The Most Important Aspects Of Any Recruiter’s CV
If you’re a Recruiter in the job market or considering exploring opportunities within recruitment you need to stand out from the crowd in order to secure new, competitive roles.
1. Personal Statement?
A CV should paint a picture of you, the unique individual that you are. Your CV should reinforce your character, personality and professional profile. Your career objectives should be included in your personal statement. Make sure this doesn’t come across like an essay, keep it short, sweet and to the point.
It is true that the Recruitment industry, is an industry of people and relationship building. More importantly, an aspect a lot of South African Recruitment professionals seem to forget, is that Recruitment was and always will be a ‘Numbers Game’.
If you aim and commit to becoming an A-team player or game-changer within the industry, Generalist or Specialist – your character and personality will automatically be established and you’ll become known as an expert in your field. What about your earning potential and career development as that game-changer or A-team player? Do your billings reflect your success at what you do?
The standard expectation for any Recruiter within the industry today, is to bill a minimum of R100K per month, consistently. As we know, within our industry of dealing with people, and the processes of negotiation – things can go wrong. Even if you had planned your month’s production down to a tee.
We would still interview a Recruiter who has NOT billed well or consistently as this could be a core reason why you are in the job market; maybe you are in a declining market/sector? Whatever the reason, if you can show your billings or production activity – we can investigate reasons behind your production and assist with your career development in various ways.
Your billings and achievements are not one and the same. Certain achievements may align with your billings, but your career achievements should include any aspects to your career that is worth ‘shouting out’ about, for you personally.
4. Career Track Record
Include a concise and chronological employment history, starting with your current or most recent role – dates and position held. Only list aspects regarding each role that should jump out at the reader, such as your targets reached/exceeded and specific achievements. Reasons for leaving should be clear and valid under each position.
Due to the tight-knit Recruitment culture within SA, it is more than acceptable for a Recruiter to list referee details as “available on request”. Get in touch with your referees in advance to notify them that you have listed them as a referee within your CV.
6. Social Media Links
The first thing any Rec2Rec Recruiter or future employer agency would do is to check you out on LinkedIn and a few other social media platforms. Ensure your LinkedIn profile has an All-Star rating and would generally stand out from the crowd. Be careful and considerate when posting to any of your social media profiles, as what you post also reflects who you are.
The Author: Piya Botha.