. Don’t be surprised if your flaws. 84 . sexual orientation …) The job market is not your typical friendly party. Attention …… …… peuvent parfois vous desservir…. 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. weight) or related to your personal situation (religion. 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. disability. they don’t hire you so you can have a good time. authority or creativity. get you the job.
the recruiter often turns your qualities into flaws : the nice guy turns into the candid guy. the disciplined guy into the inflexible guy… Bear that in mind for the interview ! 85 .It takes a strong temper to manage of night crew of 180 … – Equally. the friendly guy into the gossip guy.
you are under stress and it shows. Be energetic.Avoid the following pitfalls: A) Don’t deliver above expectations : no lie. or to test you in a foreign language. the recruiter should hear just this one thing : your Riff. you may get a call from the recruiter : sometimes for a complementary question. the Riff thrives on your qualities and flaws. Don’t pretend to be a peaceful person in order to please the recruiter. B) Always stick to the same Riff : change your Riff to match the position or the company you are aiming at. C) Be conservative : professional. a detail. 86 . In the tone of your voice. D) In between sending the CV and the interview. Get ready for this interview. eager… You should stand out. energetic.
The way you write the address on the envelope. it will show up on your opening banner. the stamp and the envelope must be beyond reproach. you should impose your Riff to the recruiter. solar… 3. The syntaxe of your letter of motivation You are a pro. How do I make the first impression off it ? You should give it a variety of forms whether visually. The content You are marketable. The structure and the layout of your CV If yours is a creative Riff. You introduce yourself as a disciplined person : the address. 5. your CV shouldn’t be like an off-‐putting catalogue. the opening banner Whatever the Riff. And most of all. Your signature Yours is a friendly Riff. play with the layout … Your CV must be creative.Step 2 : The variations of your riff Once decided upon. your signature must be open. Everything should relate to your Riff : 1. come up with a new structure. it should sell too ! 6. (banner present at the beginning of your CV 88 . your letter must be professional ! 2. orally and kinesthetic. 4.
got his job interview back in 1997. The poster man of the family. everybody is proud of him. Tip Forget the advice of your sucessful uncle. 89 .
he followed the advice of somebody who died more than 10 years ago. 90 . the telephone was there but not the internet. The How-‐to guide he used had been written in 1980.Back in the days. And finally.
Crushed and most of all dragged by one faceless « ogre ». then he would have been something else than a wheel in the mechanism. 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. Chaplin looked really small. « My job is to produce cars so kids can go on holidays ». the community. » Yet. I’ve had it. Next to the machine. His last words were : « François. Which features does it have ? How does it work ? a) The « you’re not in sync » intro During one of my seminars. one participant was comparing himself to a sad and fallen hero from the movie « Modern Times ».Chapitre 4 : The 3-‐wheel mechanism of the CV This chapter will examine the heart of your CV. It relates to logic and efficiency. 91 . there is nothing unrelenting or unfair in the etymology of the word gears.
The drawing is in black and white. its bowels. the wheels are squeaking. With an ill-‐manufactured mechanism. digests. nothing comes out… b) The support The CV is usually written and printed on paper. as the CV on a PDF file. Pretty chaotic … With carefully manufactured and maintained wheels. the o-‐line CV and the video CV. 92 . it is all colourful and lively…a true storytelling. it chews up lots of information. is in full color. When it starts working. everything is confused. When we enter inside this machine. the CV is slow. transforms and communicates them. but nowadays it can have other types or forms. the epigastrium of your CV. In reality.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. we discover a simple mechanism : 3 wheels constantly spinning in sync. the CV on one CD Rom.
Do the test : fold your CV 1/4 or 1/3 of the way. Its visibility loses 20%. 93 . donc de son efficacité (when you photocopy it. • Graph paper or paper with holes. the support itself can either lead to rejection or be a liability to the candidate : 1. Paradoxically. The paper format is reassuring. This is no small detail. the best paper CV is sent by e-‐mail. • Like the envelope. Sachez. it conveys a sense of global community and intimacy of contact no other support can give. or folded. que la majorité des CV informatiques sont imprimés. ready to be read. all flat. Practically.1. the folds turn into black stripes upside down). • Spelling mistakes to the address or the name of the beneficiary. for example. that most digital CVs are printed. par exemple. 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. The trip won’t have him crumpled or dirty (mailmen eat croissants in the morning and French fries at noon too !). It will be all clean. Be aware. tobacco…) • it has stains. The paper CV It remains the format of reference. do does its efficiency ( Il perd 20 % de sa lisibilité. alcool. crumpled or torn.
Generally. without being descriminatory. • The A4 format is the norm. a 80 g. are a liaility to your application : the first impression is negative. not too thick. thin paper sheet is being used. 94 . 2. • Not too thin (you read through it). • The paper should be spotless. The Liability level (1 CV out of 30) refers to all those mistakes which.
Sometimes they become more emancipated. The impression is negative : « I’m afraid. • When you sign. but let the recruiter find out … Our signatures have been following us since we were 12 years old. • No photocopy : the recipient must be persuaded it is unique even if the application is ranked 58th out of 200. • Don’t place the signature on the edge of the sheet. the name is calligraphed and the letters are identical to the ones 95 .• Not too ostentatious either : no manila or coated paper. more creative. I need an edge to lean on! » • Finally. no letterhead (except for our notaries and lawyer friends). They evolve with the times. scan the signature and cut and paste it on the cover letter. • Avoid the aggressive and various time crossed signature. huge or graphic signature … We know you are the best candidate. whereas for the PDF format. no narcissistic. use one ball pen. all alone in the middle of this sheet. use an ink pen on the paper CV. more restrained… Some of us appear to have kept their old signature : always carefully crafted and shaky.
• The envelope must be spotless : white. But during the interview. No Simpsons. sorry for the computer literate among you guys. not with your picture on it! • The address is beyond reproach : you can read it. or mommy’s boy (at best). no computer generated labels. or worse (it is now possible). Why not. or the retarded in the group (at worse). 96 . • Don’t forget the return address on the back. it meets the international regulations and is without spelling mistakes. you will appear like a rigid person. • Use a ball pen and.dating back from our early schooldays. no Superman. • Use a regular stamp. with the stamp ordenly stick. rectangular.
the Internet has been reshaping the world and the way we al communicate. the e-‐mail is the norm. The PDF CV For the last 20 years. the fax is now considered like registered mail. The mail is a rare commodity. Ouch. most of all don’t forget to : Check if your CV and letter of are well in the envelop before you seal it! 3. The vast 97 .
If you buy a new computer for your job search.fr) 98 . Unlike the original Web. 80 % of the recruiting agencies prefer to get CVs per email. such as 3.oasys. no Word file (or other office softwares). YouTube. telephony and wireless everywhere. Thus. − Your documents are compatible with everyoperating system on the market. But careful. − Within Word and most word processors.0 »4 approach/process. 2. For example. according to one study published in 20075.0 web. it won’t be altered by earlier software versions.0 sites offer basic content . printed and evaluated more easily. stored. it is difficult to apply for a job nowadays. 5 Survey by Oasys C June 2007 (available online : www. use the PDF format : PDF files cannot be modified/altered. Your layout is permanent. have elected this « 2. one function allows anyone to access all the versions of the document since its − − 4 2. they provide one online framework activated by the users. synonymous with speed. Some users might have problems to open your documents (CV and letter of motivation).majority of companies. your PC will work under Windows Vista and therefore with Word 2007. They can be transfered. most computers work with Word 2003. the internet users play a major role now. FaceBook… and all this waiting for the next trends to happen. This axiom is : without a internet connection or an email address.0 designates the current WEB. For example : Flickr. even with a zero timeline.
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 … »
this support is convenient for candidates who need to provide recruiters with heavy documentation : pictures. The CV on CD Very fashionable some years ago. It can be distorted or damaged during transportation. 4. proposal of collaboration. mailling address. don’t forget … to stick a label on the CD (not just on the CD case which can be lost or changed). 3. but not so much nowadays.For the quantitative approach. You can buy those CD (or DVD) formatted labels easily. Your name. movies. 3D mock-‐ups… Ouch. first name. Motive : unsollicited application. use BCC. The date 4. the recuiter needs to back it up on his PC – an additional hassle after the paper and the email versions. You need to specify : 1. application following a vacancy published in the press (don’t forget to mention the references of the vacancy). Moreover. e-‐ mail address 2. The list with the attached documents 103 . Nevertheless. This technical support is not 100% secure. phone numbers.
it is not always appropriate. 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 2.5. You should ask yourself : the main features are the position itself. why not. 104 . Contrary to what you can read or hear. or rather. more accurately. Flickr. with a big « + » on the right pan and a big « -‐ » on the left pan : if the scale leans towards the « + » side. 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. To be or not to be on the WEB : it must be the result of careful thinking. to edit your CV on-‐line. imagine weighing scales. a blog where you would write about your day-‐to-‐ day adventures in Job Search Land. The on-‐line CV It is not an obligation to post. A page. your personality. Twitter… For those more experienced among you : to manage your buzz through tags. be on the WEB . or.0 tools : Slideshare. comments or shortcuts the Google way. Practically. the type of company and its field of operations. then keep your CV off the WEB. if it leans towards the other side.
Ouch. it is a plus.Weighing scales 2. Your CV could be duplicated and used by your compeotors. 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).0 : Posi5ve Keeping up with the WEB trend To use and master the communicaoon tools Direct access for recruiters. to illustrate your CV. 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. Go find somebody who can help you shoot a 2-‐minute trailer8. 8 Trailer : an advertisement for a feature film. companies and headhunters Almost unlimited amount of informaoons. The video CV If you are photogenic. Your personal data are available to the public. typically consisting of brief portions of scenes from that film 105 . Your current employer may be aware of your intenoon to leave.
make sure they can’t find footage featuring other aspects of your life.Don’t overlook the quality of this video. the phone clip posted on YouTube (linked to your blog or your CV). Not so easy. Your ex may have uploaded his/her « favourite scene » from his/her mobile phone. the light. the script and the editing. don’t forget …if you give the recruiter a link to YouTube or Daily Motion. if in sync with the vacancy. Ouch. 106 . play it spontaneous. right ? Or. Everything must be professional : the framing.
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 . You don’t need to be a great literary talent to be able to give your CV a structure. The span Social conventions have it that. our civilizations are used to tell things by 3. there are 7 days days in a week . It is up to you. it is your decision. Snowy White and the 7 Dwarfs. Three rules to follow though : span. religions have 5 Pillars. We are used to it : candelabrum have 7 branches. The framework The framework is quite flexible. also. congruence and repetition. but you should respect a frame. I. 5 or 7. trinity.
Practically : − Your letter of motivation must reflect the structure of your CV. the digital footprint.the 7 Days of Creation and the 7 Mercenaries. the letter of motivation and the interview. the co-‐ optation or the letter of recommandation… In order to be relevant. 5 or 7 ! Studies showed that we understand. remember and accept any piece of information structured according to this span9 more easily. the structure of your CV and of your letter of motivation should reflect it. The congruence Your application is not unique. It comes under numerous channels. Ideally. 112 . Examples abound . Congruence means that those channels are homogeneous : they must tell the same story. 3 is the span for a crisis. the span is everywhere : everything is staged in 3. all of them. But we could add : the on-‐line CV. your CV must be unique. The three most commonly used channels are : the CV. II. 9 Briefly. according to the same structure. 5 for a and 7 for dialogue or explanation. from religions in the Antiquity to the current communication campaigns.
he should understand at all times where you stand in your explanations and where you are taking him to. the Little Prince is still right : What is essential is invisible to the eye. This is particularly important during the interview : the recruiter should have the card in his hand. Practically : − − Your letter motivation may explain the structure of your CV. The repetition After 65 years. Should a friend. Same thing for the interview. a family member or a former colleague wish to introduce you. 113 . To be fully understood. You will have to insist for this essential to be visible. rehearse with them so they can talk about the three in your career or your three main qualities. a structure must be explained and repeated. The banner may well play that part as well. your presentations or your pages in the social networks. The same goes for your on-‐line CV.− − − III.
Sipping his coffee. then he has a winner. 114 . keep them all.− Don’t hesitate to remind the reader where he stands. he is overwhelmed by 50. When he says « This one looks interesting ». You need to make a big impact. Trap #1 : It is always positive when you repeat things. Make it easy to remember Ewhat is the first step of the recruitment process in any company ? The secretary has torn the envelopes open. He enters an office where a colleague is expecting him to make the first selection. Trap #2: Don’t get obsessed with the span. don’t sacrifice any of them for span-‐sake ! 3. she has printed the other ones. maybe 200 CVs : whisper the winning feature to his ears. never when you turn it into childplay : never let the recruiter think you take him as stupid person. where he is coming from and where he is heading to. the recruiter reads through all of them. You should help the recruiter. If you already have held four jobs in four different companies. unfold the CVs and the letters of motivation as far as the the applications sent by mail are concerned. it is just communication tool.
to look older or younger. He was trying to conceal those qualities although they were actually his strong features. and even to devise it : to 115 . to keep it alive. Sometimes their strong feature was the root of the problem or of their discharge. on the PDF version. to level with the other candidates. Marketing is all about desire : some are aware of it. 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. orderly and honest. Why ? To be cheaper. When you send your application through the mail. Trap #1 : Maybe the secretary doesn’t have a stapler. 4.Everything goes : banner. mention the page number and your nameand first name at the bottom of the page…the pile of documents might fall on the ground. I remember a participant to one follow-‐up group : he was meticulous. Trap #22 : Some candidates hide their added value. to spark it off. cover letter … but both keywords remain the same : synthesis and structure. Those qualities lead to hostility and eventually to being laid off. others sense it : to awake it. staple your documents . maybe there has been no refill for weeks.
116 . not the detail In your CV. here are some techniques : 1. giving lots of details regarding their duties. no interest at all. now.create it from scratch. nobody was alienated by mobile phones. Name the company and your position : the recruiter will determine whether that position is a plus for his company. Votre CV envoyé. He would want to reinforce or invalidate his evaluation. The same goes in the recruitment business : before getting to know you. he is making his selection. or more simply curiosity come mostly from what is seen. To reach that. when you submit your professional background. the spark should twinkle : the recruiter should feel like wanting to know more. (what is guessed or suggested). Once your CV has been sent. Back in 1980. The frame. their responsabilities even their accomplishments. The layout Desire. He is not imagining anything. 2. to listen to you or to stand up for you. This will be examined in paragraphe (d) of this chapiter. he would call you in to discuss it. you had sparked desire . Pcs or Ipods. They give the recruiter every opportunity to say NO to every lines he is reading. don’t explain your job in detail. you generate rejection. or not seen. In the first case. He should wish to meet you. Most candidates tend to speak at great length.
I should say. but unofficially. The cliffhanger Officially. But TV producers are aware that the audience can be volatile. the CV is just a collection of misunderstandings10. At the end of each episode. I know for a fact that all of you will understand what I am about to explain. curious. it should come as a surprise to the recruiter. the audience should be frightened. Canal+ and other TV production companies have come up with a secret weapon : the cliffhanger. The following week. he should reassess the situation . Tuesday is when your favourite soap is on. he should be hanging around in full doubt. A long time ago. 117 . surprised… What comes next ? The CV as « an endless list » should work as a soap opera. Therefore.and he will be meeting you for an interview ! » 10 My gratitude to Georges Bataille for his paraphrase about communication mishaps. at the final scene. nobody would confess enjoying those soap operas on TV. their heart can beat for another soap : you need to make sure they keep watching yours. let’s take advantage of that ! 3. you wait a whole week for the next episode. HBO. In all cases. with many unanswered questions : he needs to know ! Badly ! « 5 nights to go. every Tuesday.
you won’t have anything to say during the interview. 118 .Again. well. Trap #1 : If you put everything on your CV. Trap #2 : Too many gaps and you are the Invisible Man ! So. what you don’t mention. don’t over play the cliffhanger trick. that is the puzzling part : you should therefore organize and stage those missing informations. what you don’t explain.
− 120 . 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. one page if you have just graduated. − Specific recruitment policies of some companies or institutions : both the EU Commission and public administrations like detailled CVs. − The number of candidates : the more CVs the recruiter receives. − Recruitment and outplacement firms as well as headhunters like to « know a lot » about you. Length : a never-‐ending debate The norm says : two pages. Some positions may require longer CVs.5. Ideally. the less time he will spend reviewing each of them. the CV should be short. concise and should match the job requirements precisely. recruiters do request them).
not to you. Everything should be simple and obvious to him. Trap #1 : The recruiter should never have to think. 121 .
He can see the object as it is. Then. There are three steps in the logic of visual perception : what you see. their style. You are your CV and your cover letter ! Their looks. he will give it a meaning. The adage was right : you don’t judge a book by its cover… but it does help. 122 . d) The layout Crucial : you are not there when the envelope opens up. Those steps dupicate those related to a young child when he discovers an object : one morning. what you recall. Image marketing has been taking advantage of those steps for decades : logo creation. some weeks later. their physical appearance lay down the ground foundations of your image in the eyes of the recruiter. the baby is able to see. come up with a detailed version. and what you feel. But what about those 15 years of experience ? Digest them ! And at the end of the CV. posters. packaging or videoclip.Trap #2: Don’t behave like a grumpy old man : nobody is interested in what you did back in 1982. he is able to recognize it : within months.
it gets nooced. analized and evaluated.To be seen To be nooced To mean something • My envelope is not a neutral object: I use a pen. They both should be consistent. • My CV stands out in the stack of documents. your CV should get noticed : it should stand out of the stack. • My le}er gets nooced too. • During the interview. The following chapters deal with the layout. 123 . which benefit do I offer ? » Those questions are fundamental. you personify your CV. Before it gets understood. The layout doesn’t exist by itself. they only mean something if they get answered. • The recruiter recals it. • There are objecoves: for what ? • There is a logic process : a reason why ? • There is a capital gain for the company. • In the stack. Most CVs neglect the layout and give priority to the content : « Why your company ? Why do I apply ? Which idea. but as relevant as they may be. it applies to a specific content.
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. 125 . ambitious : aim for the moon ! Too many candidates refuse to embark on the spacecraft.Tip Be passionate.
Chapter 5 : essential codes There are rules in order to draft a CV. common sense or habits. their methods. therefore the worst option. Job seekers. So far. often intuitive. I wanted to explain the reason behind those seven codes. their impact on the efficiency of the CV. test and finally daily trial by thousands of job seekers who followed my courses. Three important things for me : you should be able to understand how relevant those codes are. the most appealing option gets picked up. so that it is clear to everybody that they are not about intuition or beauty. So many different advices. It is the result of years of work. you always follow the Beauty Queen . codes were left up to everybody’s imagination. Too much uncertainty around the person and the CV : « What should I do ? Who should I trust ? ». b) Cv : the classic codes The seven fundamental codes are synthetically hereafter exposed. it is hard to come to a decision. Forget beauty. they all have their ideas. go for efficiency. she seldom proves to be Miss IQ11 Practically. the job seeker was getting a different version from every person he/she was talking to. job center employees. professionals. analysis. Usually. a) In the street. By writing those pages. and 11 Let me emphasize that this cruel quote has been made by a woman … 126 . sometimes efficient.
1. the recruiter spends less time reading. As a result. the « why » and relates to « the wrap up ». 127 . CVs get shorter. Each classified advert generates more and more applications. Why ? In these times of crisis. typography plays a major role. It is the first contact : the transition between what you see and what you understand.you should be able to apply them to your CV. Typography Since the early days of the print industry. Too much material : « it has to be quick ». Each of them get an explanation.
as if you would hide a lack of experience or skills. It is much better with one well-‐structured page.There are ways to shorten a CV without losing one single sentence. The typography should not be too small nor too big : size 8 and even 10 are both difficult to read. than with two « empty » pages. On the contrary. abreviations are systematic (for example : CU. If you can read it quickly. Equally. in order to avoid the dilution effect. without losing on the content. the elected typography should be conservative. The language and mostly the spelling are ready-‐ made : words get shorter. The average recruiter may have sight problems. 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. it will seem shorter. The idea is to make the reading easier. the spelling here must be beyond reproach. These new codes begin to have a big influence on how people draft their CVs. a) Spelling Be careful. it seems like you fill the space. line spacing should be minimum. the syntax and what is caaled « the visual layout of the text». with a size 13. Text messages changed our lives. contrary to text messages and emails. It takes a few seconds to write and read friendly emails and messages. Therefore. It is a « rookie CV ». even one and a half page. They have permanently influenced the spelling. LOL) and typographical rebus (IluvU for I love 128 .
Blogs. The rule is : parsimony. New words suddenly appear and a few letters mean a word.you). social networks and text messages : some rules apply to all of them but each channel its own spelling logic. not too many LOL or . a sentence even a feeling. Forums. and as a fact. they spread in CVs and cover letters.o) then ! 12 The emoticon is the exact word for the smileys in our text messages. 129 . New abreviations and emoticons12 are now accepted in cover mails.
130 . They don’t amount to very much now. The phone industry did not cause the death of the syntax. b) Syntax The 160 letters max of the text message physically shook up the syntax rules. 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. Reminder : motivation is not a quality nor a skill. In those banners. especially with what was known as the NICTs (New Information and Communication Technologies) : skills.There is only one rule here : do impress. sentences with no verb or mixed with words. expertise. abreviations. As for the CV.For your CV and your letter of motivation. expressed. It is not something you mention on a CV. motivation… Those sections can be found at the beginning of the CV (it is better) or at the very end (where they are useless !). new sections have appeared since the 90s. unreliable WEB sites or old course logs photocopied over and over. Careful. syntax must be simple but accurate. As if the candidate did a cut and paste on old quotes or uninspired idiomatic expressions off timeless selfhelp books on recruitment. or so it seems : words. two downfalls to these sections : (a) They work as a catch-‐all. 131 . technical terms or verbs. It should be demonstrated. everything goes. (b) They are conventional.
keep their capital letters all the way. c) Visual design Your CV and. This allow the reader to tell the name from the first name. in both your CVs and letters of motivation. for him. family names are written with capital letters as well. and to limit the « Centered » to the position you apply for. especially for the cases when some family names are also first names (Mathieu. Italic imposes a cognitive translation to the reader. The basic layout is a long vertical square. the current trend for letters of motivation and CVs is to make them « left-‐aligned» too. As for text messages. Don’t use the sheet on horizontal mode (the landscape mode in Word). You push the recruiter to a neuronal exercise . most of all. Traditionally. Important : don’t use any italic. 132 . that are never « justified ». François…) or when names and first names come from a foreign origin. it is like going from one language to another. Finally. the CAPITAL LETTER means shouting or it is a sign of aggression. Obviously. Initials and acronyms13. 13 The acronym is the abreviation for a group of words. formed by the first letter(s) of these words. but rather « left-‐aligned ». your cover letter should very much look like a phone dial. Don’t use them arbitrarily. Frederick. in text messaging language. family names and words at the beginning of a sentence keep their first capital letter.
The consequence can be extremely negative : in 50% of the cases. telling « I followed one MS Office training course and I discovered a new function. giving the CV a square appearance. or previous jobs. diplomas or ranks if releavnt to the applied for position. the one with the frames in Word ! ». Usually it is limited to : − − − − − Last name and first name Position you apply for Headlines either years of occupation. it is inefficient. locks up. The rule is so simple : no frame ! The frame shuts up. the reader doesn’t read the words in italic. it is not professional 133 . Never. almost obsessive. entangled. or name of companies for the job experience section (up to you) training courses. frames are being used : to highlight headlines.The same goes for any change in font size or colour. categories or even the picture (« Somebody died ? »). It is not nice. psycho-‐rigid. it gives a negative image of the candidate. Not too many bold characters either : use them to highlight the important things. Too often. The context helps him get the meaning.
times new roman. I am aware of that : do the stack test!). its very own little neat chart. one CV out of ten is made fun of. calibri… ü Not too small. 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. no frame !). Finally don’t use any shade. not for words (you can’t read them anymore).Even for your language skils. Understanding a chart seems easy to you ? During my seminars. not around the pictures (not nice…not nice at all !). The wrap-‐up ü Only one typography ü Conventional typography : arial.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. not too big : i usually propose size 12 ü Left-‐aligned (except for the position you apply for) ü Line space 1. Reading them. « people » tell you the contrary. no around the frames (I told you. I take a stack of 30 CVs – which is not a lot for a recruitment campaign. don’t use them. 134 . Those frames on 50% of the CVs are like the plague for any recruiter out there : each CV comes with its own logic.
You don’t put your picture. one afternoon in Dagobah swamp. The picture The picture is the introduction. Usualy it is locted on the upper right side. FaceBook and MMS : we have entered the image era. but acquired in a figural way. Why ? To all recalcitrants. that particular CV could have changed the course of history … 136 . « You will pay a special attention to the picture ». You should display yourself. Mostly he was one of the Jedis of the Republic who survived the takeover by Dark Vador. Luke Skywalker has been his latest pupil. it is a logograph read . the names and the job experiences. depending on the recruiters. It is relevant. then the picture and then. Should he have drafted one CV. Your picture is not decrypted. you send a mesage to the recruiter : « I have something to hide » or « I am not good looking. Blog. A more technical paragraph : You need to know that CVs are cross-‐read. a person does ! The logical reading starts with the skills or objectives sections.2. the opening door to your CV. this all about the image. spoiled…no self-‐ confidence or darned shy ». It is also your first step towards this special job. starting by the headline in the middle. Remind yourself : one CV doesn’t hired. the WEBmakes it compulsory :: the picture is a must.In the first part (job and picture). it gives the CV its first image. your ticket to « a normal life ». 14 Master Yoda was the mighest of all Jedi Masters in the Galaxy. Master Yoda14 to Luke Skywalker.
This image. as it often is the case. when you are in this graphical part. you may be among the 30% of readers who skipped that paragraph. don’t look sad. sad or. it’s you! This is the one you introduce yourself to the recruiter with. Be positive ! Don’t look depressed. supplicant. your picture should illustrate your riff.I told you so : italic is tiresome ! This being said. Therefore. 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. Your picture should be a friendly one. One simple rule : no pathos at all . that is to say : the first quality you want to impress the recruiter with. to analogic reading. never! No change in the font size either. be friendly. But it is not that easy : explain your friend (the one with the right camera) that he is booked for the whole afternoon! 137 . Let me remind you the axiom at the begining of this book : you are the right person. no loser or has been looks. the lower part. scared. the one who will get the job. or tired … Ideally. dedicated to graphic reading. Most of all. Your picture should reflect exactly that. Learned your lesson ? No italic in the CV. Ok ! Your CV is divided into two parts : the upper part.
138 . the picture should not let the recruiter think.Just like the CV itself. Nothing beats the good old immaculate wall. the less visible you appear. Beware the background : the more things behind you.
but some of your features might have changed. no respected recruiter will base his choice on your picture. same make-‐up. some people think they start with a handicap. on the day of the interview. Ideally. will get pulled off : it will end up on the floor and then in the garbage. you keep the same appearance : same suit or dress. for real. Your picture goes back 5 years ? Why not. have several outfits ready. the picture does not contribute to select or eliminate candidates. Sometimes and rightfully so. The picture does the trick. The picture will help as a reminder of the candidate at the end of the day. carries or drops them off. clipped) to your CV. CVs get moved around when the recruiter handles. Except for some racist or frustrated among them. and not for the best. When your friend (the one with the camera) shows up. your picture in the garbage ? That’s a good start15 ! Contrary to what most people would think. Can you imagine this ? You. stappled (or worse.And please : no staple. 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. it is relatively easy to insert a picture into a text. 15 With Word. same haircut. The colour of their skin. If you are no computer literate. get some help : from the guy at the Job Center ? a former colleague ? your son or your nephew ? 139 . their disability emerge on the picture – which would lead recruiters to dismiss them. Your photo. their religious beliefs. no paperclip.
Notes to our men friends : − As a child. we are told. arab or black. real tough … But on the picture. He is exposing himself to this setback. well that is a slap in your face. like me. dedicated to the job interview. the candidate’s motivation is wearing thing. and you are dismissed because you are disabled. Enquire. it is a good thing then when your CV is being rejected. avoid posing with eyes of steel. When the recruiter or the company have racist motives. others. openly or implicitly.Some people will advise you not to add your picture in order to raise your chance during the interview. Specific processes are available in order to draft the CV and to prepare for the interview. Nevertheless. that in order to be a real man. make it a rule. don’t give that french lover type languorous stare. 140 . Too bad my publisher’s lawyer forbids me to release them… 16 In Volume 3. we need to be tough. accusatory . Even if this behaviour thrives in these times of economic crisis over-‐suply in candidates. the candidate may well decide it is worth the risk. let’s keep our eyes on the ball : the job seeker is not there to change the world. It is his objective to work in that specific company. aggressive. Sometimes. he wants a job. Besides. the name can tell about religion and colour of skin. At the tenth slap. You show up for the interview. we tell you how to deal with those situations. but he is prepared16. The same applies for people with disabilities : preparation is the key. That whould be the case for the Qualitative approach.
remind yourself that it is a sign of submission. women do have that flaw. no sex at all : no outrageous make-‐up. not this pouting grin some young female applicants usually have on these days. One last thing : DON’T BEND YOUR HEAD ! I’m shouting my brains out here. a cast of monsters. no submissive woman. you are there as a professional. you bend your head towards him/her ! At the interview. for real. you don’t want to look like a Christmas tree. 141 . A jewel emphasizes a feature of your personality.. On most CVs. no plunging neckline. then be bold-‐headed on the picture too ! Notes for our women friends : − − − The more jewelry..− − I’ve got a spectacular collection of those CV pictures. On interview day. Not conviced ? Have a look at those pictures with your partner : unintentionally. no three-‐day growth beard (the same for the interview). They captivate. the less you’ll get noticed. If you are bold-‐headed. do you ? No sex. Ladies. conceal. Even if your girlfriend/boyfriend likes it. hide. Jewels attract attention on themselves. not on yourself.
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. It must survive the Quick Draft Print Mode tests and two consecutive photocopies. no paperclip ü Same clothes you will be wearing during the interview ü No sex 142 . or in case you do.Finally. don’t pick up a colour picture. test it.
Most recruiters acknowledge they have unintentionally favoured candidates from common origins (place 143 . Did you know ? Similarity emphasizes sympathy.
the logic behind it. 3. start date and end date. Dates/timeline/chronology The timeline is an essential component on your CV. You start with the latest date or fact. Normally. even better. Once again. the recruiter should be able to understand the course of your career. Reminder : no italic. − Job experience Before each job. or candidates who looked like them or with the same first name. religious or philosophical beliefs…). CV must have a temporal dimension. Too many candidates rush through that step . education or diplomas are. Two categories relate to chronology : job experience and education. this is the starting point of your CV. no bold. job experiences usually come first. Equally and despite of that. By reading it. and you end up with the earliest ones.or country of birth or residence. a common background can lead to competiton. therefore rejection (one cock in the yard is enough). don’t mention any months nor days. your added-‐value thrives on the latest date or fact. a fluent one. Remember the old saying : time is about haste. 144 . previous positions. Dates are not important. Why ? First thing : the CV is written in a time-‐reversed style. Contrary to what is being usually advised.
2001 becomes 1998-‐2001 As a result. Welcome desk attendant Euro Disney becomes 2001–2010.February 1st. recruiters focus on gaps rather than on your experience. Beach attendant at Hôtel du bon rivage October 15th. Another advantage : you will be able to hide a small gap of several months. Beach attendant at Hôtel du bon rivage Cthis is more obvious indeed. 1998 – March 31st 2001. 1998 – March 31st. 2001 – July 31st. 2010. he can memorize it better. that his father fired you and you wre feeling depressed for the following six months ! Generally speaking. Welcome desk attendant at Euro Disney 1998-‐2001. this can avoid having to tell at each interview that the Hotel owner’s daughter dumped up. he recuiter is able to read the CV more easily. 145 . February 1st.
You can send a very detailed CV on request. Don’t mention each and every position you have held.Everybody tell you not to lie in your CV. you’d be well advised to set your priorities straight and select what is most relevant to the situation. you will have to explain your nervous breakdown or justify your cancer to a stranger. Even if it means making a mistake by a year or so. well it’s only a typo. 146 . For those with many job experiences and skills. If you do so. I prefer to tell you not to arrive naked at the interview.
he only gets his college degree !).− Education : diplomas and training courses Dates can be mentioned before stating them or rigt after. 147 . just like for job experiences. some would even cruelly characterize it as « meat for state-‐sponsored education ». The message to the recruiter would be : « this is heavy stuff. Don’t list the 15 or 20 different training courses leading to a qualification. Don’t mention the months. between brackets. Don’t feel forced to list your three university diplomas (you might as well scare the recruiter off. a genuine unemployed person ».
don’t be modest. Language skills In bilingual countries. then the job experiences ü Cut to the chase ü Limited use of bold ü No italic Did you know? Dates are reassuring. This is a section in which candidates can be very creative… Why ? Everybody lies about his/her language skills. They are logical. It will thus be the second line of your CV. this section is on every CV. no date ü Fill some gaps ü State the job experiences ahead of your academic credentials and training courses ü State the dates. without any affect : everything is meant to reassure the recruiter. If you are fluent bilingual or trilingual. So.The wrap-‐up ü Time-‐reversed chronology ü No month. carefully tought-‐out. Programmer/Analyst Bilingual : french -‐ english 149 . they represent the practical part of your CV. it has to appear just below the position your apply for. Pay special attention to your dates then ! 4.
The result is guaranteed. spend two hours watching cartoons on TV every evening. it may smetimes be advisable not to mention a second language. A contrario. Nevertheless. Make sure you include a translated version at the end of your CV. Iof you do mention the diploma or the training course in any foreign language. it means you don’t fully master it. Who knows ? The person in charge of the recruitment process may not be bilingual … We mentioned this before. it could (unfortunately) prove to be a handicap… Finally. When you prepare for an interview in a language different to yours. Send your first mail (along with your CV) written in the main local language. your current level is limited. 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. the skills do. 150 . a language is built on a small nucleus of basic vocabulary : expressions as well intonations you learn very early as a child. You have spent your early childhood in Tunisia ? Even if fluency in arabic is asset. avoid the classic mistake : the diploma doesn’t count.
Diplomas or traning courses are useless 3. Don’t be modest 2. The wrap-‐up 1. Propose a translated version of your CV 151 .
vocabulary is essential. No cahrt. Hobbies Here comes the much talked about section. Finally. such as dutch. Bilingual : write it at the beginning of your CV 5. you should dedicate time and thinking. Nevertheless. You may be speaking correctly. tips and tricks… Some are in favour. but with the right accent. The stakes are too high : they are the last trap the candid candidate stumbles upon.4. and of course. such as english or german. grammar matters most. it is much better to use limited and simple vocabulary. you’ll hardly listened to. 5. no frame 6. the accent matters more than grammar. for some others. such as french or japanese. 152 . No bilingual CV : one language per CV Did you know ? For some languages. The candidat sees it as an easy section to fill in. Everybody comes up with advice. For others. others are against it. In english. a mere formality.
the requested diplomas. he successfully passed the language assessment tests and even the team likes him. Silent. the recruiter is thinking. 153 . Why ? The desk stands between them. The candidate is not aware of it but the interview went well : the right profile.
Therefore =. for everybody’s sake. he reads that the candidate is interested in literature. At the bottom of the document. He has never heard about Ian Rankin. the recruiter has decided to ask the so-‐called « coffee break » question. He raises his eyes and candidly asks : « I haven’t a chance to read the latest book from Ken Follet yet. Is the candidate relaxed ? The question is not meant to test him. The tone is less formal. 154 . that person shoud be a happy camper. Seven or eight hours a day. how he would behave socially : is he comfortable engaging in daily small talks ? … just like he would do at the coffee break.Precisely at this moment. Let’s not forget that the newly hired person should fit into the life of the company. nor about the latest Pulitzer Prize. The only objective is to get out of the restricted focus of the interview. The hobbies. We call it the « coffee break question » because it allows the recruiter to imagine how the candidate would fit in the workplace. more friendly. 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. Back to crime scene : the recruiter looks at the CV.
155 . This case is no exception. Trust is lost. the recruiter is quickly connecting the dots : « he lied about his CV. Righ there. suspicion is everywhere and somebody else gets the job. the whole CV is now under suspicion ». Many candidates fall over the hobbies section during the interview.
travel or bicycle. Brush up on your hobbies. Don’t be eccentric at all costs. Be relevant (it is more about relevance than about imagination or eccentricity). 4. Once your made up your mind about the list (careful : no more than threee). one could tell that the population of Northern Europe likes sports. sewing (for men). is cooking. By reading CVs. the ones which add value to your CV. travelling and reading a lot ! List all your hobbies first. research them so you’ll be able to answer questions. 3. some hobbies have bad press : political activism.Don’t you ever lie ! Don’t mention the most common hobbies : gardening. then select the ones most relevant to the job. 156 . hunting. do your homework. boxing (for women)… The wrap-‐up 1. literature. 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. 2. cooking. Last precaution. The « coffee break question » is all about the hobbies : it is the « make or break » question.
ready to email another copy).Call him to make sure (in front of your PC. 157 .
No pink-‐coloured paper. 5. More details You get the picture : I don’t really favour eccentricity. 2. not everybody can be odd and tasteful altogether. 4. 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. Non-‐profit sector. 8. 3. its business field or to position the candidate applies for. 6. 158 . 1. Some details may be added . the candidate can differentiate himself with a few ideas without being too simplistic. the salary is negotiable. 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. no perfumed CV. Nevertheless. NGOs : yes Politics : no Religious beliefs : usually not advised Allergy. Why ? Often. 10. others shouldn’t. this eccentricity makes people smile .6. 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. 7. 9.
Salary : some tips worth of gold: 159 .
the distance from your house and mostly the genuine interest for the job or the business field. we don’t trust what is cheap. Cheap means that the quality is not as good. clothes and hobbies … The amount corresponds to your lower limit. ü Come up with a consistent proposition. 160 . a phone and meals … or. rent.ü Research: how much money people your age. negotiate a gross amount ü Start the negotiations with a higher amount : you lose prestige if you start with a low salary. Expensive is good. faites-‐en la liste : car installments. with similar education and job experience are making ? It is so easy to go online or to call a couple of friends. 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. food. ü Be aware of your financial needs before signing : simply. list them all : simplement. Just like the recruiter. more simply.
Did you know ? Find an ambassador to drop off your CV ! Nothing beats that ! Activate your network ! 161 .
In this last part. Don’t mention your place of birth : it doen’t bring anything. your email address. Usually. Why ? Categories are presented one by one. phone number. But don’t forget to consider the CV as a whole. 162 . It should be meant and drafted as something homogenous. a CV is being drafted according to the same rules you would a letter. You’ll find hereafter the conventional structure. Of course. but. adding some more details. I come back to points I have already explained in this book. and might even emphasize ethnic or religious singularities. it comes after the name. Personal informations Basically. the name in capital letters. Below that. A. particularities shouldn’t be denied. logical and balanced. Some add they birthdate. each of them with its own set of rules. both in bold. start with your first name. fax and mailing address. 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. codes and dedicated use. Categories Informations on a CV follow a certain structure. In the upper left corner : your name and first name. The first name in normal typograpy.7. as of today. If you are an important person.
Some would write it at the upper-‐left corner. − If you are a doctor or an engineer. − The same goes for the number of kids. For a woman or man. But no obligation. − Finally. Should you really wish to add those informations. your marital status is nobody’s business. it should’t be on your CV.Practically : − From 25 years old onwards. or some positions related to the management of underqualified-‐teams) . − Should I write « curriculum vitae » ? I say it is redundant (we all can see it is a CV !). 163 . you are supposed to know how to drive a car and even to have your own car . « miscellaneous ». − As military service is not compulsory. single means available . or if the guy at the Job Center advises you to do so. Some tips: − No icons : so small phone. no flag. this information doesn’t add value to your CV (except in the safekeeping or security business. but if you do want to write it as such. confine them in the last category. but most would write it right in the middle. don’t give them a major relevance by putting them at the top of your CV. write your title before or after your name (are your narcissistic or not ?). be discreet.
Thanks but no thanks! 164 . Not at the beginning or at the end of your CV or leter of motivation.− Don’t include any quote.
and right before he takes the picture. − Don’t show your teeth : for men.B. facing your personal informations. or your flaws. try to get his intention. your motivation and it draws attention. it will contaminate your image in the eyes of the recruiter. Two efficient tips : (a) force yourself to stare intensely at the photographer. it is sign of aggressiveness. He boosts your self-‐confidence. he can tightly crop the frame so he can highlight the pertinent detail. smile is an advantage. Squeaky. Don’t use any make-‐up in order to enhance your expression. 165 . The picture Insert your picture in the upper-‐right corner. sometimes sad. More tips : − One of the keys to a successful picture lies in the quality of the photographer. An ill-‐balanced CV (the picture is too big or unconveniently located on the page) can communicate an impression of imbalance to the reader. It shows your personality. (b) look at the ground. It is crucial. often undecided. − Focus on the way you stare. This symmetry is importante : your CV epitomizes your qualities. raise your eyes ! − Of course. and for women it has a sexual connotation (most of all. equally left-‐centered for your informations and right-‐centered for your picture. But most smiling pictures are pathetic : it is a forced smile. don’t bite your lower lip). Usually both spaces are similar : same horizontal alignment. same size. try to convince him .
depending on the angle of the shot. The ¾ pose is placing the candidate into an emotional setup . If too powerful. he/she will look like a dreamer. The side view reveals a more authentic graphical aspect. − 166 . No way. I will then carefully chose my words so I won’t appear like I teach them something about the job. The wide angle shot gives you a more open face : its central part is a little bigger. Tips to the pros : Photographers can be touchy. have a picture with a tool you use at work … − No black frame around your picture. In fact. pick your zoom very carefully. but try to go the extra mile. You lose all expressiveness : you don’t communicate any feeling. personaly I see a dead man. Play with the light or the angle. or try with a wide angle (17 mm). But beware of the cartoon effect. no depth. I don’t know much about photography. Some think it is serious . your hands …).Portrait is the norm and the norm is good . dare something else : zoom out (show your chest. the picture has no volume. it sort of bulges out. Sometimes it can squash a face. and you don’t want that for the picture on your CV. First of all. the gaze deeper. but it can be sometimes viewed as arrogant. The face seems more energetic.
it clouds the message. the background will be fuzzy (so the face will stand out). Practically. if you use a size 12 font. The central headline The name and the picture should not be center-‐aligned : too narcisstic. graphic designer. Center-‐aligned then : the role or the position you apply for: developer/analyst. the solution you provide the company with is. It is an advantage but it is seldom used because as it can be viewed as pretentious. When you stare at an object or at somebody off frame. For some jobs. Dear photographers. photomontages are a valid option. You are not important. just like for the side view. avoid small lenses. Applicants love backgrounds : convince them otherwise. 17 NLP : Neuro-‐Linguistic Programming 167 . it create an atmosphere. it should be written with a bigger font. depending on the field. C. then pick up size18. or even beter. If they do insist. use size 12. If you have multi-‐language skills. drawing teacher… It should be underligned.a visionary … or absent (more informations can be found in books related to facial codes in NLP17). The effect is guaranteed. the eyes should be your focus point .
There are different kinds of banner : the essential skills. it has become a trash can filled with platitudes. the Goodwills. the objectives and the motivations. it was an original idea being activated in order to highlight one specific feature : a quality. At the beginning. Nowadays. there comes the header banner. In less than 10 years. D. 168 . this banner has become an essential component to any CV. a technical skill or the objectives of the candidate. The header banner Below the main headline. the main qualities.
Being honest and on time. An axiom is a rule you would not even think to oppose ! 1. Its objective : to point out « the important element on your CV ». 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. don’t mention qualities which are not real qualities. the one the recruiter expects or the one you want him to remember. A candidate who tells me he/she is honest sounds like my car mechanic … What is he/she hidding ? Second. Let’s begin with two axioms. One header banner and only one ! 2.Let’s put some order in there. don’t cut and paste the conventional tips off self-‐help books or blogs. two tips : First. well. 169 .
those conventional spoon-‐fed sentences are too « perfect ». I would have prefered a more enthusiastic tone. Never forget that truth matters more than perfection. 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. not in CV ! RK #7 : name the mpany ! BARK : not underlined. Ok. RK #8 : never start h « I » ! in the letter. Nothing spontaneous in there. Those words. When you speak about your objectives. so « learned by heart ». I like to work in a versatile environnement and I blossom working within a team. and most of all. you should almost hear him/her speak through them. 171 . Also choose your words carefully : make sure you actually understand their true meaning. so « cut and paste ». The motivation or objectives banners should personify the candidate. be yourself. it sounds so fake. you get it : I don’t like it. BARK 5 : no justification ! BARK #6 : not in italic ! The « self-‐help book » effect can kill your CV.
to use spoken language can be very promising. Reading this. In this case. procrastination is a behavior which is characterized by the deferment of actions or tasks to a later time. friendly and cheerful a person Caroline is. the permanent activity and the travels : the suitcases and the smiles of the families who travel to the other side of the globe. the recruiter is able to imagine Caroline talking. her personality and this little hint of « dynamic emotion » called Motivation ! 18 Bad luck for the candidate : procrastination is a nasty shortcoming. According to Wikipedia. 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.Another classic moment during the interview. the picture shows how solar. Why do you apply for a job at Bristol Airport ? What do I like in the aviation industry ? The people working there. not a quality. you should use the kind of vocabulary and syntax that match your level of education or the one in your region. The holiday feeling while you are working. Figure 3 : Caroline will get the job. 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. 172 . Psychologists often cite procrastination as a mechanism for coping with the anxiety associated with starting or completing any task or decision. He can sense her tone.
the key is to leave your mark on people’s minds. 173 . Hereafter is a list of the essential header banners. It doesn’t matter how you do it. to market yourself efficiently to the recruiter. the sole objective is to sell : in this case. But you are free to come up with something new. As for any ad.
te first screening is based on those on those requirements. Goodwills In this case. − − Essential skills In the IT industry. That’s why they should appear at the very beginning of the CV. other trades also require technical skills as prerequisite. As check-‐lists. Recruiting professionnals sometimes use the GO-‐NO GO idiom : you don’t have those skills. they refer to any other quality which would complement your skills and technical accomplishments such as immaterial and interpersonal qualities. It doesn’t look too nice but it is a tremendous help to companies and recruiting agencies. -‐ Ability to listen to patients. without explanation : no date. you make sure they will be considered and understood. There are more and more CVs around. Before they even get looked at. no detail. it all stops there. As a candidate. It is the first screening step. by clearly pointing out those skills. The 2009 trend tends to duplicate this banner at the top of the letter of motivation as well. Equally. -‐ Ability to handle stressful clients. 174 . Interpersonal qualities are key : -‐ Team management. it is all about the technical skills.
those skills are crucial. Therefore. he will work overseas for a big ONG. important point. 175 . 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. they should be included in your presentation on the letter of motivation. 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.-‐ The understanding of foreign cultures or religions… For certain jobs. − Main qualities Usually the candidate is advised to write whatever he can think of. and. The most commonly used headlines : skills. main qualities and motivations. more than any other technical skills (a training session will bring you up to speed). they should appear on the header banner. After proper vaccination. a higher purpose.
even salary expectations. Forget that. Young graduates or older people looking for a new challenge can find the banner very helpful : it offers another perspective to their CV.− − This is the first thing I cross out when reading CVs. (b) availability makes you cheaper. 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 . I value that. sometimes language skills. you are asking for something (almost begging) and as such you are losing value and you are in a bad postion to negociate anything. But stay away from cliches : no ready-‐made arguments off « self-‐help books ». it has nothing to do here. It is a catch-‐ all : sentences next to adjectives. The explanations can add meaning to a CV which might be either too short or too long. 176 . availability (never mention that you are available straightaway). The motivations The candidate explains how the job. The objectives The candidate can take advantage of this opening in order to communicate his objectives to the recruiter. if it is well done and efficient. titles of training sessions. the field or the company are a motivation to him.
The professional background I like the way the person is communicating his/her experience in the good example. jobs. I am a man of challenges and responsabilities. 177 .It is equally important to understand that these motivations should generate the connexion between the candidate and his future job. positions and company names should be avoided. E. I’d like a job where I could apply these new methods in a company where I could move up the ladder. a company I’m familiar with since my early childhood days. The usual check-‐list with dates. This connexion is promising. I would like to offer the new perspectives my education taught me. it simply tells the recruiter why you apply for the job and how the company will benefit from your commitment. The bad example : My motivations My academic background has provided me with the most efficient team and change management skills. The good example : My motivations I’d like to join the company where my father and my oncle are already working. So never mix motivation with a narcisstic presentation where the candidate is only talking about himself.
At best. you have matured. you should tell a story : all your job experiences end-‐to-‐end tell a story. 178 . they allowed you to gain qualities and skills. This storytelling is crucial during the interview. your story. You are the result of all these steps. they have built you up. This is what you sell to the recuiter : you sell that story to him (not the check-‐list !).
180 . Studies and training courses As previously mentionned. Publications Essential for some added value professions. Not too many details (see below) Bold typography should be limited to the companies or the jobs you had. F. school or university. except for young graduates or in case the internship has been completed abroad. graduation year. follow these three rules : -‐ -‐ -‐ Time-‐reversed chronology (see below) Be relevant rather than exhaustive. take a low-‐key approach : I would then advise to include links to websites where the information is available. city. They will be also be presented in a time-‐reversed order. Some would include copies of articles or books. it is not an obligation to write all of them. publications should be mentionned right after the candidate’s studies. Should be included : rank or diploma. Ideally. Internship souldn’t be included. Some candidates use this section to explain how relevant these courses and studies to the job.For the CV. G.
181 . Do it lightly. bring one book or a copy of your publications at the interview. published or edited anything ? Praise your recruiter’s ego. This might be the winning touch. Anyway. Do your homework : has your recruiter drafted.
not the place of birth 182 . Miscellaneous This section includes the basic informations about the candidate (if not previously included on the CV) : − Age or date of birth. Don’t mention MS Office and Explorer when these software are requested as prerequisite. have an ace up your sleeve : an index card with technical vocabulary or specific idioms. I. Let’s remember that you shouldn’t be modest here. Computer skills If those skills are not included in the header banner. they should be mentionned at the end of the CV. Don’t be surprised. H. Language skills As we mentionned earlier. everybody lies in this case anyway. don’t specify the diploma or the course. The candidate may indicate the softwares he masters as well as his certifications. you could be contacted by phone the very next day. don’t use any frame nor chart. and why not. Be prepared. your language skills will be put to the test. Once you sent the CV. J. just state your level of fluency.
if you are single. official or not … : stereotypes and prejudices are sticky. he has « family obligations ». 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. this can be turned as an advantage. but don’t mention it if you are single. Ideally. The candidate is less available.− Marital status : it’s ok if you are married. 183 . To be married is considered as a quality. Number of children : kids are considered as handicaps by recruiters.
Bad example : Miscellaneous: 45 years Divorced. 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. alternate custody of my 3 children. 184 . housekeeping. The type of driving licence (except for young graduates or for jobs where a special licence is requested). safekeeping or a job in logistics or in organization development.
In the middle : the job or position you apply for 4. 3. Upper-‐left corner : your personal informations 2. Upper-‐right corner : your picture. The professional background 6. The wrap-‐up : the road book 1. Studies and training courses 185 . The header banner (only one !) 5.
Publications Language skills Computer skills Hobbies Miscellaneous Did you know ? It is very difficult to write a CV from scratch. 186 . it is human. codes evolve. let alone to explain.7. well you are the only person to blame. If you experience problems writing your CV. You are a tough element to master. your story too. But it is critical that you do it : trends come and go. 9. 8. 11. 10.
or a life-‐belt. During the interview. it is pointing out your mistakes. As if the recruiter would discover the lie. something to lean on. 187 . the weakness or the missing argument. me.The tip It is not an easy task to draft your CV. like a mirror would do. this document is about « my life. For the candidate. Your CV is not an exam sheet you would hand out to the professor ! It is your friend . candidates are afraid of it. you should consider it as a friend : an ally. While summarizing your career. my setbacks and my regrets … » It is also a synonym for failure.
just in case…So you’d be well advised to dedicate quality time into writing your CV in a professional manner.Chapter 6 : drafting your CV step by step As such. drafting your CV comes at the beginning of Week #2. 188 . 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. 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.
here are three preliminary actions to be carried out : Preliminaries : a.Don’t leave behind any sketchy and badly written CVs. Review and choice c. My riff as the Red Lead 4. To start with. research 1. Recruiter might not establish a link with your previous CVs. I would advise you to operate a drastic change in the presentation. full of mistakes and « half-‐truths » : they could come back to haunt you. Characteristic features 6. Everything on one single page 3. Client-‐related arguments 5. damn…). Then differentiate yourself 7. b) The Brutal Way : the 10 steps Our method introduces 10 steps to drafting your CV. Garbage can and basket b. especially in our digital world. The oral test 2. The seven essential codes 189 . Documentation. If it is too late for that (damn.
Printer. merely updating the last version of it. Classic ou Eccentric 9. participants must follow those steps very closely. 190 .8. Each one of them is important. The job seeker on his own always considers that drafting his/her CV is a 2-‐hour task. fax and copymachine During the training sessions. They all matter. The two tests 10.
mental block may come up. get rid of the latest version.It’s wrong : drafting your CV can prove to be a severe test. Start from scratch : this is the best way to start all over again. The trap : To work on a previous version or to use a CV from a colleague or a « really cool » friend. There is only one solution in order to avoid that : drop your old CVs. move it to the Trash Can. I am aware that this is the most crucial moment. find a meaningful patter within the course of your professional life. the Cut&Paste solution. Tear it up and throw it in the garbage can. Nothing comes easy : you should invest time and resources. Re-‐write your story. End of Preliminary #1 : You got rid of all your old CVs. Preliminary # 1 : Garbage can and Trash Can First of all. Preliminary # 2 : Review and choice You should perform your Assessment Review before drafting the CV. 191 . it takes method and organization. This is a real job. Out of experience. the worse you can do is to do it the « Ctrl C-‐ Ctrl V » way. face the course of your life with your successes and setbacks. On your computer. I repeat.
192 . and plan accordingly one or more distinctive campaigns. new directions. at this stage. 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. the candidate has to make a decision : one or several targets.This process can open many doors : new posibilities. new projects for business ventures… But.
your « partner » listens and writes your keywords. After listening to you. Step #1 : The oral test Find a friend. say five persons. there is your watch (or your phone) and in front of you. 7 minutes tops. he/she/they will summarize your CV : it should come down to a few stages. After these seven minutes. Practically. draft your Dream Team. do your homewok and research the current trends in recruitment in your business area. start the exercise all over again. as we mentionned in Chapter 1. on your desk. End of Preliminary #3 : You now own the necessary methodological tools in order to draft your CV. The result of this will be your starting point. He/she/they is/are 194 . Or better. If he cannot make it in a structured way. You will tell him/her/them all about your professional life.Preliminary # 3 : Research No problem for this one : you bought the right book ! Nevertheless. Your counterpart(s) has/have some distance. The trap : To forget some basic rules and listen to an adviser or one « know-‐it-‐ all » friend. he should be able to digest your professional life.
you get to write a CV « for real ». (on top of the rehearsal for the job interview). End of Step #2 : A one-‐page-‐long rough CV. The trap : To start the layout or to put too many details. Its backbone will consist of your friends’notes. Stap #2 : Everything on one single sheet page At last. Respect the maximum length : one single page (no font reduction to size 9 in order to write more !). 195 . emotions or resentments with advantages for your employer : the key points of your career are only meant as future benefits for him.not caught up in the small details of your daily life : he/she/they can see which are its essential components. What is most interesting. End of Step #1 : A sheet of paper with the main stages of your life (keywords only). The page is not processed : no layout. The trap : To confuse memories. is that the backbone of your CV is not what you tell anymore but what somebody else will remember of it.
ability to show empathy … pick one up. energetic. details or links the recruiter can relate to. the sections. the colours or the shades of gray. To do so. End of Step #4 : A two-‐page CV (maybe more) 196 . This feature. with its final shape and structure. will literally epitomize your CV : everything will relate to it. friendly. the vocabulary and the syntax… End of Step #3 : A reprocessed CV. Creative. The trap : To pick up a feature based on the client expectations. Let’s put it this way : you are on Page 1. your riff. Step # 3 : My riff as the Red Lead This page should start to look more like you now. rather than on your skills. disciplined. Step #4 : Client-‐related arguments Now you fill the CV with arguments. These additions are designed especially for the client : the company that will maybe hire you. we will decide which feature of your personality you want the recruiter to remember (this is called the riff). The content has been modified according to the riff as well. and what is interesting to the recruiter is on Page 2.
a graphic designer : a creative and innovative person… Position : a secretary : a communating and extravert person . and even second-‐degree humor . a social worker : a friendly and tolerant person with the ability to demonstrate empathy . with a good sense of humor. Characteristic features refer to the elements requested and expected by the recruiter or the employer. -‐ -‐ Diploma : an engineer is supposed to be a thoughtful. emotionally-‐stable and logical person . you should be like anybody. a mailman : a friendly and smiling person … -‐ Business field : in the IT sector. expectations or preferences. Step # 5 : Characteristic features Never forget that : before you become superior to other people. people are young in spirit. your diploma or your business field. In other words. Each job. The trap : To underestimate the client’s needs. each business field comes with its own set of referents. they refer to all stereotypes related to your job. A good CV is equally balanced between supply (your skills) and demand (what the company needs). in 197 . a developer : a disciplined person .
Practically : 198 . people are forthright. sometimes caricatural. they work as previously filled in index card.the logistics business. straightforward and working hard … These characteristic features are restrictive. they give our knowledge a structure. But as for any stereotype. In other words.
you should not identify the qualities anymore. include those qualities in your header banner. 4. The trap : A too straightforward approach make for a dull CV. match your qualities with the layout and the content of your letter of motivation. End of Step #5 : Your CV has been modified to match these expectations. Step # 6 : Then differentiate yourself Once the recruiter is reassured (you definitely have the « basic features » for the job). you should differentiate yourself. If necessary. Make a list of the expected qualities related to your diploma. This is where you can add value to the situation. If necessary. These characteristic features should be understated : suggested not explained.1. To do so. so you can actually be ahead of the rest of candidates. 3. You should bring something else to the table. 199 . but the most common flaws in your line of work. 2. your job and your business field. these characteristic features. Illustrate these qualities in the layout and in the content of your CV.
200 . you were into the analysis. match your qualities with the layout and the content of your letter of motivation. 4. Step # 7 : The seven essential codes Till now. just like any other engineer. Now you should conform the CV with the norms. You should be able to persuade the recruiter he can have your cake and eat it. 5. you are a creative individual. Reverse them : you have the one uncommon quality ! 3. but. reflexive and draft modes. The trap : Just one quality is enough. it is sounds like « too good to be true ». If necessary. but also. More than two qualities.You are a matured. Make a list with the acknowledged flaws in your line of work 2. just like any other accountant. on top of all that. you are a talkative and open-‐minded individual. emotionally-‐stable logical person. it sounds fake. Illustrate these qualities in the layout and in the content of your CV. You are a disciplined person. Practically : 1. If necessary. End of Step #6 : La première partie de la rédaction est terminée. include those qualities in your header banner.
Refer to trustworthy sources.Codes are essential : they put the recruiter at ease (you answer his expectations). then adjust your CV to comply to these codes. Beware of those « knowledgeable » associations. interior decorator…) The personality of the candidate (engineer…but an innovating engineer !) The company you apply for (Apple. Google…) 201 . End of Step #7 : Your CV is set. These codes work as solutions to deficiencies or dysfunctions. Your CV will be just like you : unique. The trap : Beware of the so-‐called experts at the Job Center. The main criteria are : -‐ -‐ -‐ -‐ The business field (fashion. they have been subjects to tests and analysis. 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. graphic design…) The trade (fashion designer. Now you are free to give it a more eccentric aspect so it will stand out. Step # 8 : Classic or Eccentric Your CV is done. they provide all CVs with a common ground (it can easily be compared). According to the essential codes : efficient but conventional.
So it remains consistent with its pertinence. boldness and methodology. its structure and its content. 202 . It is about creativity. The trap : To be eccentric before having a conventional CV.Originality is not an easy concept. there are many ways to convey or communicate its difference. To decide for an atypical framework or content would be a mistake. taste. your CV remains conventional or has turned into an eccentric one. An eccentric CV starts from a conventional CV. 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. Practically.
sa résistance ne connaît quasiment aucune limite en compréhension mais.Step # 9 : Two tests That’s it ! You have your CV. Celui de l’expert. your baker or your florist : « I need a favour. pour reprendre l’expression populaire. du rigide et de cette sensibilité à la traction. en traction. Il va falloir se débarrasser de l’impénétrable. de repousser ceux qui seraient trop faibles à la traction. il apparaît aussi rigide et impénétrable . Note : le béton a deux points faibles peu connus qui sont. s’il est inattaquable. d’autre part. 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. Can you please read it ? » 203 . elle est nulle. Le test du novice a pour objectif d’écarter les CV impénétrables ou rigides. 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. les défauts de ses qualités : d’une part. -‐ The rookie test : Take your CV with you and meet your butcher. A rock solid CV. It is done but not entirely : it has to pass the rookie test and the expert test.
204 . executive assistants or else employees in charge of these first steps in the recruitment process. like your baker ? He/she is the young person in charge of HR who will meet you at the first interview. This test will make sure he/she will understand your CV. Why would you need a John Doe to read your CV ? Somedoby who doesn’t know anything about your trade. The same goes for temp work consultants.
205 . colleague or an external expert. That person could be your next boss. These guys will fiddle with your CV inside out to test it.-‐ The expert test : The same CV must be credible when somebody with the same level of skills reads it.
3. 2. Fax them. The trap : 206 . Photocopy both CVs.End of Step #9 : Your CV is validated. but in reality. All the books advise it. he/she doesn’t know anything on the subject but he/she is appreciative and is impressed by you. 4. fax and copy machine Last step : the copy test. very few candidates do it. End of step #10: Your CV is ready. Practically: 1. The trap : The advice from your husband or wife. Select the Quick Print option (with colours) and print your CV. The quality of these copies must be beyond reproach ! Your CVs will be equally readable as the first one. Select the « black and white draft » quality option on your printer and print your CV. You will be equally recognized on the duplicated picture. Step #10 : Printer.
There is the risk of having the page numbers or the informations on top the pages disappear with the copymachine or the fax.The margin is too small. 207 . 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. Tip Be assertive : if you can make it during the interview.
You are going to write the next chapter : you’re on… It is up to you : a real CV. Better than technical advices and DIY tips. tricks or codes. tips. If there would be a conclusion. there has been more than two hundred pages filled with certainties. it would be electric : packed with energy. it’s your turn! Last tip for the road Up to this point. clear and… malicious . It isn’t much to look at. would a casual reader say. a CV just like you. the Ruthless/Brutal Way is an motivational machine. you should turn the page. it gently whispers to the recruiter’s ears : I am the right one.A short conclusion The CV I’ve always dreamed about seems trivial. And now. rage and the will to succeed. It is simple. Do clench your fists and get to work : this time. 209 .
my snow ball 210 . To Sylvie.
but she wants to do it all her way. just like her mum. Matthew thinks the world should be a better place. Mark wanted to be famous and to be on TV.Thanks to our ball boys and ball girls : Maxi wanted to become a chemist or an inventor. she wants to invent things. she wants to come up with new ideas. with more justice. a job which would provide a big house to him and his girlfriend. He doesn’t know he is being pictured as smaller than Mark … Lola will be an accountant. but he doesn’t know where to fit. just like her dad. 211 .
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.