| The Executive CV is different to the Professional CV, | | | | professional services, etc; where as at plc board and |
| but also in the majority of ways the same: it is a | | | | most specifically in the posts of CEO or Chairman, |
| personal sales and marketing document, no more and | | | | sectors become less of a focus and project skills |
| certain no less. | | | | more so. |
| Board and executive level posts are very competitive, | | | | With this plan in mind, the Executive CV can be written |
| and top corporations actively do not look for the same | | | | with a focused end position in mind - e.g.: telecoms |
| sort of words and structure, let alone skills and | | | | growth company CEO - and hence the experiences |
| demonstrated competencies, in an Executive CV as | | | | chosen and the way in which they are written up on a |
| they would for wider staff hires. | | | | two page CV in a SAR methodology will wholly |
| In order to secure interviews your Executive CV | | | | communicate the target position and skills, so as to |
| needs to not only look very sleek and professional, but | | | | have sold the deal before the qualifications and further |
| it also needs to correctly address the fact that the | | | | detail is read. |
| person who will be reading it is an executive | | | | Secondly comes the Executive Portfolio - the answer |
| recruitment specialist. | | | | to breaking the 2page CV rule, while also retaining |
| But as the executive has far more experience, and is | | | | control as to when it is released, and hence not |
| brought-in for their results, how is that all supposed to | | | | breaking the two-page rule. Portfolios are and should |
| fit into two-pages? | | | | remain a personal choice in form and structure, but |
| Firstly, any job application to a post or in response to | | | | should anticipate to answer the recruiters, HR |
| an advert is not simply two-pages - a single sheet | | | | professionals or existing board level members |
| Cover Letter plus a two-page Executive CV or | | | | questions before they are asked. It is best practice to |
| resume is a total of three pages. However, even that | | | | construct a 360degree view of the person in the |
| format restricts a board level executive in what they | | | | portfolio, showing both hard delivery, as well as softer |
| can say and show/evidence about themselves. | | | | people skills; and some personal details alongside the |
| Further as any executive will know, a single meeting or | | | | teamwork in corporate life. Portfolios should always be |
| conversation will never close a deal, so how are three | | | | bound, and ideally follow the white paper/black ink |
| pages supposed to win them a board level job? | | | | principles of the CV. This is one of the rare cases |
| The executive has to make the choice to break the | | | | where a photograph of the candidate could be |
| two-page CV rule - that is plain and simple, or they | | | | included, and is almost expected. I would personally |
| would not be able to differentiate and hence sell | | | | exclude some of the more developed psychoanalytic |
| themselves. The question now is how? | | | | tests from a portfolio, but essentials must include |
| In the first part, accepting that any initial application will | | | | having at least three SAR developed project |
| be reviewed by a recruiter or HR professional, the old | | | | examples, five+ personal quotes from others (any of |
| rule of "no more than a 2page CV" has to be kept: | | | | whom could be chosen as referee's, but don't include |
| that and your Cover Letter are simply a direct and | | | | their contact details); as well as a further copy of the |
| focused sales pitch against that job. What the | | | | two-page CV. It also helps if an independent third party |
| executive needs then is to anticipate the next steps to | | | | compiles the portfolio, so they can write a summary of |
| employment, where further detailed evidence and | | | | the executive and their key findings. |
| other information such as references are collected. | | | | The last piece to be written is the Cover Letter, which |
| The Executive CV needs to be written with a project | | | | picking up on the job advert or ideally the brief from |
| mentality in mind, as to what they achieved in their | | | | the head hunter or insider who is proposing you for the |
| past. Basics options include: | | | | post, has given you a clear - and ideally written brief - |
| - Do they start corporations? | | | | of what the position entails, and what is expected of |
| - Do they grow companies or targets, and if so from | | | | the position holder in the next 18months. Going back to |
| what size to what scale | | | | an old school exam adage, starting to answer the |
| - Do they turnaround failing organisations, and if so in | | | | question by repeating it back is always an excellent |
| which areas? | | | | draft start, while picking up on the softer skills issues of |
| - Do they stabilise a company after a traumatic period, | | | | team fit by using the boards own approved words. |
| e.g. - team building and moral | | | | An executive needs to show themselves as different |
| - Are they a flotation expert, and if so in what indices - | | | | and wholly capable, by both respecting and managing |
| e.g.: Dow, FTSE, AIM? | | | | the two page CV rule. Words, structure, and planned |
| - Do they focus and down scale companies, through a | | | | anticipation of Q&A when communicating and selling |
| plan - e.g.: sell off's, floats, etc | | | | ones career, all flow towards showing demonstrated |
| Often these skills at operational board level will come | | | | capability: which will ultimately win them a seat at the |
| with a market sector attached - FMCG, telecoms, | | | | boardroom table. |