What makes a great cv? In particular, how do you position it CV so that it becomes a purposeful tool rather than a simple record of past roles. Here are a few reflections from a range of conversations in the coaching room.
Of course, a CV needs to be an honest and comprehensive account of your experience. It should clearly set out what you have done and where you have added value over the course of your career. However, it’s worth pausing to consider what a prospective employer is really looking for. Before you put pen to paper, take time to study the job description and the organisation’s website. Listen carefully to their public voice. What do they say they value? How do they talk about success, culture and behaviour?
Your CV should then be adapted to speak directly to those needs. This isn’t about embellishment; it’s about relevance. Line up your skills, experience and behaviours with what the organisation is seeking. Make it easy for the reader to see the connection between what they need and what you bring. Just as importantly, be ready to evidence everything you claim. For each key strength or capability, have a clear example you can draw on later.
This leads neatly into the interview itself. The CV should not be seen as a standalone document, but as the foundation for the conversation that follows. When constructing your CV, think ahead to the interview and identify a few “safe places” – areas where you feel confident, credible and at your best. During the interview, look for opportunities to guide the discussion towards these areas. In effect, you are helping to chair the conversation, subtly directing it towards your strengths and away from your weaker spots.
By consciously aligning your attributes to the employer’s needs and steering the conversation towards your areas of impact, you increase the chances of presenting the best and most authentic version of yourself. Know what you want to talk about, and focus on what the organisation genuinely needs you to deliver.