The first step in the recruitment process requires sourcing prospective candidates’ profiles. This is done by advertising the vacant positions on various channels or media like Newspapers, Internet sites, Radio, Billboards and mobility services. Interested candidates respond to the advertisement by sending their applications along with their profile. These profiles are typically called Resume, Bio-data or Curriculum Vitae.
Technically speaking, each of the above three has different meanings. A Resume Professional Content Writing Services, which is of French origin, indicates a chronological listing of jobs whereas a Curriculum Vitae of Latin, focuses more on academic credentials and is more comprehensive. The term bio-data traces its origins to Industrial age when a definite format with a specific number of fields were used to capture a candidate’s details. Since the format was uniform for all candidates, it was easier to compare these skills and predict suitability for a position. However, nowadays these terms are used interchangeably and any profile uses a combination of the three definitions.
People wrongly believe that the purpose of a resume is getting a job. Far from it! If a resume could get you a job, there would be no need of interviews, group discussions, presentations and so on. Again, if a resume cannot fetch a job, one would wonder about the necessity of a resume!! One could simply send names and phone numbers for registering for an interview or presentation. That would be ideal but pragmatic only for a small pool of applicants. In a country with a 61% employable workforce out of 1 billion people (the absolute number itself is a staggering 610 million and is expected to grow year on year).
As per a UN division report, the number of people in the workforce is expected to rise to 64% of the population.
Considering the huge populace, one can imagine the number of people applying for any job vacancy that is advertised. Of course this may not hold good for areas that are relatively niche but such requirements are also not common. Again, the number of applications received is higher at lower levels and decreases as we move up the hierarchy. However, that is a relative comparison and the absolute numbers are still high. A view of the recruiter’s desk or email inbox will better demonstrate this. So it is practically impossible/un-economical to meet every candidate. The better option then is to short-list relevant profiles for an interview.
An average recruiter does not spend more than a minute on any resume. The time spent is generally inversely proportional to the number of applications/resumes received. So it is essential to catch the recruiter’s attention at his first glance. The role of a resume is only to fetch an interview call. Since there could be numerous profiles with similar backgrounds, the resume which makes the best impression gets the call.
One For All?
Does a sales person use the same sales pitch with all his prospective customers? No way! He changes his pitch according to his prospect’s background and requirements. Similarly a job application tries to convince the prospective customer .i.e. the employer that you are the right product (candidate). Applying and interviewing is like a sales process. Hence it is essential to align one’s resume to match the advertised position. Aligning does not mean fudging. It rather means emphasizing skills which are more relevant for the advertised position. For example, teaching/research positions lean heavily on academic credentials, publications and research inclination. However, a business development job requires more of networking and communicating skills.
CV vs Resume – this is the most highly debated topic in career resource development. People often interchange these terms as they consider it to be the same thing. But there are major differences in design, composition, application and benefits. It’s interesting to know that an American always applies with a resume, a British will use a CV and Australians may use both. Others may not be clear about the differences so there is a possibility that both may be used interchangeably. Let’s discuss the specific elements of each application document and gauge the perfect application scenario for each.
A resume, or résumé, is a document containing concise information about a person’s competencies and qualifications. These documents are ideally made in a single page as the reviewer does not intend to spend a lot of time on it. Resumes are prepared with the sole intention of making a job seeker stand out from the crowd. This is a highly useful feature which is really sought in today’s cut throat competition.
It is often suggested that the resume should be customised and targeted in accordance with the industry / job profile in which the application is being made. It is this flexibility and accuracy which makes it one of the most effective application documents for job applicants. While creating a resume design, there is no need for maintaining any chronological order and does not have to give in-depth details of your career. It has to be a brief snapshot about your expertise, skills and capabilities. Mentioning your achievements and positions of responsibility also help in gaining leverage during pre-interview reviews.