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THE BRUTAL METHOD
the phone industry, fashion …
Everything has changed, your CV/resume too
To those who will enjoy this book as a summer reading,
To those who will take it as a leap into the unknown,
To those who will see it as their last chance, holding their
Contents .................................................................................. 4
An introduction as a kick in the butt ........................................ 9
Tip ...................................................................................... 12
Chapter 1 : The EGO Marketing ............................................. 13
The Affinity Marketing ........................................... 15
The unstoppable attack ......................................... 21
Chapter 2 : Job hunting is a full-‐time job ............................... 24
The 4 keys .................................................................. 25
The plan ................................................................. 25
Evaluations ............................................................. 29
Refocusing ............................................................. 32
New ideas .............................................................. 34
It’s research time ................................................... 36
Sending your mail .................................................. 37
e) The letter of motivation ......................................... 47
.......................... 59 1.............. 76 c) The riff ............................... 91 a) The « you’re not in sync » intro .............................................................. 73 4. 72 3.................. 49 1.................. 55 a) An introduction with hotels and prisons ................ 55 b) It’s all about the method.............................. 93 5 ................................................... Build a nest .......................... 53 Tip ............................................................................ 88 Tip ..................................................................... fighting a war included ...................... 82 Step 2 : The variations of your riff . Know your target ................. 77 Step 1 : Choose your riff ...................... 91 b) The support .................. Don’t write anything before you say « I’m so sure about it » 52 d) Planning : a practical summary ............c) At the coffee break ............ Know your features ......................................................................... 89 Chapitre 4 : The 3-‐wheel mechanism of the CV . The paper CV ..................... 50 2............................................................................................ Convince yourself ...... 51 3..... 60 2........................................................................ 92 1......... Build your image ..... Know your opponents ....................................................................... 54 Chapitre 4 : It takes an army to fight one ........................................................
...................................................... 125 Chapter 5 : essential codes ... 107 1.. 122 Tip ............................... 149 5......... The picture ........................................ 120 d) The layout ................................ The PDF CV .. 126 1........................................................................ 136 3... 109 3..................... 115 5.......... 144 4. Typography .......................................... 105 c) The content ................................................... 126 a) In the street................................... 127 2................................................................................... 103 5.. you always follow the Beauty Queen ................................. The CV on CD ..... The Company is the Queen ................................... The on-‐line CV .................... 110 3.................. Make it easy to remember ......................................................................................... Go straight to the point .........3.......... 108 2............................ The video CV . 126 b) Cv : the classic codes .... 97 4....................... Dates/timeline/chronology ....................... Length : a never-‐ending debate ................. 104 6...................... she seldom proves to be Miss IQ ........................................ 114 4....... 152 6 ........................................................ Spark desire .................................... Language skills .................................................. Determine a structure and stick to it ........................................... Hobbies ............................
....6..... 201 Step # 9 : Two tests ............................. 162 The tip ........................... 191 Preliminary # 2 : Review and choice ................................................................................. 158 7.. 194 Step #1 : The oral test ................................................................................ 196 Step #4 : Client-‐related arguments ...................................................................... 196 Step # 5 : Characteristic features ....................................... 188 a) My CV leaves trails ................. 207 A short conclusion ............................ 200 Step # 8 : Classic or Eccentric .......................... 187 Chapter 6 : drafting your CV step by step ........... 209 7 ....... 209 Last tip for the road ..................................... 188 b) The Brutal Way : the 10 steps ............................. 191 Preliminary # 3 : Research ...................................................................................................................................... 203 Step #10 : Printer.............. 199 Step # 7 : The seven essential codes .................................... More details ............. 195 Step # 3 : My riff as the Red Lead ........................... 197 Step # 6 : Then differentiate yourself ........................... 206 Tip ............................................................................... 189 Preliminary # 1 : Garbage can and Trash Can ......................... fax and copy machine ... 194 Stap #2 : Everything on one single sheet page ......................... Categories ..................................................
An introduction as a kick in the butt Is life fair ? Is life sweet or ruthless ? Is job searching fair ? Sadly. how they talk to you. It is easy to answer those questions. the way they act. ruthless and unfair. companies. Job hunting is a ruthless business. Recruiters. 9 . it is all brutal : those guys mean business. advisers you meet. the way they address you.
Potentially. Own it all so it becomes yours. 10 . the winner takes it all ! Techniques to take the upper hand are out there. and. Your CV is all about you. 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. you. 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. now and afterwards. most recruiters are not aware of them (yet). will strike first. Let’s stop being candid. that is why this is agressive writing : it is brutal. concise and accurate. You must muscle your way in.. we don’t offer any magic formula. It is up to you to cross the line from time to time. You. yes. We want to be clear. Second best is not enough. This book has only one objective : to be easily understood in order to be easily put into practice. This book explains the basic conventions. the real question is : will you be knocked down again ?… And yes. you have the upper hand though. luckily. but contrary to what you can find on the internet. There is only one winner. the codes and the essential tricks to master. you must win where others lose. There is no ready-‐made chewed up CV. You strike first. Note : This book provides you with simple rules.
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. marketing and human resources : it is simple and mostly effective. For the last ten years. In recruitment. the atmosphere must be both dynamic and appealing. how to create this bond as early as in the CV or the letter of motivation stages ? First of all. welcome to the world of EGO marketing. Affinity Marketing has been the favourite reference tool in sales. As in a supermaket. 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. cruelly slamming the door to others. They have been adapted to the constraints and challenges of this famous mail. Dynamic. it is all about emotions. How to reinforce the emotional tie with the recruiter ? In front of the computer. Nevertheless. offering an opportunity to some people. The job application works like a packaging would : instantly it is make or break.This book has been conceived based on aggressive marketing methods. because selling means action. this type of marketing has long been limited to interviews. the recruiter is 15 . Therefore. a) The Affinity Marketing Affinity Marketing is based on one simple idea : in sales.
literally buying you. niggling and sad waiter. the interview. Appealing because nobody tips a petty. 16 . your CV and your letter of motivation : the recruiter should want to know more…Maybe you’ll get the coin. the token for the next round. You all need to shine : you. He needs to call you in and to hire you.
17 . the brand and its products. you know . For the last ten years.. both the effort and the exercise. At the same time. with the company.. no crossing out. If he does. BMW sells teen dreams. a conventional copycat. not too nice. The CV must be pure logic itself : the recruiter should not think in order to understand it. The result ? Trips. not even squashed nor crossed. playing with our anxieties. or with our desires. a dynamic typography. Is feeling alike not synonymous with affinity ? b) The 3 channels of EGO Marketing Theoretically. you have to create a bond with the recruiter. You have already « worked with ». our marketing profesors tell us that a brand communicates about its products. Not too friendly. Alfa offers more seduction than mechanics. holidays. Your letter should stir up interest. To bond with someone is almost like feeling alike. no frame (why locking yourself up when you should be friendly). big corporations have been targeting a specific niche : values. work… Renault markets its cars to families. (that’s what the interview is for !) An open and self-‐confident signature : no scribble. its benefits and its values. at worst an effort. it is not about convincing here. its engine mechanics or how resistant the bumpers are. The car is the product. an enjoyable and clear aspect (you are serious not your CV !) A smiling mail : too many letters smell like old school work. I will promote its design. it is a mental exercise at best. you are a great addition to the mix : it is all about the bond. between the lines.Practically : − − − − − No shadow (it’s dull).
its benefits and its values. As a product. His results represent the benefits for the company 18 . he is offering his skills. A good candidate should also bank simultanuously on those 3 channels : the product.
Without those prerequisites. the letter of motivation and the interview. Play the three squares : the CV. Be careful. The specifics as well as the assets of his detailed CV will be put to his credit in due time. The employer is interested in the future : your contribution. Practically. not you. the 19 . − The skills: the candidate introduces both his technical and human skills. never put all your eggs in the same basket. Too often. in the IT industry. What is important for the company it is not your past accomplishments but your future success. your CV will be rejected. for career change and for positions requesting mainly interpersonal qualities.hiring him. In reality. For example. and for accountants or technicians. below the position you apply for. they hire one human being. each line on the CV should help the recruiter understand « what’s in it for him ». and how he can benefit from your skills. − The benefits : your CV is refering to your past. so don’t forget to mention them. should you apply for positions with required technical skills. specific skills are required for certain positions and companies. those lines are limited to a narcissistic description of the candidate’s past. as for added-‐value CVs. The values are the essential part : they never hire a CV. What matters for the recruiter is his company. Conveniently. Ideally. they should be listed at the top of your CV.
Diplomas. the way you would deal with a problem. in which he will specify how each line can benefit the potential employer. more clever. Practically.− candidate may add a vertical column. evaluate a situation or provide a different opinion or solution. The only person no one can clone or dispose of is you. better educated and speaking more languages. 20 . There will always be a younger candidate. we will focus on the values in Chapter 4. training courses and skills are just lines on a CV. The values : we can’t say it too often. nobody is indispensable. Your interpersonal qualities.
Practically : − − Detail is the CV’s best enemy Suggest your accomplishments. don’t explain them 21 . Remember that the person who said it all has nothing more to say. the desire to know more. it should stir up questions. Your CV doesn’t need to be exhaustive : to the contrary. c) The unstoppable attack Curiosity is a greater motivator than profit.
They should lead to the interview during which you will be clear and exhaustive. In order to visualize efficiently. You should imagine yourself right after the test as well : will you go for a drink. The letter and the CV should be meant as baits. bring up elements which will be elaborated during the interview. You should let the desire spark off. not express seriousness Your letter should be the starting point of the conversation. daydreaming is on : you should imagine yourself. to picture yourself with the contract in your hands. 22 . The person should project himself into the future. celebrate your new job at the restaurant. notice some details and focus on one moment. with a friend… Plan a budget and put the money in evidence on a table. hung on the fridge or place the bottle of champagne right in the middle of your office. as a fetish. it is called the FREDERICK method. feel the atmosphere. at his/her place. Tip The important thing is to imagine yourself as the winner. one object. propose solutions without saying too much.− − − Informations about your previous jobs should be limited to a minimum Your picture should convey sympathy : it should prompt a meeting. He should see himself happy and relieved. He should imagine a scene that comes right after the test. Psychologists use a technique to reassure people who go through a test (and job hunting is a test). as a reminder.
Chapter 2 : Job hunting is a full-‐time job The candidate must admit that he cannot rush into the CV business like that. 2 or 6 months. Often. 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. 24 . almost like in the military.
unbiased and. your job search is a job in itself. psycho tricks. the plan is like a roadbook : it guides the candidate. they are reluctant to any shape or form of organization : skills assessment. There are 4 secrets to this search methodology : the plan. The plan works like one organizational. and most of all. Accept this methodological approach. 1. and you are already back into a work mode. The Skills Assesment process is essential. you need to decide on a course of actions. shows him where he is starting from. but also to define your objectives : 25 . where he is heading to and mostly the challenge he will be facing. the evaluations. most of all. This approach turns the unemployed into a real professionnal in the job search business. the recipe to success. You should make it a step-‐by-‐step process : how could I write my CV without a clear understandig of my past. unemployed people are reluctant to be called unemployed. evaluation. without a clear vision for my future. refocusing and new ideas. The plan When you are looking for a job. Yet those things are essential : job searching is a professionnal process. It gives you this exhilarating feeling that you have the key. For them. It is essential in order to define your strengths and assets. a) The 4 keys During counselling. it is just all theory. no more into the unemployed mode. motivational tool. hot air. planning.You need to establish a game plan.
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. Your very own brother in arms.one out of three unemployed person is unable to clearly state which position he is aiming for ! There are 7 steps to the job search Game Plan. These steps are simple but too often tend to be neglected. 26 .
Adjust your CV and manage your mail 5. Day 1 : one day to develop my Game Plan Step 1 : The Skills Review 1. The night before : change the world. a liability… − − − − Before anything else : get organised 1. Research 27 .This book will only develop the CV part of it. new lives and families 3. What about training and education ? Step 2 : Drafting your CV 1. The job : I force myself to determine the position I am aiming at 4. express resentment and bring back dreams of success. But we all understand that each of these 7 steps brings you closer to success. The review : I force myself to reflect on the course of my life 3. The letter of motivation Step 3 : The approach 1. understand certain things. they work as well like a trap. Allow time to draft 3. Research 2. question others. Draft your dream team and fight together as a team ! 2. If you ignore them. Organize your mail 4. The research 2.
on change management and on communication) Step 7 : My first day 28 . Research 2. Determine how you approach the market (opportunity approach. Play the game and be the character 3. Be the one they expect Step 5 : To apply 1. Research the products and services offered by the company 3. Survey the job market 3. Research the company. Decide on your approach 4. Determine the necessary steps Step 4 : To prepare for the interviews 1. Adjust your CV and your letter of motivation 5. Crunching numbers: answers ratio. first and second interview ratio 3. The go no go : Should I accept anything ? Step 6 : To prepare for the big day 1.− − − − 2. its partners and its competitors 2. qualitative and targeted approach of specific companies and quantitative approach of one particular business field) 2. Theoretical and practical upgrade (emphasis on management.
− I should be wary of Myself as I am too close to the action. For the man in the street. Evaluation is the only valid method to follow-‐up a project. Evaluation is not about monitoring nor sanctioning. I have picked up a job « have I asked a third party for an opinion ? ». I am suspicious of my qualities. evaluation comes with a taste of monitoring and sanctioning. two persons are not to be trusted : the one who knows and myself. I have met somebody. to evaluate its accomplishments and mostly to limit its failures. « have I validated what he told me ? ». Evaluations Every project requires a follow-‐up : it needs to be evaluated. self-‐evaluation is necessary : I have done my homework. 29 . and finally. « have I bought the best books ? ». I have drafted my CV « has somebody read it ? is it understandable ? is it up to the current standards ? » Practically. my qualities and my strengths lie. I think I control the process whereas most of the time the process controls me.2. Either I like myself too much or I despise myself. From the get go. And the strengths I display are just a cover. I think I know where my flaws. but the reality is that I disregard (or I hide) my flaws.
Often. I should be wary of the know-‐it-‐all expert : the person in charge of a charity or an institution. these people 30 . or even worse the friend working at the HR Department.− Also.
the one who is helping you finding a job. The expert in your field should be able to determine your added value. They all give you advice. a former colleague or one friend on the inside. (d) to the job market and most of all to yourself. your CV should promote your skills. There must be something for each of them. the TO-‐DO list : 1. The letter of motivation is critical. the company’s and the recruiter’s. Mr Job Center for example. on the other side of the fence. and the HR person. double check the advice. He should be like you. often these so-‐called market experts speak the same lingo they used…ten years ago. your expertise. Documentation is available too. Drafting your CV. good and bad.are not well informed. 2. Your job is to sort out right from wrong so it becomes your 31 . Ideally. The documentation at your disposal: check the release date. to have people to read it. The guy from HR doesn’t have a clue about your job anyway. 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. have people read it again and again. (a) your baker should be able to understand it. 3. 4. (b) Also. (c) He is also your first messenger : he should spread your word. (b) to the particular field. to draft it again. and mostly adjust them (a) to the position you apply for. Force yourself to draft it. Your CV : after you draft it. (c) and the company you are targeting. you’ll be told almost everything.
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 . you need help. 3. demotivated and sensitive. but now you should learn the lessons and refocus your approach accordingly. and most of all where your deficiencies. 5. Also. she/he has always seen you as a wonderful person. Equally. 4 letters of motivation out of 5 are ineffective. criticisms and propositions. the job seeker looks like a victim. Refocusing Refocusing means that you accept other people’s comments. 32 . 1 candidate out of 2 is unable to express himself or simply communicate what he wants or likes. The same foot the buyer uses to close the door on the seller. forget the opinion from so-‐called friends and former colleagues. Before you draft your CV. your weaknesses and our shortcomings are. You don’t need to be praised. they avoid unsettling you more at all cost (although they do know why you have been laid off !) You enjoy the feedback ? Fine.« foot in the door ». advice and to be questionned. worn-‐ out. Too many people overprotect you. 2 candidates out of 5 showed up inappropriately dressed up for the interview . Too often. Forget about your partner’s opinion. well it is up to you. both your skills assessment and your choices should be evaluated.
It is more wearying. your presentation skills whether during the interview or over the phone. the position or the company you are targeting. a journey during which change occurs constantly.Which parts need to be reframed ? Almost all of them : the field. … Consider your job search as a journey. the way you deal with the corporate world. your letter of motivation. your salary expectations. less reassuring … It is a full-‐time job! 33 . your CV.
Full reset. lifts you up and whispers to your ear : nothing is lost ! But there is a downside to this new idea.4. 34 . on one side. 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. This very idea gets you motivated. New ideas The best way to bounce back ? You come up with a new idea. You are forced to admit that you were wrong. on the other you are forced to start again : to draft your CV again or your letter of motivation.
not about a position to be filled. a group of people. you share tasks. advice. ready to help and support each other in order to reach the objective. to start a real day of work. we recover the strength and team spirit we can thrive on so we don’t let go. it will put you off and make you feel guilty very often. we come up with differents ideas. you draft your dream team and you get the skills assessment process under way. so we keep on fighting when others would quit. to activate the well-‐ advised help. « the Magnificent 5 ». You set up goals. there is a lot of help. It is up to you to pick up the right tools. Several efficient assessment tools are out there. As a young job hunter. your status back in the school yard days. You all meet every morning at 9 a. Bear in mind that each assessment process begins with questionning your childhood dreams. all of them job hunters. A fair assessment is all about someone’s life. It is pretty uncommon but ideally you would draft a team. you have second thoughts about setting up the clock … 35 . − − As for the assessment process.m. Unfortunately. software and books available.b) The CV as part of your Game Plan You don’t start with the CV. at 7 :45am on the second day. Note : There is no secret. Together we perform better. why not designate leaders and even enjoy lunch breaks. you get up at 7 :30am on the first day. and on the third day. First and foremost : you set the frame. your regrets as a teenager and your dreams as an adult.
. a) It’s research time There are several dedicated books on the subject in every bookstore. surf the web and ask recruiters for advice. The recruitment process definitely accounts for that : most CVs and letters of motivation lack of adequate layout. b) It takes time to draft the CV I allow myself one week to draft my CV. Most of them are obsolete. standards… Few aspects have been left unaffected. two hours. the phone industry. as it is mostly the case.. the way we communicate and the world we live in have all gone through an amazing evolution : the web. boldness or simply relevance . each 36 . that is not enough. Done ! Now let’s get ready for the CV. No way. well. They all seem to agree on the same 10 years old rules. The worst CVs ? The « CV Ctrl C-‐ Ctrl V » ones. Each training. Not two weeks or. The online data also lack innovation. one day at best. draft and often are hardly understandable. What you get from bureaucrats or teachers. 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. These CVs follow you nicely from the early days of college graduation on. The corporate world.− Don’t forget to schedule a couple of days to consider and draft your Game Plan. CVs followed suit. Best practices and requirements to draft CVs need a serious update. A whole week is required.
their history. the time to draft your CV once again. the quantitative mail and the opportunistic mail. Sending CVs requires dates. − The qualitative mail : you should target your favourite companies according to your skills. you throw this kind of CV into the trash can. and finally. Any job search starts with a blank CV : you start from scratch. determined quantities and objectives. Determine one day of the week to send your mail. you draft your Cv on a blank sheet of paper.position is just another line added to the original CV. When your CV is done. The stakes are high now. Be careful. your ambitions and your preferences. Practically. you will dedicate time : the time to get to know them. For them. to research them. it is taylor made work. you will now dedicate two days to your letter of motivation. Once drafted. These companies are your prime choice : that is where you would like to work. you need people to read and proofread it. their products and their needs . tools and DIY stuff available out there too. Three different kinds of mails should be sent at the same time : the qualitative mail. Well. there are techniques. With the assessment on your mind. c) Sending your mail You will need a spreadsheet (or a squared sheet of paper). as mentionned earlier in the book. to adjust your letter of motivation. don’t send out more than 3 to 5 qualitative applications on a 37 .
You determine a planning for this type of mail as well : no more than 20 on a weekly basis. You send the mail on mondays. Each application involves : a research phase.− − weekly basis. It may come from randomly surfing the web. someone you meet. This process involves a follow-‐ up over the phone. Have you got my mail ? Has it been addressed to the right person ? May I email you one copy ? Also. a former colleague can tip you off. as a result. Fridays are not recommended : for some people the weekend has already started. support or cooptation). The quantitative mail : CVs are mailed in bulk. it is all about quantity not so much about the follow-‐up. anything… 38 . The follow-‐up calls will be placed on wednesdays or thursdays. the rest of them are overloaded (what has to be done before the week-‐ end !). to cash in on a « lucky shot ». it involves a specific preparation to the interview. Those mails are sent all week long. The opportunistic mail : This is a very specific process but you should dedicate half a day to take advantage of any particular opportunity. The mail is not as qualitative but it nevertheless requires the usual research and follow-‐up over the phone. so it is delivered on the right desk by tuesdays. the research and the follow-‐up are assigned during the whole week. an approach you decide upon and a customized draft of both the CV and the letter of motivation. including the search for contacts you might have on the inside (sponsorship. As for advertised positions and unsolicited job applications.
They use straightforward techniques : cooptation. This candidate is off the traditional job ad channel. the letter of motivation should be reworded : more dynamic. Most companies don’t advertise vacancies. clients or competitors. issues or expectations. or hiring away from its partners. don’t turn your back at what may appear imposible. the solution he is providing does. therefore he is one of a kind. more deliberate.Don’t discard luck during your job search. online vacancies on the company’s web site. The candidate doesn’t matter. But mostly. Some of its key elements can be refered to : proposals or references related to its services. The candidate should market himself as one unique product. The unsolicited application appears like one of the most commonly used and efficient approach. Let’s rephrase 4 simple things : ü The unsolicited application : without any prior job ad release. To make sure the mail has reached the right person. it should be almost intrusive. headhunters. products or management . the candidate mails his CV and letter of motivation to the company. The CV is focused on the targeted company’s needs. The letter should be specifically focused on the company‘s needs. he is motivated. ü Seeding by calling : There is no CV without a follow-‐up over the phone. Fact is : 100% of the people hired have applied. to 39 .
This one phone call is crucial : it is do or die. to answer a question from a recruiter or. to catch a recruiter’s attention over the phone proves to be a difficult thing to do. Techniques are available. You need to practice. almost an act against nature : I talk. to introduce oneself or to start convincing. more generally. I sell myself. I open myself to a person I don’t meet face to face. mostly related to online sales. To talk over the phone seems to be easy. But for many candidates. 40 . your CV can either land in the trash or lead you to the interview.get the interview.
c. its products and its referrals . that is all you have to introduce and sell yourself. It must convey your energy. For example. 41 . it only takes 15 minutes for anybody with a fair knowledge of Google to gather enough data regarding the company. Always end with a proposition (not a request !) for a meeting within the next 5 days. Thirty seconds then : 10 are about the recruiter’s company. drive and enthusiasm. Someone from HR does not have a clue about the technical requirements. Practically. its history. d. No secretaries to block calls at those times. ü On-‐line research : thanks to the web. f. 30 seconds. e. 10 are about your professional skills and 10 are about your people skills. Heads of department are generally available before 8 :30am and after 5 :30pm. the data is then gathered on index cards or on a spreadsheet. whereas a Department Head or a potential colleague basically need reassurance regarding your technical background . don’t forget that : a. The terminology gives depth to what you want to say. its competitiors and its business partners. b. Another 15 minutes to get a clear picture of its environment : its market.
Name of the company. Date of application mail and follow-‐up e. Name and phone number of Head of HR c.Check-‐list for the targeted company : a. business field and sales figures b. h. Main competitors with their strengths and weaknesses. Business partners and/or main sub-‐contractors g. Name and phone number of future boss d. List of products and services available f. Interesting : the person I will be meeting tomorrow plays golf…So do I ! 42 . Perhaps you should google the people you will meet.
The new guy should have the requested set of 43 . ü Cooptation : When an employer decides to hire someone. he is taking a risk.
It often involves a finder’s fee. Now. the employer asks his personnel to find « a gem ». Following an internal notice for a vacancy. The selection is easier: the staff is reluctant to introduce sub-‐par candidates. On the agenda. you will be forced to a by-‐weekly review of your CV. d) Adjust your CV and manage your mail Very quickly. By Week 2. During your job search.skills. the staff is asked to come up with names of candidates. of its layout and content. your CV needs a radical change. This is what cooptation means. An irrelevant candidate is bad PR. he should be a team player. the candidate should work on his CRM approach (Customer Relation Marketing). he has already been altered : not enough (or too much) time spent researching companies. or on the follow-‐up 44 . The feedback from the employers will dictate the planning of your mail and its follow-‐up. … whatever the reason. he should be reliable and honest… To limit these risks to a minimum. you redraft your CV and the letter of motivation. poor drafting or inadequate layout. or of its objectives. He will adjust his CV after a better understanding of the expectations of the corporate world. every second mondays. content too far from the realities of the corporate world. This is more reliable than a recruitment procedure open to anyone : less candidates and of higher level. An inaccurate analysis of the job market. he should get along with the clients. the once alleged perfect CV appears to be inadequate.
Year 4. The name should include : 1. past dreams or old ideas. interview propositions or petitions for complementary informations The qualitative. Generally. in relation with the size of the company. idleness as a result of poor or inadequate feedback or mail. Perhaps : the reference of the vacancy 45 . The same goes for the letter of motivation. Careful. too little or too much feedback. 2 simple things to rephrase : ü The different versions of the CV : Few candidates apply for only one job.by phone. Vacancy (not your diploma !) 3. or the company’s and/or the recruiter’s operational language and culture. Name of the candidate 2. the origins. Most job seekers aim at various positions. you should draft not just one CV but several. The file name should meet some requirements. Several explanations : the diversity of the candidate’s academic or professional background. sometimes totally unrelated. then no. most CVs are digital. as well as quantitative and opportunistic mail should be rescheduled. Two mistakes to be avoided : the work overload caused by too many answers from employers or the lack of activity. Each one targets a particular position or business field.
the needs and the expectations mentionned on the vacancy are different things. or the almost magic solution which will allow him to save or keep his company. 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. 4. But it is not limited to that. the recruiter is the client. but you can do it. Usually. all these terms are instrumental during the recruitment process : 1. In short. his needs. The colors. his market … but also his expectations. 46 . The applicant can take the initiative and voluntarily detail his current needs to the recruiter and therefore profile himself as the answer to them. and sometimes unconsciously. The CV and the cover letter are the perfect tools for that matter. The client. It is not easy. In this case. always the client CRM : Customer Relation Management. They can work consciously. 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 needs refer to the technical or interpersonal skills required for the position. It is more difficult to identify the preferences. his products. you should research your client : his background. the design. backgrounds or sets of skills. The expectations refer to the requirements or requests put forward by the recruiter in the vacancy release. Often. 3. The recruiter may prefer a certain type of profiles. his preferences and his wishes. 2.
then the letter of motivation. you draft the CV(s). 47 .e) The letter of motivation First. You will need a couple of days. You will ask for advice or for help. More than for the CV.
The same goes for the interview : just one and you are out. you’ll add objectives : how many interviews should you get ? Usually. the current trend within the job market. more straightforward. in order to outshine the competition. For lower skilled positions. If the answer ratios are lower: − − Either the CV or the letter of motivation need a new approach. How many of them ? it depends on the vacancy. the objective should be one interview per week. In this case. Practically. Change them Or there is a lot of competition on the markey (lots of job seekers. More agressive. with numbers and dates. both the CV and the letter of motivation should be adjusted. few vacancies). For higher skilled positions. how old the candidate is. or his qualifications. (in Part 2 of the Brutal Method) ee will see that there are simple methods to draft a killer letter of motivation. 48 . the objective should be one interview every two weeks (or three) with an answer ratio of 60%. with an answer ration of 35%. Now. f) Numbers on his agenda There you go : you’ve done a rough draft of your planning. job seekers are aiming at a certain number of weekly (or by-‐ weekly) interviews.
c) At the coffee break Candidates usually enter the interview room and introduce themselves to the recruiter as Calimero’s twin brother. on their tone of voice. something to stand for. This may sound offensive but this is successful Job Search 101. believe me : it won’t be you.The question is : « are my interview skills up to the standards ? ». each interview gives you the opportunity to review. Note : Both the CV and the letter of motivation are crucial. a pain in the butt or a loser in his company. the candidate switches into action mode. Symbolically. You should question yourself. He has something in his hands. They look like they are responsable for all the miseries in this world : « sorry for being here but i simply wanted to give you my resume » This is a classic : most candidates (notably senior ones and people unemployed for a long time) persuade themselves they will fail at the interview. Each mail. It tells the recruiter : it won’t be him. review your strategy or find new ideas. It shows on their face. on their body language. « It’s me or them ! ». Nobody likes a depressive victim. amend or re-‐draft them. Consider those documents as a work in progress : they represent a never-‐ending process. something to give out. You should welcome the competition and enter the 49 . Therefore it is important to draft those documents at the earliest stage of the process. It works.
Convince yourself Conveniently. Even worse. a small group of committed and devoted people around you. Solemnly you tell yourself : THE JOB IS MINE ! Dress up. it is my decision : THIS JOB IS MINE ! 1. This nest works like your base camp. but it is not. then it will be a piece of cake to convince yourself to be the best developer or the best secretary.battlefield as a winner and not as a loser. up to the standards…You are the one they are waiting for. or worse as Mr Nice and Candid. stand in front of the mirror and talk to yourself. bulletproof with certainties. persuaded you are one of a kind. nobody can help you : like the guy who wants to quit smoking. This is a statement. Which certainties are we talking about ? It doesn’t matter. you should stage the decision. confidence is universal and contagious. This is not stupid at all. 50 . or if you cook the best crumble. the only person who can convince yourself is you ! Build a nest : with a clear goal in sight. It may appear easy. If you are convinced to be the best table football player.
it will make you smile but it is efficient. or for a set of skills you have. During my training sessions. well. I use a simple technique. Prove yourself that you are the best at cooking chocolate. … − I can punish if … − I am there to … − I have solutions : … − I am taking full responsability. So stop being Calimero’s twin brother too. at mixing music. Build your nest and verbalize what you just went through. 2. Finish the following sentences : − Whatever happens. at riding uphill. at cutting a flower.This nucleus of certainties is the cornerstone to your success during the interview : the recruiter feels it when it is there. III. I. You cannot convince the recruiter if you are not persuaded yourself. Build a nest For those of you who think it is easy. and feels it when you don’t have it. II. Never forget that the motto « I believe I can fly » is crucial during the interview. Pick up one skills by which you stand out in your family. and even more so… Do the same exercise for the position you are aiming at. 51 . it is not. Focus on your expertise and challenge yourself.
3. Build up your certainty first. this lack of confidence will show : you will come up with a poor CV and an unimpressive letter. If you don’t trust yourself. 52 . Don’t write anything before you say « I’m so sure about it » This certainty will come out naturally expressed on your CV. and mostly on your letter of motivation. then you start drafting the CV of the letter.
d) Planning : a practical summary Week #1 53 .
make something nice of it. w eb sites. Don’t let it become your weakest link. Most signatures don’t represent the person but reveal his weaknesses. 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. 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.
you end up in jail…worse…without collecting money as you pass. you had to collect properties. the person you helped in the previous round so he would not go bankrupt. And there was nothing you could do about it. Playing Monopoly. you would over-‐motivate your « opponents ». was stealing your train station away from you. is teaching kids real life lessons : − Lesson #1 Hide your objectives : « Train stations ? well. And then. The game of Monopoly.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. not really. with luck and strategy alterning. » Threfore. Also. 55 . you cannot build an hotel there. Keep some of your cards to yourself. one stroke away from the much coveted fourth train station. don’t share your tips with anybody : there are very few gratifying well-‐paid jobs out there. without touching it. before you enter the interview room. money and rents step by step. you had to play and play over again in order to collect lots of Title Deed : and there. In jail.
− Lesson # 2 While some people easily forgive other people – forgiveness being a very judeo-‐christian attitude – gratitude is more difficult to come by. like an animal in danger. don’t be naive nor candid. to buy food…our very own old ethological demons come back to haunt us : our survival is the only thing that matters. Don’t rely on your opponents’ humanity. Be fair and honest. but do we know who the Good Samaritan was ? After a few months. 56 . to find a job is a matter of life and death : no money to pay for the rent. We all know Judas.
at all times. 58 . their game plan. to the right those who complain while watching others step over them.− Lesson # 3 Know your opponents. just like in any B movie. it is pure logic and common sense. those who make it. this is not the most easy thing to do. you should master the general framework of the game and. there is a yellow demarcation line : to the left. This almost military approach is causing anger. To provide equal opportunities to everybody for a fair fight. to be aware of your strengths and weaknesses. In the recruitment business. The objective of this book is to provide everybody with the same weapons. their weaknesses . also.
Without them. the candidate starts with a serious handicap. Equally and ideally. your strengths (your assets). fighting a war included My assets My image My posioon The compeooon The target To gather data about the battlefield and the opponents.b) It’s all about the method. your target (the position you are aiming at) and the way the opposition is considering you). 59 . your Dream Team and yourself you should scrutinize the field of operations. those informations are indispensable. Target 4 essential elements : the opposition (your opponents and the recruiter of course). that’s usually a job for Special Units or the Intelligence Department. he doesn’t start the fight on equal terms. In other words. This introduction has been agressive on purpose (troops need to be motivated again !).
My preference goes to a limited. Any salesman would tell you : know your clients first. a) The job market The job market (or more precisely. this means work : you need to analyze. creative people who would relaunch their product line… Practically : 1. take a pen… Roll up your sleeves. Companies are in desperate need of salespeople who would bring in new business. but it gets too heavy. Note : Some writers include other elements in their analysis. its circumstances and current trends) plays an undefined part. it turns into an opportunity for those who can make the most of it. you must scrutinize it. The target. The crisis is not inevitable. the vacancy and the recruiter. 4 elements absolutely necessary to analyze : the job market.Switch on your PC . research and put into perspective. the company. managers who would put things straight. 1. Determine the business fields you are aiming at For each field. Know your target To reach your target. practical and simple approach. analyze : • the consequences of the crisis 60 . 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.
its competitors. others will stop you (don’t waste your energy !) b) The company : its culture. its company should be extensively researched : its core values valeurs. its teams. its expectations As for any qualitative approach. this can be your get-‐out-‐of-‐jail card during the interview) the expectations or needs as far as recruiting goes the trends in the recruitment business : hiring. sub-‐contracting… the discriminating criteria : some will help you (highlight them in your letter of motivation). its hiring trends. but in the long run they will be instrumental to a successfuk career…knowledge is power. The company index card : 61 . its needs. interim. its products… Practically : Create an index card for each company.• • • • the opportunities the crisis can create (very important. its business partners. To draft those cards represents a substantial amount of work.
Will they expand.1. During the interview. not only 1 The prescriber is the person who influences the consummer in his choices or in his purchase decisions. 4. The recruiter meets a candidate who. the company and its products be like in the next 5 years. decline or be able to adapt ? This is not an easy analysis. or friend of the parents. the prospective talk. for non-‐ profits). or the names of their CEOs. Prospective analysis : How will the market. number of subsidiaries or franchise network and turnover/sales. Possibly. mainly. Products or services available (or offered. legal form. For each of them: − Brief description − Target audience (or prescriber1) − Strengths and weaknesses − Rival products (or services) 3. address. its history. Main accomplishments. (when seemingly improvised) makes quite an impression. It requires research and a fair bit amount of imagination. or the social background. Overall description : Name. good or bad. 2. or work colleagues. the purchase of a car is greatly influenced either by kids. Eventuellement : son histoire. 62 . For example. its subsidiaries abroad.
In most cases. one external agency or a future colleague. its main departments.masters the current issues at stake. Especially the department you are aiming at. together they will proceed to the first selection (awarding the first ticket to the interview. The main business partners and its competitors. Or not). he can be your future boss. Many people will be reading what you have sent. but who comes up with a medium-‐term vision about the risks. 6. the in-‐house psychologist. the Head of the HR Department. He has many disguises. 5. the opportunities and the potential developments for his products. Practically: 63 . the same people will be attend the interview. c) The person I meet Between the company and you. Its management structure. and their Heads. the recruiter stands in the way.
does he have hobbies ? Has he published articles or books ? where has previously worked ? You might be able to use those informations to your email@example.com@xyz. Analyze their email policy.fr). 64 . But don’t send your application to your contact’s private email address. Every company has a logical way to allocate their email addresses. ask for his posituon in the company In both the presentation and in the letter of motivation. Some specialised web sites an give you access to those informations as well. You will be able to determine your contact’s email address. whether it’s firtsname. an alias.com ou firstname_name@xyz. call and ask for the name of the person you should send it to. 2 Surf on the company’s site. Use the search engines. one fictitious email address is activated to receive the applications (info@xyz.− − − − Before sending your CV (even in the case of a press release). include the exact name of the person (be careful to the spelling !) Usually. Try to find the personal email of your contact person2.com. this would look bad.com or f. Be discreet so it will look spontaneous.
as well as the poor output rate. d) The position When applying for a job. The recruiter must be persuaded that you have mastered those abilities prior to the interview. 65 . you need to walk the talk : you should know all the technicalities. Everything related to those skills must be within the scope of the prerequisites. Your analysis will take into account the technical and logistical weaknesses.
it is all about lists : the list of your previous jobs (number of years or duties). your background and your technical skills are not enough. JTML. Short description of the vacancy (10 lines max) : objectives and related duties. Requested skills : ASP. a sense of humour and social manners. JAVA and CSM (one of them) Your proposition : 66 . one drilling machine. I understand that if you draft your CV you must be relieved. The position also requires people skills.You get the message. Unfortunately. personality. or being able to develop a project or write anything. Up to this point. Those details will tip the scales. and the list of skills (or softwares) you master. Practically : 1. The applicant describes how he can add value to the position…highlighting both his technical and people skills. stakeholders… 2. it is not enough : there is more to you than just being able to use one welding kit. There will always be a candidate with a more relevant background and a wider set of skills. Example : The company TECTI is looking one IT technician for its Help desk.
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.
other might be suggested to improve collaboration. other skills are required. Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills: … … … My CV YES NO 4. to make it work properly or to improve it. Description of collateral functional supports : who is helping me. To manage the situation. when and how. Description of prerequisites : what is necesary to the position.3. My CV YES Skills related to the position: … … … Requested technical skills : … … … Complementary skills : … … … Requested people skills : … … … Complementary skills : … … … NO 68 .
The recruiter would consider all of them. 69 .5. whether technical or human. to whom and how does it transfer to. The candidate should determine whether his application is relevant or not. Description of delivrables : what the job actually produces or delivers. 2. 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. 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. 3. others are implied (can he do it under water or in vacuum ?). 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. They should allow any motivated candidate to get a complementary training to fill the gaps in his education. some are non negotiable (a spot welder must be able to weld).
Each training session contributes to your developement. you’ll meet the Boss. In addition to the training. One day. face-‐ to-‐face. you need training. the letter of motivation and the interview. 70 . The Pokemon improves with his training. each rejection brings you closer to your next evolution. the fight contributes to its evolution. The recruiter is bluffed : the weapon is yours. Just like any Pokemon. and mostly new abilities. 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 suitable candidate is gathering valuable ideas for his CV. The « this is who I am » approach : 4. so does each interview. he is developping new weapons.
A single recruitment campaign results in dozens. Remember that you should try to know (and this is not easy) : − − − − How many CVs have arrived ? Which ones have the edge ? Is one of the candidates already working for the company ? What is their competitive advantage ? Which salary expectations do they have ? 72 . Know your opponents Your are seldom alone.2. even hundreds of applications.
he should come to this concluson all by himself !) Situation #2. First you will be the most expensive candidate. in one announcement banner. or in between two sentences in your letter of motivation. will open the doors to the recruiter’s office. then the oldest. you place the heavy machinery at the forefront. you are swimming with the sharks : cheer up. So you are not ahead of the pack. It was not easy for him. Knowing that. we thought we were at the Parthenon. let the recruiter gradually make up his mind : you are the best (don’t tell him. You have the most unconfortable seat. You haven’t won yet but he is having doubts. during the interview.Situation #1. The recruiter’s certainties are challenged by the qualities you kept to yourself. Walk on thin ice. It is not a done deal. He had a loud and harsh voice. You touched him. There. you need a game plan. It is not over yet. He was permanently sweating. Know your features In college. and then finally you are the best one. 3. our latin and greek teacher was a big man. and you keep your efficient and mobile troops there in some grove. He could not conform to the the usual 50-‐minute lesson format : 73 . his right hand mopping up his forehead and the top of his head with his embroidered handkerchief. The heavy machinery. Everybody wants to go after you. If you appear to be the right candidate. ahead of the pack : be suspicious. There is a fifty-‐fifty chance now. you activate your swift resources : your asset cards. numerous and powerful footsoldiers. Unfold the map on the table : just like Caesar.
as pathetic as he was near the end of his life.he was as passionate as a young Harry Potter. 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
the experiences your shared together… everything about this person will be filled here. Mr X personal index card Various Informations The imprint leads to the catch The storage point 79 .thereof). Experiences Memories ….
it is its storage point. to the contrarym it is simplistic. In other words. The first impression remains. Therefore the impression you will make to the recruiter is there to stay. not deliberate. You cannot change it. Except for one thing : one piece of information cannot be altered nor deleted. Psychologists have also demontrated that this first impression is elusive. What kind of first impression will you make on the recruiter ? which qualifier will best define you ? 80 . The outline illustrates the key role of this first impression : it is the imprint which will fix the card in your memory. about the person. delete or modify the informations…Everything goes. You can add.The index card is filled with data. Your brain will automatically update the index card. The recruiter sees you (with the occasional exception) as newcomer. It is limited to one single word : one adjective or one qualifier. important or not. somebody he meets for the first time : as result he will also create one index card. Your judgment will evolve over time. It is the first impression. so will the person. This is the imprint this person left « in your nerve cells ». one with your name on it. which will allow you to find it back.
The imprint leads to the catch The storage point Regarding the candidate. CV previous collaboration… e-‐reputation…. letter of motivation. your feedback but also the way he looks. requests. …. Candidate’s index card . the recruiter will keep in mind : his CV. all of them but one : this first impression : it is there to stay. presentation. All these informations can be altered (you can make up for any blunder during the interview). 20 CVs. At the end of the interview. his answers to his questions. They met with 20 persons. they don’t know who you are anymore. 20 81 . recommendation. the way he dresses up. in case you face two recruiters. the way he walks. Professional background & skills Behaviour.
no more than three flaws – Skip the obvious : motivated. the dynamic guy. or worse. To do that. it’s ok … if it is a negative one. the professional guy. the ugly or the blond). they often use one word : the stressed guy. it is extremely difficult for them to discern who is who. simple. it’s not good at all! It is that simple : our first impression works like one pedestal.personal histories and even if they use the pictures. the tall guy. Step 1 : Choose your riff To determine the one qualifier which describes you best is not easy. 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. List your qualities and your flaws – Practically. alcoholic. The Method introduces a special approach. team player … – The same goes here : skip aggressive. thief … 82 . both fun and efficient : 1. Same goal here : your tune should remain in your recruiter’s ear. no more than qualities. which will be with you the whole day. the Riff is guitar sound. the funny woman. when it relates to the physical appearance (the fat. a little song. the black guy … If the word is a positive one.
determine which one is the most marketable to the recruiter : that’s your Riff. Among those qualifiers. – It either fits the corporate culture – Or it is an added value to the position you are aiming at 83 . This qualifier will epitomize the first impression you make to the recruiter. manic obsessive into disciplined … 2.– Turn your flaws into qualities : nervous turns into dynamic. stubborn into determined.
authority or creativity. not your qualities. 84 . Attention …… …… peuvent parfois vous desservir…. Don’t be surprised if your flaws. but you get hired so the company can take advantage of you. sexual orientation …) The job market is not your typical friendly party. 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.My qualities …… Nos qualités professionnelles ou humaines. weight) or related to your personal situation (religion. disability. get you the job. Instant advices : – – Don’t get trapped with a Riff related to your physical appearance (skin or hair color. they don’t hire you so you can have a good time.
the disciplined guy into the inflexible guy… Bear that in mind for the interview ! 85 . the friendly guy into the gossip guy.It takes a strong temper to manage of night crew of 180 … – Equally. the recruiter often turns your qualities into flaws : the nice guy turns into the candid guy.
C) Be conservative : professional. or to test you in a foreign language. Get ready for this interview. Don’t pretend to be a peaceful person in order to please the recruiter. the Riff thrives on your qualities and flaws. you may get a call from the recruiter : sometimes for a complementary question.Avoid the following pitfalls: A) Don’t deliver above expectations : no lie. a detail. the recruiter should hear just this one thing : your Riff. B) Always stick to the same Riff : change your Riff to match the position or the company you are aiming at. In the tone of your voice. 86 .you are under stress and it shows. energetic. eager… You should stand out. D) In between sending the CV and the interview. Be energetic.
The structure and the layout of your CV If yours is a creative Riff. you should impose your Riff to the recruiter. And most of all. (banner present at the beginning of your CV 88 . You introduce yourself as a disciplined person : the address. Everything should relate to your Riff : 1. your letter must be professional ! 2. the opening banner Whatever the Riff. orally and kinesthetic. the stamp and the envelope must be beyond reproach. come up with a new structure. solar… 3. your signature must be open.Step 2 : The variations of your riff Once decided upon. Your signature Yours is a friendly Riff. your CV shouldn’t be like an off-‐putting catalogue. The content You are marketable. How do I make the first impression off it ? You should give it a variety of forms whether visually. 4. The syntaxe of your letter of motivation You are a pro. it will show up on your opening banner. The way you write the address on the envelope. play with the layout … Your CV must be creative. 5. it should sell too ! 6.
The poster man of the family. 89 . got his job interview back in 1997. everybody is proud of him. Tip Forget the advice of your sucessful uncle.
Back in the days. the telephone was there but not the internet. The How-‐to guide he used had been written in 1980. And finally. 90 . he followed the advice of somebody who died more than 10 years ago.
Which features does it have ? How does it work ? a) The « you’re not in sync » intro During one of my seminars. 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. 91 . the community. Next to the machine. 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. there is nothing unrelenting or unfair in the etymology of the word gears. « My job is to produce cars so kids can go on holidays ». » Yet. Crushed and most of all dragged by one faceless « ogre ». His last words were : « François. Chaplin looked really small. I’ve had it. then he would have been something else than a wheel in the mechanism. It relates to logic and efficiency.
The drawing is in black and white. nothing comes out… b) The support The CV is usually written and printed on paper. it chews up lots of information. When it starts working. digests. everything is confused. is in full color. When we enter inside this machine. the wheels are squeaking. the o-‐line CV and the video CV. the CV on one CD Rom. the CV is slow. In reality. as the CV on a PDF file. we discover a simple mechanism : 3 wheels constantly spinning in sync. it is all colourful and lively…a true storytelling. 92 . With an ill-‐manufactured mechanism. Pretty chaotic … With carefully manufactured and maintained wheels. the epigastrium of your CV. transforms and communicates them.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. its bowels. but nowadays it can have other types or forms.
alcool. that most digital CVs are printed. This is no small detail. ready to be read. the support itself can either lead to rejection or be a liability to the candidate : 1. Practically. • Like the envelope. it conveys a sense of global community and intimacy of contact no other support can give. The paper format is reassuring. do does its efficiency ( Il perd 20 % de sa lisibilité. par exemple. all flat. The Rejection level (1 Cv out of 10) concentrates all discriminatory mistakes : • your CV smells (perfume. Sachez. que la majorité des CV informatiques sont imprimés. The email has one advantage : your CV wil remain spotless. Paradoxically. or folded. It will be all clean. 93 . The paper CV It remains the format of reference. the folds turn into black stripes upside down). for example. tobacco…) • it has stains. • Graph paper or paper with holes. Its visibility loses 20%.1. Do the test : fold your CV 1/4 or 1/3 of the way. the best paper CV is sent by e-‐mail. donc de son efficacité (when you photocopy it. Be aware. • Spelling mistakes to the address or the name of the beneficiary. The trip won’t have him crumpled or dirty (mailmen eat croissants in the morning and French fries at noon too !). crumpled or torn.
• The paper should be spotless. Generally. not too thick. are a liaility to your application : the first impression is negative. thin paper sheet is being used. without being descriminatory. a 80 g. • The A4 format is the norm. The Liability level (1 CV out of 30) refers to all those mistakes which. 2. 94 . • Not too thin (you read through it).
• When you sign. use an ink pen on the paper CV. They evolve with the times. huge or graphic signature … We know you are the best candidate. scan the signature and cut and paste it on the cover letter. Sometimes they become more emancipated. I need an edge to lean on! » • Finally. all alone in the middle of this sheet. more creative. no narcissistic.• Not too ostentatious either : no manila or coated paper. • Avoid the aggressive and various time crossed signature. whereas for the PDF format. the name is calligraphed and the letters are identical to the ones 95 . no letterhead (except for our notaries and lawyer friends). The impression is negative : « I’m afraid. • Don’t place the signature on the edge of the sheet. • No photocopy : the recipient must be persuaded it is unique even if the application is ranked 58th out of 200. more restrained… Some of us appear to have kept their old signature : always carefully crafted and shaky. but let the recruiter find out … Our signatures have been following us since we were 12 years old. use one ball pen.
it meets the international regulations and is without spelling mistakes. no computer generated labels. or worse (it is now possible). • Use a ball pen and. you will appear like a rigid person. But during the interview. 96 . not with your picture on it! • The address is beyond reproach : you can read it. • The envelope must be spotless : white.dating back from our early schooldays. rectangular. • Use a regular stamp. sorry for the computer literate among you guys. • Don’t forget the return address on the back. or the retarded in the group (at worse). No Simpsons. or mommy’s boy (at best). no Superman. Why not. with the stamp ordenly stick.
Ouch. the e-‐mail is the norm. The vast 97 . the fax is now considered like registered mail. the Internet has been reshaping the world and the way we al communicate. The PDF CV For the last 20 years. The mail is a rare commodity. most of all don’t forget to : Check if your CV and letter of are well in the envelop before you seal it! 3.
5 Survey by Oasys C June 2007 (available online : www. For example. But careful. printed and evaluated more easily. it is difficult to apply for a job nowadays. stored. − Within Word and most word processors. have elected this « 2. no Word file (or other office softwares). the internet users play a major role now. one function allows anyone to access all the versions of the document since its − − 4 2. use the PDF format : PDF files cannot be modified/altered. telephony and wireless everywhere. Your layout is permanent. Unlike the original Web.majority of companies. such as 3.fr) 98 . If you buy a new computer for your job search. it won’t be altered by earlier software versions.0 »4 approach/process. 2. They can be transfered. Thus. This axiom is : without a internet connection or an email address. 80 % of the recruiting agencies prefer to get CVs per email. they provide one online framework activated by the users. For example : Flickr.oasys. YouTube. even with a zero timeline. your PC will work under Windows Vista and therefore with Word 2007. most computers work with Word 2003.0 web. according to one study published in 20075. − Your documents are compatible with everyoperating system on the market. synonymous with speed. FaceBook… and all this waiting for the next trends to happen. Some users might have problems to open your documents (CV and letter of motivation).0 designates the current WEB.0 sites offer basic content .
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 … »
3. You need to specify : 1. 3D mock-‐ups… Ouch. 4. first name. This technical support is not 100% secure. proposal of collaboration. but not so much nowadays.For the quantitative approach. application following a vacancy published in the press (don’t forget to mention the references of the vacancy). use BCC. The list with the attached documents 103 . Your name. don’t forget … to stick a label on the CD (not just on the CD case which can be lost or changed). phone numbers. the recuiter needs to back it up on his PC – an additional hassle after the paper and the email versions. Nevertheless. movies. The date 4. It can be distorted or damaged during transportation. The CV on CD Very fashionable some years ago. Moreover. this support is convenient for candidates who need to provide recruiters with heavy documentation : pictures. e-‐ mail address 2. mailling address. Motive : unsollicited application. You can buy those CD (or DVD) formatted labels easily.
104 . then keep your CV off the WEB. You should ask yourself : the main features are the position itself. comments or shortcuts the Google way. to edit your CV on-‐line. Practically. the type of company and its field of operations. your personality. a blog where you would write about your day-‐to-‐ day adventures in Job Search Land. or rather. more accurately. 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. Contrary to what you can read or hear. why not. Flickr. be on the WEB . with a big « + » on the right pan and a big « -‐ » on the left pan : if the scale leans towards the « + » side. it is not always appropriate. or. To be or not to be on the WEB : it must be the result of careful thinking.0 tools : Slideshare.5. The on-‐line CV It is not an obligation to post. if it leans towards the other 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. imagine weighing scales. A page. Twitter… For those more experienced among you : to manage your buzz through tags.
Your current employer may be aware of your intenoon to leave.0 : Posi5ve Keeping up with the WEB trend To use and master the communicaoon tools Direct access for recruiters. to illustrate your CV. 8 Trailer : an advertisement for a feature film. 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. companies and headhunters Almost unlimited amount of informaoons. Ouch. 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). The video CV If you are photogenic. typically consisting of brief portions of scenes from that film 105 .Weighing scales 2. it is a plus. Your CV could be duplicated and used by your compeotors. Your personal data are available to the public. Go find somebody who can help you shoot a 2-‐minute trailer8.
play it spontaneous. Ouch. 106 . the script and the editing. if in sync with the vacancy.Don’t overlook the quality of this video. right ? Or. Your ex may have uploaded his/her « favourite scene » from his/her mobile phone. the light. Everything must be professional : the framing. the phone clip posted on YouTube (linked to your blog or your CV). don’t forget …if you give the recruiter a link to YouTube or Daily Motion. Not so easy. make sure they can’t find footage featuring other aspects of your life.
bachelor party) and upload it on YouTube.
Sometimes it is funny ; it can also be really embarrassing.
Which informations should I communicate on my CV ? How do I
structure them ? Which ones should be highlighted? Should I keep
some of them for the interview ?
There are no pre-‐formatted answers to those questions. It depends on
the situation, on the position you apply for.
Hereafter, I’m giving you some pads. They are meant to associate your
personal history with the history of the company, establishing a link
Those links work as references, they allow the recruiter (a) to
understand your approach, (b) to consider if you would be a good fit
for his company, (c) to assist him (you suggest the questions he should
ask you, or even, the answers) and finally (d) to determine your main
qualities on the spot and how it can benefit his company.
Go straight to the point
Determine a structure and stick to it
Make it easy to remember
1. The Company is the Queen
You are not the most interesting person to the recruiter, his company
is. He is hunting down the advantage for his company in every lines of
Therefore, two rules :
To talk about your future within the company without focusing
on previous accomplishments.
rough approach : to mail applications in bulk can lead to an
Trap #1 :
To explain how you snapped up a contract to the recruiter’s company
The job market often requires some legal shortcuts : you don’t
mention that to the recruiter. In front of him, you will always be the
2. Go straight to the point
Details are your enemies. Recruiters always say : some CVs are really
tedious ! The essential part is sunk into the amont of informations :
you should only communicate what is really important for the
There are important features in every CV. The recruiter won’t be able
to spot them if the CV is 10-‐page long. Moreover, when he gets to the
tenth page, he will forget what he read before that.
Horse to be called in for the interview.
Put a strategy together so the recruiter would only see them.
Draft your CV according to this strategy.
Highlight the head banner and the headlines.
Trap #1 :
The sticky spelling mistake is hidden there in the headlines, even after
Trap #2 :
Never give a therapist a stick to hit you with, he will use it !
Don’t mention your failures, your deficiencies or your weakness …
3. Determine a structure and stick to it
To be clear, you need a structure.
Your CV tells your story.
Like you would do for any tale, you will give this story a structure, a
framework : with a beginning, unexpected developments, trials and a
but you should respect a frame. Three rules to follow though : span. trinity. We are used to it : candelabrum have 7 branches. The framework The framework is quite flexible. it is your decision. 5 or 7. I. It is up to you. congruence and repetition. The span Social conventions have it that. there are 7 days days in a week . religions have 5 Pillars. our civilizations are used to tell things by 3. Snowy White and the 7 Dwarfs. You don’t need to be a great literary talent to be able to give your CV a structure. also. 111 .
remember and accept any piece of information structured according to this span9 more easily. all of them. It comes under numerous channels. But we could add : the on-‐line CV. the digital footprint. the span is everywhere : everything is staged in 3. Ideally. 5 for a and 7 for dialogue or explanation. according to the same structure. The congruence Your application is not unique. your CV must be unique. 112 . II. 9 Briefly. from religions in the Antiquity to the current communication campaigns. Examples abound . the structure of your CV and of your letter of motivation should reflect it. the co-‐ optation or the letter of recommandation… In order to be relevant. the letter of motivation and the interview. The three most commonly used channels are : the CV. 3 is the span for a crisis. Practically : − Your letter of motivation must reflect the structure of your CV.the 7 Days of Creation and the 7 Mercenaries. Congruence means that those channels are homogeneous : they must tell the same story. 5 or 7 ! Studies showed that we understand.
a family member or a former colleague wish to introduce you. 113 . he should understand at all times where you stand in your explanations and where you are taking him to. The banner may well play that part as well. The repetition After 65 years. Same thing for the interview. your presentations or your pages in the social networks. You will have to insist for this essential to be visible. Should a friend. the Little Prince is still right : What is essential is invisible to the eye. 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. To be fully understood. The same goes for your on-‐line CV.− − − III. Practically : − − Your letter motivation may explain the structure of your CV. This is particularly important during the interview : the recruiter should have the card in his hand.
maybe 200 CVs : whisper the winning feature to his ears. keep them all. it is just communication tool. unfold the CVs and the letters of motivation as far as the the applications sent by mail are concerned. he is overwhelmed by 50. 114 . the recruiter reads through all of them. don’t sacrifice any of them for span-‐sake ! 3. Sipping his coffee. Trap #1 : It is always positive when you repeat things. where he is coming from and where he is heading to.− Don’t hesitate to remind the reader where he stands. You need to make a big impact. Trap #2: Don’t get obsessed with the span. If you already have held four jobs in four different companies. never when you turn it into childplay : never let the recruiter think you take him as stupid person. Make it easy to remember Ewhat is the first step of the recruitment process in any company ? The secretary has torn the envelopes open. then he has a winner. You should help the recruiter. she has printed the other ones. He enters an office where a colleague is expecting him to make the first selection. When he says « This one looks interesting ».
to keep it alive. others sense it : to awake it. I remember a participant to one follow-‐up group : he was meticulous. to level with the other candidates. and even to devise it : to 115 . 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. Trap #22 : Some candidates hide their added value. Sometimes their strong feature was the root of the problem or of their discharge. maybe there has been no refill for weeks. cover letter … but both keywords remain the same : synthesis and structure. Those qualities lead to hostility and eventually to being laid off. mention the page number and your nameand first name at the bottom of the page…the pile of documents might fall on the ground. Why ? To be cheaper. to spark it off. When you send your application through the mail. He was trying to conceal those qualities although they were actually his strong features. to look older or younger.Everything goes : banner. Marketing is all about desire : some are aware of it. 4. Trap #1 : Maybe the secretary doesn’t have a stapler. staple your documents . on the PDF version. orderly and honest.
he would call you in to discuss it.create it from scratch. The frame. no interest at all. He is not imagining anything. don’t explain your job in detail. Back in 1980. not the detail In your CV. Most candidates tend to speak at great length. Votre CV envoyé. He would want to reinforce or invalidate his evaluation. (what is guessed or suggested). Pcs or Ipods. when you submit your professional background. here are some techniques : 1. their responsabilities even their accomplishments. you had sparked desire . or not seen. This will be examined in paragraphe (d) of this chapiter. 116 . In the first case. nobody was alienated by mobile phones. or more simply curiosity come mostly from what is seen. The layout Desire. to listen to you or to stand up for you. To reach that. They give the recruiter every opportunity to say NO to every lines he is reading. Once your CV has been sent. giving lots of details regarding their duties. Name the company and your position : the recruiter will determine whether that position is a plus for his company. now. you generate rejection. He should wish to meet you. the spark should twinkle : the recruiter should feel like wanting to know more. 2. he is making his selection. The same goes in the recruitment business : before getting to know you.
Tuesday is when your favourite soap is on. their heart can beat for another soap : you need to make sure they keep watching yours. the CV is just a collection of misunderstandings10. let’s take advantage of that ! 3. In all cases. the audience should be frightened. but unofficially. The cliffhanger Officially. HBO. at the final scene. Canal+ and other TV production companies have come up with a secret weapon : the cliffhanger. surprised… What comes next ? The CV as « an endless list » should work as a soap opera. The following week. I should say. it should come as a surprise to the recruiter. with many unanswered questions : he needs to know ! Badly ! « 5 nights to go. Therefore.and he will be meeting you for an interview ! » 10 My gratitude to Georges Bataille for his paraphrase about communication mishaps. you wait a whole week for the next episode. 117 . But TV producers are aware that the audience can be volatile. A long time ago. curious. At the end of each episode. every Tuesday. he should reassess the situation . he should be hanging around in full doubt. nobody would confess enjoying those soap operas on TV. I know for a fact that all of you will understand what I am about to explain.
Again. Trap #2 : Too many gaps and you are the Invisible Man ! So. what you don’t explain. Trap #1 : If you put everything on your CV. 118 . well. don’t over play the cliffhanger trick. what you don’t mention. you won’t have anything to say during the interview. that is the puzzling part : you should therefore organize and stage those missing informations.
Some positions may require longer CVs. one page if you have just graduated. the less time he will spend reviewing each of them. the CV should be short.5. − Recruitment and outplacement firms as well as headhunters like to « know a lot » about you. Their length depends on various criteria : The job descrition of the position you apply for : some of them may require itemized CVs (in this case. − The number of candidates : the more CVs the recruiter receives. Length : a never-‐ending debate The norm says : two pages. − 120 . recruiters do request them). concise and should match the job requirements precisely. − Specific recruitment policies of some companies or institutions : both the EU Commission and public administrations like detailled CVs. Ideally.
Trap #1 : The recruiter should never have to think. Everything should be simple and obvious to him. 121 . not to you.
d) The layout Crucial : you are not there when the envelope opens up. come up with a detailed version. Then. he will give it a meaning. You are your CV and your cover letter ! Their looks. But what about those 15 years of experience ? Digest them ! And at the end of the CV.Trap #2: Don’t behave like a grumpy old man : nobody is interested in what you did back in 1982. posters. some weeks later. their style. The adage was right : you don’t judge a book by its cover… but it does help. 122 . what you recall. he is able to recognize it : within months. packaging or videoclip. Those steps dupicate those related to a young child when he discovers an object : one morning. and what you feel. There are three steps in the logic of visual perception : what you see. Image marketing has been taking advantage of those steps for decades : logo creation. the baby is able to see. their physical appearance lay down the ground foundations of your image in the eyes of the recruiter. He can see the object as it is.
but as relevant as they may be. • My CV stands out in the stack of documents. it applies to a specific content. The layout doesn’t exist by itself. Most CVs neglect the layout and give priority to the content : « Why your company ? Why do I apply ? Which idea.To be seen To be nooced To mean something • My envelope is not a neutral object: I use a pen. 123 . • There are objecoves: for what ? • There is a logic process : a reason why ? • There is a capital gain for the company. you personify your CV. The following chapters deal with the layout. which benefit do I offer ? » Those questions are fundamental. Before it gets understood. • During the interview. your CV should get noticed : it should stand out of the stack. They both should be consistent. • In the stack. it gets nooced. • The recruiter recals it. • My le}er gets nooced too. they only mean something if they get answered. analized and evaluated.
ambitious : aim for the moon ! Too many candidates refuse to embark on the spacecraft. 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.Tip Be passionate. 125 .
you always follow the Beauty Queen . go for efficiency. it is hard to come to a decision. test and finally daily trial by thousands of job seekers who followed my courses. I wanted to explain the reason behind those seven codes. and 11 Let me emphasize that this cruel quote has been made by a woman … 126 . job center employees. their impact on the efficiency of the CV. By writing those pages. the job seeker was getting a different version from every person he/she was talking to. so that it is clear to everybody that they are not about intuition or beauty. It is the result of years of work. often intuitive. So many different advices. analysis. Too much uncertainty around the person and the CV : « What should I do ? Who should I trust ? ». So far. she seldom proves to be Miss IQ11 Practically. therefore the worst option. a) In the street. Forget beauty. they all have their ideas. Three important things for me : you should be able to understand how relevant those codes are. their methods. professionals. Usually. b) Cv : the classic codes The seven fundamental codes are synthetically hereafter exposed.Chapter 5 : essential codes There are rules in order to draft a CV. the most appealing option gets picked up. codes were left up to everybody’s imagination. common sense or habits. sometimes efficient. Job seekers.
typography plays a major role. Each of them get an explanation. CVs get shorter.you should be able to apply them to your CV. Why ? In these times of crisis. Each classified advert generates more and more applications. Typography Since the early days of the print industry. Too much material : « it has to be quick ». It is the first contact : the transition between what you see and what you understand. the recruiter spends less time reading. As a result. 1. the « why » and relates to « the wrap up ». 127 .
it will seem shorter. the syntax and what is caaled « the visual layout of the text». It is much better with one well-‐structured page. the spelling here must be beyond reproach. a) Spelling Be careful. The typography should not be too small nor too big : size 8 and even 10 are both difficult to read. abreviations are systematic (for example : CU. LOL) and typographical rebus (IluvU for I love 128 . It takes a few seconds to write and read friendly emails and messages. the elected typography should be conservative. Therefore. than with two « empty » pages. It is a « rookie CV ». with a size 13. On the contrary.There are ways to shorten a CV without losing one single sentence. Equally. Text messages changed our lives. These new codes begin to have a big influence on how people draft their CVs. The average recruiter may have sight problems. in order to avoid the dilution effect. If you can read it quickly. it seems like you fill the space. contrary to text messages and emails. They have permanently influenced the spelling. line spacing should be minimum. 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. The idea is to make the reading easier. without losing on the content. even one and a half page. The language and mostly the spelling are ready-‐ made : words get shorter. as if you would hide a lack of experience or skills.
you). The rule is : parsimony. they spread in CVs and cover letters. New words suddenly appear and a few letters mean a word. a sentence even a feeling. social networks and text messages : some rules apply to all of them but each channel its own spelling logic. Blogs. New abreviations and emoticons12 are now accepted in cover mails. and as a fact.o) then ! 12 The emoticon is the exact word for the smileys in our text messages. 129 . Forums. not too many LOL or .
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. They don’t amount to very much now. but it evolved. 130 .
As for the CV. expressed. 131 . (b) They are conventional. Reminder : motivation is not a quality nor a skill. syntax must be simple but accurate. sentences with no verb or mixed with words. motivation… Those sections can be found at the beginning of the CV (it is better) or at the very end (where they are useless !). unreliable WEB sites or old course logs photocopied over and over. It is not something you mention on a CV. Careful.There is only one rule here : do impress. 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. two downfalls to these sections : (a) They work as a catch-‐all. As if the candidate did a cut and paste on old quotes or uninspired idiomatic expressions off timeless selfhelp books on recruitment. In those banners. technical terms or verbs.For your CV and your letter of motivation. It should be demonstrated. especially with what was known as the NICTs (New Information and Communication Technologies) : skills. expertise. new sections have appeared since the 90s. or so it seems : words. abreviations. everything goes.
Traditionally. formed by the first letter(s) of these words. Don’t use them arbitrarily. You push the recruiter to a neuronal exercise . Don’t use the sheet on horizontal mode (the landscape mode in Word). that are never « justified ». Finally. Frederick. the current trend for letters of motivation and CVs is to make them « left-‐aligned» too. family names are written with capital letters as well. François…) or when names and first names come from a foreign origin. and to limit the « Centered » to the position you apply for. it is like going from one language to another. Important : don’t use any italic. your cover letter should very much look like a phone dial. Initials and acronyms13. in text messaging language. in both your CVs and letters of motivation. This allow the reader to tell the name from the first name. c) Visual design Your CV and. especially for the cases when some family names are also first names (Mathieu. the CAPITAL LETTER means shouting or it is a sign of aggression. most of all. 13 The acronym is the abreviation for a group of words. for him. As for text messages. 132 . Obviously. keep their capital letters all the way. Italic imposes a cognitive translation to the reader. The basic layout is a long vertical square. but rather « left-‐aligned ». family names and words at the beginning of a sentence keep their first capital letter.
giving the CV a square appearance. entangled. almost obsessive. telling « I followed one MS Office training course and I discovered a new function. it is not professional 133 . it is inefficient. Usually it is limited to : − − − − − Last name and first name Position you apply for Headlines either years of occupation. Never. or name of companies for the job experience section (up to you) training courses. It is not nice. diplomas or ranks if releavnt to the applied for position. locks up. Too often. or previous jobs. The context helps him get the meaning. The rule is so simple : no frame ! The frame shuts up. categories or even the picture (« Somebody died ? »). it gives a negative image of the candidate. the one with the frames in Word ! ». psycho-‐rigid. The consequence can be extremely negative : in 50% of the cases. frames are being used : to highlight headlines.The same goes for any change in font size or colour. the reader doesn’t read the words in italic. Not too many bold characters either : use them to highlight the important things.
Reading them. « people » tell you the contrary. no around the frames (I told you.5 (and conventional margin size) ü No arbitrary capital letter ü No colour ü No italic ü Very few bold characters ü No frame ü No shade Did you know it ? One CV out of 2 makes people smile. not too big : i usually propose size 12 ü Left-‐aligned (except for the position you apply for) ü Line space 1. don’t use them. times new roman. I am aware of that : do the stack test!). The wrap-‐up ü Only one typography ü Conventional typography : arial.Even for your language skils. its very own little neat chart. Those frames on 50% of the CVs are like the plague for any recruiter out there : each CV comes with its own logic. not for words (you can’t read them anymore). Understanding a chart seems easy to you ? During my seminars. one CV out of ten is made fun of. not around the pictures (not nice…not nice at all !). no frame !). calibri… ü Not too small. Finally don’t use any shade. people who told me their charts were fairly easy to understand eventually admit that it is not the case at all (back at the Job Center. 134 . I take a stack of 30 CVs – which is not a lot for a recruitment campaign.
Your picture is not decrypted. your ticket to « a normal life ». you send a mesage to the recruiter : « I have something to hide » or « I am not good looking. It is also your first step towards this special job. You don’t put your picture. Why ? To all recalcitrants. Usualy it is locted on the upper right side. the WEBmakes it compulsory :: the picture is a must. FaceBook and MMS : we have entered the image era. Blog. Luke Skywalker has been his latest pupil. starting by the headline in the middle. one afternoon in Dagobah swamp. that particular CV could have changed the course of history … 136 . then the picture and then.In the first part (job and picture). the opening door to your CV. « You will pay a special attention to the picture ». it is a logograph read . the names and the job experiences. depending on the recruiters. 14 Master Yoda was the mighest of all Jedi Masters in the Galaxy. Remind yourself : one CV doesn’t hired. spoiled…no self-‐ confidence or darned shy ». Mostly he was one of the Jedis of the Republic who survived the takeover by Dark Vador. A more technical paragraph : You need to know that CVs are cross-‐read.2. a person does ! The logical reading starts with the skills or objectives sections. You should display yourself. it gives the CV its first image. Master Yoda14 to Luke Skywalker. but acquired in a figural way. Should he have drafted one CV. The picture The picture is the introduction. this all about the image. It is relevant.
no loser or has been looks. your picture should illustrate your riff. One simple rule : no pathos at all . never! No change in the font size either. dedicated to graphic reading. scared. when you are in this graphical part. This image.I told you so : italic is tiresome ! This being said. you may be among the 30% of readers who skipped that paragraph. to analogic reading. that is to say : the first quality you want to impress the recruiter with. But it is not that easy : explain your friend (the one with the right camera) that he is booked for the whole afternoon! 137 . Your picture should reflect exactly that. it’s you! This is the one you introduce yourself to the recruiter with. Let me remind you the axiom at the begining of this book : you are the right person. Your picture should be a friendly one. Ok ! Your CV is divided into two parts : the upper part. sad or. as it often is the case. supplicant. be friendly. Therefore. don’t look sad. the lower part. Learned your lesson ? No italic in the CV. Most of all. 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. Be positive ! Don’t look depressed. the one who will get the job. or tired … Ideally.
Beware the background : the more things behind you. 138 . Nothing beats the good old immaculate wall.Just like the CV itself. the less visible you appear. the picture should not let the recruiter think.
same haircut. clipped) to your CV. When your friend (the one with the camera) shows up. no paperclip. on the day of the interview. Sometimes and rightfully so. Except for some racist or frustrated among them. you keep the same appearance : same suit or dress. the picture does not contribute to select or eliminate candidates. 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. The picture does the trick. but some of your features might have changed. CVs get moved around when the recruiter handles. same make-‐up. it is relatively easy to insert a picture into a text.And please : no staple. Your picture goes back 5 years ? Why not. Your photo. have several outfits ready. The colour of their skin. 15 With Word. for real. Can you imagine this ? You. your picture in the garbage ? That’s a good start15 ! Contrary to what most people would think. The picture will help as a reminder of the candidate at the end of the day. If you are no computer literate. no respected recruiter will base his choice on your picture. will get pulled off : it will end up on the floor and then in the garbage. carries or drops them off. Ideally. and not for the best. their disability emerge on the picture – which would lead recruiters to dismiss them. some people think they start with a handicap. their religious beliefs. stappled (or worse. get some help : from the guy at the Job Center ? a former colleague ? your son or your nephew ? 139 .
Besides. When the recruiter or the company have racist motives. real tough … But on the picture. He is exposing himself to this setback. arab or black. well that is a slap in your face. we are told. avoid posing with eyes of steel. Nevertheless. we tell you how to deal with those situations. Specific processes are available in order to draft the CV and to prepare for the interview. don’t give that french lover type languorous stare. aggressive. It is his objective to work in that specific company. Too bad my publisher’s lawyer forbids me to release them… 16 In Volume 3. he wants a job. accusatory . like me. You show up for the interview. but he is prepared16. openly or implicitly. Enquire. That whould be the case for the Qualitative approach. the candidate may well decide it is worth the risk. 140 . dedicated to the job interview. it is a good thing then when your CV is being rejected. Sometimes. Even if this behaviour thrives in these times of economic crisis over-‐suply in candidates. The same applies for people with disabilities : preparation is the key. we need to be tough. let’s keep our eyes on the ball : the job seeker is not there to change the world.Some people will advise you not to add your picture in order to raise your chance during the interview. and you are dismissed because you are disabled. the name can tell about religion and colour of skin. Notes to our men friends : − As a child. At the tenth slap. others. make it a rule. the candidate’s motivation is wearing thing. that in order to be a real man.
Not conviced ? Have a look at those pictures with your partner : unintentionally. Even if your girlfriend/boyfriend likes it. you don’t want to look like a Christmas tree. A jewel emphasizes a feature of your personality. a cast of monsters. not this pouting grin some young female applicants usually have on these days. 141 . One last thing : DON’T BEND YOUR HEAD ! I’m shouting my brains out here. If you are bold-‐headed. Jewels attract attention on themselves. Ladies. you are there as a professional.. the less you’ll get noticed. hide. no plunging neckline. not on yourself. no three-‐day growth beard (the same for the interview). remind yourself that it is a sign of submission.− − I’ve got a spectacular collection of those CV pictures. conceal. then be bold-‐headed on the picture too ! Notes for our women friends : − − − The more jewelry. women do have that flaw. On interview day. you bend your head towards him/her ! At the interview. no submissive woman. On most CVs. They captivate. for real. do you ? No sex.. no sex at all : no outrageous make-‐up.
don’t pick up a colour picture. 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. no paperclip ü Same clothes you will be wearing during the interview ü No sex 142 .Finally. It must survive the Quick Draft Print Mode tests and two consecutive photocopies. test it. or in case you do.
Did you know ? Similarity emphasizes sympathy. Most recruiters acknowledge they have unintentionally favoured candidates from common origins (place 143 .
Reminder : no italic. 144 . Normally. religious or philosophical beliefs…). Dates are not important. Contrary to what is being usually advised. therefore rejection (one cock in the yard is enough). your added-‐value thrives on the latest date or fact. You start with the latest date or fact. Too many candidates rush through that step . a fluent one. this is the starting point of your CV. − Job experience Before each job. a common background can lead to competiton. and you end up with the earliest ones. the logic behind it. Dates/timeline/chronology The timeline is an essential component on your CV. even better. CV must have a temporal dimension. don’t mention any months nor days. Remember the old saying : time is about haste. Once again. education or diplomas are. 3. no bold. start date and end date.or country of birth or residence. the recruiter should be able to understand the course of your career. By reading it. job experiences usually come first. Two categories relate to chronology : job experience and education. Equally and despite of that. previous positions. Why ? First thing : the CV is written in a time-‐reversed style. or candidates who looked like them or with the same first name.
February 1st. this can avoid having to tell at each interview that the Hotel owner’s daughter dumped up. 2010. February 1st. 1998 – March 31st. 2001 becomes 1998-‐2001 As a result. he recuiter is able to read the CV more easily. 1998 – March 31st 2001. Another advantage : you will be able to hide a small gap of several months. 145 . Welcome desk attendant Euro Disney becomes 2001–2010. Beach attendant at Hôtel du bon rivage Cthis is more obvious indeed. recruiters focus on gaps rather than on your experience. he can memorize it better. that his father fired you and you wre feeling depressed for the following six months ! Generally speaking. 2001 – July 31st. Welcome desk attendant at Euro Disney 1998-‐2001. Beach attendant at Hôtel du bon rivage October 15th.
well it’s only a typo. I prefer to tell you not to arrive naked at the interview. If you do so. you’d be well advised to set your priorities straight and select what is most relevant to the situation.Everybody tell you not to lie in your CV. Even if it means making a mistake by a year or so. you will have to explain your nervous breakdown or justify your cancer to a stranger. Don’t mention each and every position you have held. For those with many job experiences and skills. 146 . You can send a very detailed CV on request.
he only gets his college degree !). 147 . just like for job experiences. Don’t feel forced to list your three university diplomas (you might as well scare the recruiter off. Don’t mention the months. Don’t list the 15 or 20 different training courses leading to a qualification. a genuine unemployed person ».− Education : diplomas and training courses Dates can be mentioned before stating them or rigt after. between brackets. The message to the recruiter would be : « this is heavy stuff. some would even cruelly characterize it as « meat for state-‐sponsored education ».
It will thus be the second line of your CV.The wrap-‐up ü Time-‐reversed chronology ü No month. Programmer/Analyst Bilingual : french -‐ english 149 . no date ü Fill some gaps ü State the job experiences ahead of your academic credentials and training courses ü State the dates. Pay special attention to your dates then ! 4. then the job experiences ü Cut to the chase ü Limited use of bold ü No italic Did you know? Dates are reassuring. this section is on every CV. This is a section in which candidates can be very creative… Why ? Everybody lies about his/her language skills. they represent the practical part of your CV. Language skills In bilingual countries. without any affect : everything is meant to reassure the recruiter. carefully tought-‐out. don’t be modest. They are logical. If you are fluent bilingual or trilingual. So. it has to appear just below the position your apply for.
don’t use any matrix. A contrario. it could (unfortunately) prove to be a handicap… Finally. Nevertheless. 150 . it means you don’t fully master it. Send your first mail (along with your CV) written in the main local language. nor chart to present your language skills : a cognitive chart is much more difficut to understand than a few sentences. your current level is limited. Iof you do mention the diploma or the training course in any foreign language. spend two hours watching cartoons on TV every evening. avoid the classic mistake : the diploma doesn’t count. it may smetimes be advisable not to mention a second language. Make sure you include a translated version at the end of your CV. a language is built on a small nucleus of basic vocabulary : expressions as well intonations you learn very early as a child. the skills do. When you prepare for an interview in a language different to yours. You have spent your early childhood in Tunisia ? Even if fluency in arabic is asset. The result is guaranteed. Who knows ? The person in charge of the recruitment process may not be bilingual … We mentioned this before.
Diplomas or traning courses are useless 3. Don’t be modest 2. Propose a translated version of your CV 151 . The wrap-‐up 1.
5. it is much better to use limited and simple vocabulary. Finally. no frame 6. Everybody comes up with advice. you should dedicate time and thinking. a mere formality. Nevertheless. Bilingual : write it at the beginning of your CV 5. tips and tricks… Some are in favour. you’ll hardly listened to. For others. Hobbies Here comes the much talked about section. for some others. others are against it. No bilingual CV : one language per CV Did you know ? For some languages. grammar matters most. but with the right accent. 152 . vocabulary is essential. No cahrt. The stakes are too high : they are the last trap the candid candidate stumbles upon. such as dutch. The candidat sees it as an easy section to fill in.4. You may be speaking correctly. In english. such as french or japanese. such as english or german. the accent matters more than grammar. and of course.
153 . the requested diplomas. Silent. Why ? The desk stands between them. he successfully passed the language assessment tests and even the team likes him. the recruiter is thinking. The candidate is not aware of it but the interview went well : the right profile.
the recruiter has decided to ask the so-‐called « coffee break » question. At the bottom of the document. He raises his eyes and candidly asks : « I haven’t a chance to read the latest book from Ken Follet yet. he reads that the candidate is interested in literature. 154 . more friendly. The only objective is to get out of the restricted focus of the interview. Seven or eight hours a day. Back to crime scene : the recruiter looks at the CV. He has never heard about Ian Rankin. The tone is less formal. We call it the « coffee break question » because it allows the recruiter to imagine how the candidate would fit in the workplace. how he would behave socially : is he comfortable engaging in daily small talks ? … just like he would do at the coffee break. Let’s not forget that the newly hired person should fit into the life of the company. for everybody’s sake.Precisely at this moment. nor about the latest Pulitzer Prize. 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. Therefore =. The hobbies. Is the candidate relaxed ? The question is not meant to test him. that person shoud be a happy camper.
suspicion is everywhere and somebody else gets the job. the recruiter is quickly connecting the dots : « he lied about his CV. the whole CV is now under suspicion ». Righ there. This case is no exception. Trust is lost. 155 . Many candidates fall over the hobbies section during the interview.
research them so you’ll be able to answer questions. Don’t be eccentric at all costs. travel or bicycle. is cooking. 3. do your homework. Be relevant (it is more about relevance than about imagination or eccentricity). 156 . Once your made up your mind about the list (careful : no more than threee). hunting. 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. Brush up on your hobbies. sewing (for men). then select the ones most relevant to the job. literature. The « coffee break question » is all about the hobbies : it is the « make or break » question.Don’t you ever lie ! Don’t mention the most common hobbies : gardening. By reading CVs. boxing (for women)… The wrap-‐up 1. 4. one could tell that the population of Northern Europe likes sports. travelling and reading a lot ! List all your hobbies first. cooking. 2. Last precaution. some hobbies have bad press : political activism. the ones which add value to your CV.
157 .Call him to make sure (in front of your PC. ready to email another copy).
4. 10. 5. Non-‐profit sector. Some details may be added . 8. 6. the salary is negotiable. More details You get the picture : I don’t really favour eccentricity.6. It should be relevant to the company. not everybody can be odd and tasteful altogether. the candidate can differentiate himself with a few ideas without being too simplistic. 1. 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. No pink-‐coloured paper. no perfumed CV. 2. Why ? Often. this eccentricity makes people smile . 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. 3. 9. 7. NGOs : yes Politics : no Religious beliefs : usually not advised Allergy. Nevertheless. medical or psychopathological condition : no (except for security or health reasons) Car and driving license : no (from 25 years old onwards. its business field or to position the candidate applies for. others shouldn’t. 158 .
Salary : some tips worth of gold: 159 .
faites-‐en la liste : car installments. rent. 160 . more simply.ü Research: how much money people your age. ü Be aware of your financial needs before signing : simply. Just like the recruiter. Expensive is good. list them all : simplement. we don’t trust what is cheap. the distance from your house and mostly the genuine interest for the job or the business field. Cheap means that the quality is not as good. food. a phone and meals … or. negotiate a gross amount ü Start the negotiations with a higher amount : you lose prestige if you start with a low salary. with similar education and job experience are making ? It is so easy to go online or to call a couple of friends. clothes and hobbies … The amount corresponds to your lower limit. The idea is to convince the recruiter you are an expensive item and that he needs to offer the right money ! ü Prepare your arguments so you can explain during the interview the reason why you lower your expectations : fringe benefits like a car. ü Come up with a consistent proposition.
Did you know ? Find an ambassador to drop off your CV ! Nothing beats that ! Activate your network ! 161 .
Why ? Categories are presented one by one. It should be meant and drafted as something homogenous. logical and balanced. Don’t mention your place of birth : it doen’t bring anything. The first name in normal typograpy.7. both in bold. Some add they birthdate. I come back to points I have already explained in this book. If you are an important person. as of today. Below that. particularities shouldn’t be denied. 162 . start with your first name. your email address. In the upper left corner : your name and first name. each of them with its own set of rules. Of course. it comes after the name. 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. and might even emphasize ethnic or religious singularities. In this last part. phone number. a CV is being drafted according to the same rules you would a letter. Usually. fax and mailing address. Personal informations Basically. codes and dedicated use. But don’t forget to consider the CV as a whole. You’ll find hereafter the conventional structure. Categories Informations on a CV follow a certain structure. but. the name in capital letters. adding some more details. A.
you are supposed to know how to drive a car and even to have your own car . write your title before or after your name (are your narcissistic or not ?). your marital status is nobody’s business. « miscellaneous ». − Should I write « curriculum vitae » ? I say it is redundant (we all can see it is a CV !). confine them in the last category. − If you are a doctor or an engineer. but if you do want to write it as such. − The same goes for the number of kids. − As military service is not compulsory. don’t give them a major relevance by putting them at the top of your CV. but most would write it right in the middle. For a woman or man. Some would write it at the upper-‐left corner. 163 . or if the guy at the Job Center advises you to do so. this information doesn’t add value to your CV (except in the safekeeping or security business. be discreet. it should’t be on your CV. Should you really wish to add those informations. But no obligation. single means available .Practically : − From 25 years old onwards. − Finally. no flag. Some tips: − No icons : so small phone. or some positions related to the management of underqualified-‐teams) .
Not at the beginning or at the end of your CV or leter of motivation.− Don’t include any quote. Thanks but no thanks! 164 .
An ill-‐balanced CV (the picture is too big or unconveniently located on the page) can communicate an impression of imbalance to the reader. Usually both spaces are similar : same horizontal alignment. Two efficient tips : (a) force yourself to stare intensely at the photographer. and right before he takes the picture. More tips : − One of the keys to a successful picture lies in the quality of the photographer. smile is an advantage. same size. and for women it has a sexual connotation (most of all. or your flaws. But most smiling pictures are pathetic : it is a forced smile. don’t bite your lower lip). equally left-‐centered for your informations and right-‐centered for your picture. It shows your personality. often undecided. it will contaminate your image in the eyes of the recruiter. He boosts your self-‐confidence.B. (b) look at the ground. he can tightly crop the frame so he can highlight the pertinent detail. it is sign of aggressiveness. raise your eyes ! − Of course. It is crucial. your motivation and it draws attention. − Focus on the way you stare. Squeaky. − Don’t show your teeth : for men. The picture Insert your picture in the upper-‐right corner. sometimes sad. try to convince him . Don’t use any make-‐up in order to enhance your expression. This symmetry is importante : your CV epitomizes your qualities. try to get his intention. facing your personal informations. 165 .
your hands …). but try to go the extra mile. If too powerful. no depth. Sometimes it can squash a face. the picture has no volume. he/she will look like a dreamer. personaly I see a dead man. pick your zoom very carefully. I don’t know much about photography. − 166 . the gaze deeper. depending on the angle of the shot. But beware of the cartoon effect. but it can be sometimes viewed as arrogant. No way. You lose all expressiveness : you don’t communicate any feeling. dare something else : zoom out (show your chest. The ¾ pose is placing the candidate into an emotional setup . The side view reveals a more authentic graphical aspect. The face seems more energetic. In fact. Some think it is serious . it sort of bulges out. I will then carefully chose my words so I won’t appear like I teach them something about the job. have a picture with a tool you use at work … − No black frame around your picture. First of all. The wide angle shot gives you a more open face : its central part is a little bigger. and you don’t want that for the picture on your CV.Portrait is the norm and the norm is good . Tips to the pros : Photographers can be touchy. Play with the light or the angle. or try with a wide angle (17 mm).
the solution you provide the company with is. If they do insist.a visionary … or absent (more informations can be found in books related to facial codes in NLP17). depending on the field. The central headline The name and the picture should not be center-‐aligned : too narcisstic. the eyes should be your focus point . Center-‐aligned then : the role or the position you apply for: developer/analyst. if you use a size 12 font. It is an advantage but it is seldom used because as it can be viewed as pretentious. You are not important. For some jobs. just like for the side view. The effect is guaranteed. drawing teacher… It should be underligned. Practically. 17 NLP : Neuro-‐Linguistic Programming 167 . use size 12. Applicants love backgrounds : convince them otherwise. or even beter. graphic designer. it clouds the message. then pick up size18. it should be written with a bigger font. photomontages are a valid option. Dear photographers. If you have multi-‐language skills. the background will be fuzzy (so the face will stand out). When you stare at an object or at somebody off frame. avoid small lenses. it create an atmosphere. C.
it was an original idea being activated in order to highlight one specific feature : a quality. The header banner Below the main headline. 168 . D. this banner has become an essential component to any CV. There are different kinds of banner : the essential skills. In less than 10 years. there comes the header banner. Nowadays. the main qualities. the Goodwills. it has become a trash can filled with platitudes. At the beginning. a technical skill or the objectives of the candidate. the objectives and the motivations.
Its objective : to point out « the important element on your CV ». these are no qualities ! These are prerequisite : we are all supposed to be honest individuals and to arrive at work on time.Let’s put some order in there. 169 . don’t mention qualities which are not real qualities. Being honest and on time. An axiom is a rule you would not even think to oppose ! 1. the one the recruiter expects or the one you want him to remember. Two other rules. two tips : First. Let’s begin with two axioms. well. One header banner and only one ! 2. don’t cut and paste the conventional tips off self-‐help books or blogs. A candidate who tells me he/she is honest sounds like my car mechanic … What is he/she hidding ? Second.
I like to work in a versatile environnement and I blossom working within a team. so « cut and paste ». you should almost hear him/her speak through them. Also choose your words carefully : make sure you actually understand their true meaning. Never forget that truth matters more than perfection. Those words. it sounds so fake. Ok. not in CV ! RK #7 : name the mpany ! BARK : not underlined. Nothing spontaneous in there. BARK 5 : no justification ! BARK #6 : not in italic ! The « self-‐help book » effect can kill your CV. The motivation or objectives banners should personify the candidate. so « learned by heart ». RK #8 : never start h « I » ! in the letter. 171 . I would have prefered a more enthusiastic tone. be yourself. 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. and most of all. those conventional spoon-‐fed sentences are too « perfect ». you get it : I don’t like it. When you speak about your objectives.
you should use the kind of vocabulary and syntax that match your level of education or the one in your region. According to Wikipedia. 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. Reading this. In this case. the picture shows how solar. procrastination is a behavior which is characterized by the deferment of actions or tasks to a later time.Another classic moment during the interview. We all procrastinate to a certain extent but it is a real handicap in any job related situation or in the personal life. to use spoken language can be very promising. 172 . He can sense her tone. Psychologists often cite procrastination as a mechanism for coping with the anxiety associated with starting or completing any task or decision. Legend : in some situations. friendly and cheerful a person Caroline is. her personality and this little hint of « dynamic emotion » called Motivation ! 18 Bad luck for the candidate : procrastination is a nasty shortcoming. The holiday feeling while you are working. 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. 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.
the sole objective is to sell : in this case. the key is to leave your mark on people’s minds. It doesn’t matter how you do it. to market yourself efficiently to the recruiter. 173 . Hereafter is a list of the essential header banners. As for any ad. But you are free to come up with something new.
by clearly pointing out those skills. without explanation : no date. Recruiting professionnals sometimes use the GO-‐NO GO idiom : you don’t have those skills. As a candidate. That’s why they should appear at the very beginning of the CV. It doesn’t look too nice but it is a tremendous help to companies and recruiting agencies. There are more and more CVs around. other trades also require technical skills as prerequisite. you make sure they will be considered and understood. Goodwills In this case. -‐ Ability to listen to patients. Interpersonal qualities are key : -‐ Team management. it is all about the technical skills. no detail. 174 . Before they even get looked at. they refer to any other quality which would complement your skills and technical accomplishments such as immaterial and interpersonal qualities. As check-‐lists. − − Essential skills In the IT industry. It is the first screening step. it all stops there. Equally. te first screening is based on those on those requirements. The 2009 trend tends to duplicate this banner at the top of the letter of motivation as well. -‐ Ability to handle stressful clients.
− Main qualities Usually the candidate is advised to write whatever he can think of. 175 . important point. they should appear on the header banner. a higher purpose. After proper vaccination. The most commonly used headlines : skills. Therefore.-‐ The understanding of foreign cultures or religions… For certain jobs. they should be included in your presentation on the letter of motivation. and. he will work overseas for a big ONG. 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. main qualities and motivations. more than any other technical skills (a training session will bring you up to speed). 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. those skills are crucial.
The explanations can add meaning to a CV which might be either too short or too long. Available ? Yes or no ? Why should you not mention whether you are available or not ? Let’s cut to the chase : (a) it would be like insisting on your status as an unemployed person who sits around all day . it has nothing to do here. 176 . the field or the company are a motivation to him.− − This is the first thing I cross out when reading CVs. The motivations The candidate explains how the job. I value that. 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. But stay away from cliches : no ready-‐made arguments off « self-‐help books ». availability (never mention that you are available straightaway). you are asking for something (almost begging) and as such you are losing value and you are in a bad postion to negociate anything. Young graduates or older people looking for a new challenge can find the banner very helpful : it offers another perspective to their CV. (b) availability makes you cheaper. It is a catch-‐ all : sentences next to adjectives. even salary expectations. Forget that. sometimes language skills. titles of training sessions.
I would like to offer the new perspectives my education taught me. E. The good example : My motivations I’d like to join the company where my father and my oncle are already working. it simply tells the recruiter why you apply for the job and how the company will benefit from your commitment. I’d like a job where I could apply these new methods in a company where I could move up the ladder. jobs. I am a man of challenges and responsabilities. a company I’m familiar with since my early childhood days. This connexion is promising.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. The bad example : My motivations My academic background has provided me with the most efficient team and change management skills. The professional background I like the way the person is communicating his/her experience in the good example. So never mix motivation with a narcisstic presentation where the candidate is only talking about himself. 177 . The usual check-‐list with dates.
This is what you sell to the recuiter : you sell that story to him (not the check-‐list !). 178 .At best. your story. you have matured. they have built you up. you should tell a story : all your job experiences end-‐to-‐end tell a story. This storytelling is crucial during the interview. You are the result of all these steps. they allowed you to gain qualities and skills.
city. Internship souldn’t be included. 180 . take a low-‐key approach : I would then advise to include links to websites where the information is available. G. publications should be mentionned right after the candidate’s studies. F. follow these three rules : -‐ -‐ -‐ Time-‐reversed chronology (see below) Be relevant rather than exhaustive. Publications Essential for some added value professions. it is not an obligation to write all of them. Ideally.For the CV. school or university. Studies and training courses As previously mentionned. Some candidates use this section to explain how relevant these courses and studies to the job. Some would include copies of articles or books. graduation year. Should be included : rank or diploma. They will be also be presented in a time-‐reversed order. Not too many details (see below) Bold typography should be limited to the companies or the jobs you had. except for young graduates or in case the internship has been completed abroad.
bring one book or a copy of your publications at the interview. This might be the winning touch. Do your homework : has your recruiter drafted. Anyway. published or edited anything ? Praise your recruiter’s ego. Do it lightly. 181 .
have an ace up your sleeve : an index card with technical vocabulary or specific idioms. Be prepared. Don’t be surprised. Language skills As we mentionned earlier. The candidate may indicate the softwares he masters as well as his certifications. Let’s remember that you shouldn’t be modest here. Miscellaneous This section includes the basic informations about the candidate (if not previously included on the CV) : − Age or date of birth. Once you sent the CV. don’t use any frame nor chart. Computer skills If those skills are not included in the header banner. Don’t mention MS Office and Explorer when these software are requested as prerequisite. your language skills will be put to the test. and why not. not the place of birth 182 . don’t specify the diploma or the course. J. they should be mentionned at the end of the CV. you could be contacted by phone the very next day. H. just state your level of fluency. I. everybody lies in this case anyway.
if you are single.− Marital status : it’s ok if you are married. official or not … : stereotypes and prejudices are sticky. 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. Ideally. To be married is considered as a quality. this can be turned as an advantage. Number of children : kids are considered as handicaps by recruiters. The candidate is less available. but don’t mention it if you are single. he has « family obligations ». 183 .
Bad example : Miscellaneous: 45 years Divorced. housekeeping. safekeeping or a job in logistics or in organization development. alternate custody of my 3 children. 184 . Good example : Complementary informations Year of birth : 64 Sagittarius and Dragon in chinese astrology Father of 3 children Ability to handle conflicts and to reach compromise − − Military rank : only when it is an added value to the job : security. The type of driving licence (except for young graduates or for jobs where a special licence is requested).
In the middle : the job or position you apply for 4. Upper-‐right corner : your picture. Studies and training courses 185 . The professional background 6. 3. Upper-‐left corner : your personal informations 2. The header banner (only one !) 5. The wrap-‐up : the road book 1.
9. 11. let alone to explain. 186 . your story too. If you experience problems writing your CV. Publications Language skills Computer skills Hobbies Miscellaneous Did you know ? It is very difficult to write a CV from scratch. it is human. You are a tough element to master.7. 8. 10. well you are the only person to blame. But it is critical that you do it : trends come and go. codes evolve.
The tip It is not an easy task to draft your CV. the weakness or the missing argument. something to lean on. During the interview. like a mirror would do. or a life-‐belt. While summarizing your career. As if the recruiter would discover the lie. Your CV is not an exam sheet you would hand out to the professor ! It is your friend . my setbacks and my regrets … » It is also a synonym for failure. me. 187 . you should consider it as a friend : an ally. For the candidate. candidates are afraid of it. it is pointing out your mistakes. this document is about « my life.
drafting your CV comes at the beginning of Week #2. 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.Chapter 6 : drafting your CV step by step As such. just in case…So you’d be well advised to dedicate quality time into writing your CV in a professional manner. 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.
Characteristic features 6. Then differentiate yourself 7. Recruiter might not establish a link with your previous CVs. Review and choice c. especially in our digital world. I would advise you to operate a drastic change in the presentation.Don’t leave behind any sketchy and badly written CVs. here are three preliminary actions to be carried out : Preliminaries : a. Client-‐related arguments 5. Garbage can and basket b. The seven essential codes 189 . To start with. Everything on one single page 3. b) The Brutal Way : the 10 steps Our method introduces 10 steps to drafting your CV. Documentation. damn…). If it is too late for that (damn. research 1. My riff as the Red Lead 4. full of mistakes and « half-‐truths » : they could come back to haunt you. The oral test 2.
The job seeker on his own always considers that drafting his/her CV is a 2-‐hour task. participants must follow those steps very closely. fax and copymachine During the training sessions.8. They all matter. Printer. Classic ou Eccentric 9. merely updating the last version of it. The two tests 10. Each one of them is important. 190 .
move it to the Trash Can. Start from scratch : this is the best way to start all over again. mental block may come up. End of Preliminary #1 : You got rid of all your old CVs. On your computer. There is only one solution in order to avoid that : drop your old CVs. Preliminary # 1 : Garbage can and Trash Can First of all. Nothing comes easy : you should invest time and resources. the worse you can do is to do it the « Ctrl C-‐ Ctrl V » way. Re-‐write your story. I am aware that this is the most crucial moment. face the course of your life with your successes and setbacks. 191 . get rid of the latest version. Preliminary # 2 : Review and choice You should perform your Assessment Review before drafting the CV. the Cut&Paste solution. Tear it up and throw it in the garbage can.It’s wrong : drafting your CV can prove to be a severe test. This is a real job. I repeat. Out of experience. find a meaningful patter within the course of your professional life. it takes method and organization. The trap : To work on a previous version or to use a CV from a colleague or a « really cool » friend.
the candidate has to make a decision : one or several targets.This process can open many doors : new posibilities. 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. and plan accordingly one or more distinctive campaigns. 192 . new directions. The candidate may also decide to target one specific business area. new projects for business ventures… But.
Step #1 : The oral test Find a friend. Your counterpart(s) has/have some distance. The result of this will be your starting point. on your desk. He/she/they is/are 194 . 7 minutes tops. draft your Dream Team. After listening to you. If he cannot make it in a structured way. there is your watch (or your phone) and in front of you. he should be able to digest your professional life. Practically.Preliminary # 3 : Research No problem for this one : you bought the right book ! Nevertheless. your « partner » listens and writes your keywords. do your homewok and research the current trends in recruitment in your business area. After these seven minutes. say five persons. You will tell him/her/them all about your professional life. he/she/they will summarize your CV : it should come down to a few stages. as we mentionned in Chapter 1. Or better. The trap : To forget some basic rules and listen to an adviser or one « know-‐it-‐ all » friend. start the exercise all over again. End of Preliminary #3 : You now own the necessary methodological tools in order to draft your CV.
(on top of the rehearsal for the job interview). End of Step #1 : A sheet of paper with the main stages of your life (keywords only). Stap #2 : Everything on one single sheet page At last. End of Step #2 : A one-‐page-‐long rough CV. The trap : To confuse memories. The trap : To start the layout or to put too many details.not caught up in the small details of your daily life : he/she/they can see which are its essential components. Its backbone will consist of your friends’notes. you get to write a CV « for real ». Respect the maximum length : one single page (no font reduction to size 9 in order to write more !). What is most interesting. is that the backbone of your CV is not what you tell anymore but what somebody else will remember of it. emotions or resentments with advantages for your employer : the key points of your career are only meant as future benefits for him. 195 . The page is not processed : no layout.
disciplined. the sections. friendly. the colours or the shades of gray. To do so. energetic. Let’s put it this way : you are on Page 1. the vocabulary and the syntax… End of Step #3 : A reprocessed CV. Step # 3 : My riff as the Red Lead This page should start to look more like you now. rather than on your skills. This feature. and what is interesting to the recruiter is on Page 2. details or links the recruiter can relate to. The content has been modified according to the riff as well. with its final shape and structure. End of Step #4 : A two-‐page CV (maybe more) 196 . will literally epitomize your CV : everything will relate to it. ability to show empathy … pick one up. your riff. we will decide which feature of your personality you want the recruiter to remember (this is called the riff). These additions are designed especially for the client : the company that will maybe hire you. The trap : To pick up a feature based on the client expectations. Creative. Step #4 : Client-‐related arguments Now you fill the CV with arguments.
each business field comes with its own set of referents. people are young in spirit. in 197 . a social worker : a friendly and tolerant person with the ability to demonstrate empathy . In other words. a graphic designer : a creative and innovative person… Position : a secretary : a communating and extravert person . expectations or preferences. Characteristic features refer to the elements requested and expected by the recruiter or the employer. and even second-‐degree humor . with a good sense of humor. emotionally-‐stable and logical person . Step # 5 : Characteristic features Never forget that : before you become superior to other people. your diploma or your business field. A good CV is equally balanced between supply (your skills) and demand (what the company needs). -‐ -‐ Diploma : an engineer is supposed to be a thoughtful. you should be like anybody. The trap : To underestimate the client’s needs. Each job. a developer : a disciplined person . they refer to all stereotypes related to your job. a mailman : a friendly and smiling person … -‐ Business field : in the IT sector.
But as for any stereotype. Practically : 198 . sometimes caricatural. In other words. they give our knowledge a structure. they work as previously filled in index card. straightforward and working hard … These characteristic features are restrictive. people are forthright.the logistics business.
Illustrate these qualities in the layout and in the content of your CV. Make a list of the expected qualities related to your diploma. Step # 6 : Then differentiate yourself Once the recruiter is reassured (you definitely have the « basic features » for the job). If necessary. This is where you can add value to the situation. these characteristic features. 3. but the most common flaws in your line of work. To do so. include those qualities in your header banner. You should bring something else to the table. you should differentiate yourself.1. These characteristic features should be understated : suggested not explained. you should not identify the qualities anymore. 4. so you can actually be ahead of the rest of candidates. 2. The trap : A too straightforward approach make for a dull CV. your job and your business field. match your qualities with the layout and the content of your letter of motivation. If necessary. 199 . End of Step #5 : Your CV has been modified to match these expectations.
but also. you were into the analysis. 200 .You are a matured. Illustrate these qualities in the layout and in the content of your CV. 5. it is sounds like « too good to be true ». Make a list with the acknowledged flaws in your line of work 2. More than two qualities. emotionally-‐stable logical person. but. The trap : Just one quality is enough. End of Step #6 : La première partie de la rédaction est terminée. it sounds fake. match your qualities with the layout and the content of your letter of motivation. you are a talkative and open-‐minded individual. If necessary. you are a creative individual. include those qualities in your header banner. 4. Now you should conform the CV with the norms. on top of all that. Practically : 1. just like any other engineer. reflexive and draft modes. Step # 7 : The seven essential codes Till now. You should be able to persuade the recruiter he can have your cake and eat it. Reverse them : you have the one uncommon quality ! 3. If necessary. You are a disciplined person. just like any other accountant.
The main criteria are : -‐ -‐ -‐ -‐ The business field (fashion. According to the essential codes : efficient but conventional. they provide all CVs with a common ground (it can easily be compared). they have been subjects to tests and analysis. Now you are free to give it a more eccentric aspect so it will stand out. These codes work as solutions to deficiencies or dysfunctions. End of Step #7 : Your CV is set. The trap : Beware of the so-‐called experts at the Job Center. then adjust your CV to comply to these codes. Refer to trustworthy sources.Codes are essential : they put the recruiter at ease (you answer his expectations). interior decorator…) The personality of the candidate (engineer…but an innovating engineer !) The company you apply for (Apple. Google…) 201 . This is a disconcerting step : the layout and the content of your CV will be radically transformed. Beware of those « knowledgeable » associations. Step # 8 : Classic or Eccentric Your CV is done. Your CV will be just like you : unique. graphic design…) The trade (fashion designer. they make for an easier read (it provides the recruiter with a deja-‐vu aspect) and finally.
202 . The trap : To be eccentric before having a conventional CV. It is about creativity. its structure and its content. there are many ways to convey or communicate its difference. boldness and methodology. So it remains consistent with its pertinence. An eccentric CV starts from a conventional CV. To decide for an atypical framework or content would be a mistake. your CV remains conventional or has turned into an eccentric one.Originality is not an easy concept. taste. Practically. 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.
your baker or your florist : « I need a favour. s’il est inattaquable. Can you please read it ? » 203 . sa résistance ne connaît quasiment aucune limite en compréhension mais. du rigide et de cette sensibilité à la traction. -‐ The rookie test : Take your CV with you and meet your butcher. 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. il apparaît aussi rigide et impénétrable . les défauts de ses qualités : d’une part.Step # 9 : Two tests That’s it ! You have your CV. Celui de l’expert. Il va falloir se débarrasser de l’impénétrable. Le test du novice a pour objectif d’écarter les CV impénétrables ou rigides. It is done but not entirely : it has to pass the rookie test and the expert test. pour reprendre l’expression populaire. elle est nulle. Note : le béton a deux points faibles peu connus qui sont. de repousser ceux qui seraient trop faibles à la traction. 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. d’autre part. A rock solid CV. en traction.
Why would you need a John Doe to read your CV ? Somedoby who doesn’t know anything about your trade. executive assistants or else employees in charge of these first steps in the recruitment process. The same goes for temp work consultants. This test will make sure he/she will understand your CV. like your baker ? He/she is the young person in charge of HR who will meet you at the first interview. 204 .
-‐ The expert test : The same CV must be credible when somebody with the same level of skills reads it. colleague or an external expert. That person could be your next boss. These guys will fiddle with your CV inside out to test it. 205 .
The trap : The advice from your husband or wife. The quality of these copies must be beyond reproach ! Your CVs will be equally readable as the first one. he/she doesn’t know anything on the subject but he/she is appreciative and is impressed by you. 3.End of Step #9 : Your CV is validated. Select the Quick Print option (with colours) and print your CV. but in reality. very few candidates do it. fax and copy machine Last step : the copy test. You will be equally recognized on the duplicated picture. Step #10 : Printer. 2. Fax them. End of step #10: Your CV is ready. All the books advise it. 4. Practically: 1. The trap : 206 . Photocopy both CVs. Select the « black and white draft » quality option on your printer and print your CV.
then you will be able to do it with clients. Tip Be assertive : if you can make it during the interview. 207 . There is the risk of having the page numbers or the informations on top the pages disappear with the copymachine or the fax. 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.The margin is too small.
Better than technical advices and DIY tips. the Ruthless/Brutal Way is an motivational machine. You are going to write the next chapter : you’re on… It is up to you : a real CV. it would be electric : packed with energy. tips. it gently whispers to the recruiter’s ears : I am the right one. It is simple. It isn’t much to look at. 209 . tricks or codes. you should turn the page. a CV just like you. If there would be a conclusion. clear and… malicious . And now.A short conclusion The CV I’ve always dreamed about seems trivial. would a casual reader say. Do clench your fists and get to work : this time. it’s your turn! Last tip for the road Up to this point. rage and the will to succeed. there has been more than two hundred pages filled with certainties.
To Sylvie. my snow ball 210 .
just like her dad. she wants to come up with new ideas. a job which would provide a big house to him and his girlfriend. but she wants to do it all her way.Thanks to our ball boys and ball girls : Maxi wanted to become a chemist or an inventor. but he doesn’t know where to fit. just like her mum. 211 . Mark wanted to be famous and to be on TV. He doesn’t know he is being pictured as smaller than Mark … Lola will be an accountant. with more justice. Matthew thinks the world should be a better place. she wants to invent things.
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