Your new career marketing documents

Your Quote

 

We know you want to know how much it’s going to cost, but this quick note about our prices is important.

 
We appreciate that getting your CV professionally written is a significant investment – in money, time and trust.

To get it right, it takes time and a lot of hard graft. It’s also an investment in your future, and we take our obligation to make your investment work for you very seriously. CV Saviour is around the middle of the price range for CV writing services, and we work really hard to keep our prices competitive and fair, while offering exceptional value for money. We offer a premium product, unmatched in the market, at affordable prices.

There are numerous CV and résumé writing companies on the market, and some of them are very good. However, we would caution you against engaging writing services at the lower end of the market as we often get clients who come to us with poorly written documents obtained from discount writing companies (many of whom outsource to overseas writers who do not have English as their first language), and they need to have their documents completely rewritten.

Another consideration to take into account is that while there are well over 2,000 resume writing companies listed in Australia alone on Google, there are only 16 Certified Resume Writers in Australia. On the flip side, there are some very successful high-end services that charge well over $1000 for a CV alone, are not certified, do not include professional proof-reading as standard, and do not have their documents peer-reviewed by another writer to ensure a blind review of documents. Nor do they offer any guarantees. We do – and can guarantee that we will create a document that is far superior to that which you have now. If we can’t do that – we’d let you know right now.

If you’ve never used a professional CV writing service before, we suggest that you consider your new CV as an investment in your future. Think about this way – assuming you work a 35-hour week, if your new CV helps land you a job that pays just $1 more an hour than what you’re on now, over the course of a year, that translates to an increase of $1820 gross. Imagine if your salary increased even more …? That’s quite a strong return on your investment.

If you are shopping around for a resume writer (and we encourage you too) it is important that you are comparing like for like (and you can check out our handy guide to help compare resume writing services here).

Please read on for details about what makes our resumes rise above the rest, or scroll to the bottom of this page for your quote.

What We Do That Other Resume Writers Don't

Small Changes = Big Impressions

 

When we create documents, we start with some small changes so that you can make a big impression.

When you meet someone for the first time, it is said that you have 30 seconds to make a great first impression. With CVs it’s often less, particularly if a recruiter has hundreds of CVs in front of them, a limited time frame to get through all of them, and a ‘Yes’ pile, a ‘No’ pile and a ‘Maybe’ pile to sort them into.
If your front page doesn’t catch their attention, it’s highly likely they just won’t bother turning the page to read into further detail. It’s no secret that recruiters can spend less than 6 seconds scanning a CV before deciding whether to move on to the next one, or not.
Taking this into account, we aim to get 70% of the most important information about you, and your relevance to the job you are seeking, on to the front page of your CV.

We have a few other tricks up our sleeve that give our clients a real edge in the job market:

1. Document Naming Convention: We advise that a CV document has a naming convention that ensures it is crystal clear who you are and what you are applying for or the position you want. This is a simple measure, which is often overlooked, but is a bit of branding exercise in itself. Why? Because it sends a message to the reader in the very first instance that you have the skills required for the job before they even open the document. It’s a tiny subliminal message and a positioning statement. Just as in advertising, you tell someone something a few times in a few different mediums or channels, and they remember it. We aim to do this in our résumés too.

2. Document Properties: At CV Saviour, we include keywords in your document properties. Some ATS can extract metadata from documents, and if it’s loaded with keywords (or the description of the job you are applying for), it may increase the chances of your document ranking higher in the screening process, assuming ATS is adopted by the company you have applied to.

3. Hyperlinks: Wherever possible, we include hyperlinks in your document to previous employers, your email address, LinkedIn profile or other online sources of information to make reference to or substantiate claims in your CV. This works really well when documents are read on screen as the screener can click directly to the link for further research without having to leave your document.

4. Front Page: First impressions count for a lot. The front page of your CV is really valuable real estate and is the most important part of your CV as this dictates how human readers frame you in their mind, make a mental classification as to your level, and importantly, decide whether to commit to reading on through the rest of your document.

5. ATS Screening: The biggest and most exciting benefit for our clients is that CV Saviour is the first and ONLY resume writing company in Australia to offer ATS screening, testing and scoring of your documents before we return them to you. What this means for you is that you can apply for jobs with a high level of confidence that your documents will get through computerised screening processes.

6. Guidelines: Finally, we provide with comprehensive guidelines about how to tailor your documents to each job application, as well as provide information about how to approach and follow up with recruiters. If you purchase LinkedIn as well, we provide step by step instructions on how to upload your profile (unless we’re doing it for you as part of our LinkedIn Concierge service), AND we provide thorough LinkedIn Guidelines about how to upload your profile and how to maximise your presence on LinkedIn.

How We Work With You | Process

Process

Step-by-step details of our process can be found here but in short:

  1. Choose your package or product
  2. Make your payment (You can order online here – just choose the level we quoted you at)
  3. We’ll then send you your online questionnaire, which you can access from any device at any time.
  4. You complete your questionnaire
  5. Your first draft (we always aim to send you an application-ready first draft) is returned to you in 7 – 10 days.
  6. You request your first round of edits / amendments / revisions.
  7. We complete your edits / amendments / revisions.
  8. Your final documents are ready for you to chase the job of your dreams!

 

HOW WE WORK WITH YOU

The majority of our clients prefer to work with us online at their own pace. In order to do this, we draft a questionnaire to fill in any gaps we identify and areas where we require further information from you.

 We send this to you via a web link, which allows you to dip into it when you’ve got the time and inclination. You can complete it at your own pace, and access the questions from any device at any time.

 Some clients prefer to be interviewed over the phone, in which case we would need to allocate up to an hour initially to go through things at a mutually convenient time. We do have additional charges for phone interviews (unless it’s already included as part of the package or offer you choose).

Turnaround Times

How Long Does It Take?

 

If you need a rush job, please ask!

 
Once we have received your online responses, or your interview is completed, your draft documents would then be ready for your review 7 – 10 business days later. We do our best to return your documents to you sooner wherever possible, and can often do so.

Quality takes time and this is your career and earning capacity we’re contributing to. We create evidence- and outcome-based resumes that we know treble our clients chances of getting to interview, and half the length of their job search.

At least 3 people are involved in the development of your documents, and this time frame includes multiple stages, the timing for which is only locked in when we receive your responses:

  1. Sector / target employer / keyword research;
  2. Drafting of your documents;
  3. Editing and quality control with a blind review by another writer on the team who has not yet seen your documents who reviews them through the eyes of a recruiter;
  4. Professional proof-reading, and
  5. Testing and scoring your documents in an Applicant Tracking System to check they will get through any software screening processes.

Because we always aim to send ‘application ready’ documents at the first draft stage, if we have any further queries during the drafting period or require further detail from you, we would generally contact you by email in the first instance, and we may also arrange a mutually convenient time to talk through things if needed.

If you require a rush job, please ask us if we have availability first before ordering. Rush Jobs (3 business days) do incur an additional charge of $300. Because we always aim to send ‘application ready’ documents at the first draft stage, if we have any further queries during the drafting period or require further detail from you, we would generally contact you by email in the first instance, and we may also arrange a mutually convenient time to talk through things if needed.

Edits & Amends

Edits & Amendments

 

We aim for perfection at first draft, but fully understand we may need to tweak some things sometimes …

 
We offer 2 rounds of edits with our documents within 5 business days of receipt.

What this means is that when we return your first draft to you, we ask that you send us your first round of edits within 5 business days of receipt of your first draft. We aim to get the updates at our end done within 3 business days, and then return them to you.

If you need further amends, they should be requested within the 5 business days of the receipt of your 2nd draft.

Why Choose CV Saviour?

Why Choose Us?

 

We’re glad you asked!

 
Everyone has an opinion on what makes a great CV.

The advice we provide is based on our 21 years’ experience as a professional CV writers. Our Managing Director as one of only 16 Certified Advanced Résumé Writers (CARW) in Australia, and 3 of our team members are as well, and our other team members, while highly experienced and qualified is other related specialisations, are part way through the rather lengthy certification process.

We follow the standards of the Career Industry Council of Australia (CICA), the Career Development Association of Australia (CDAA), the Australian Human Resources Institute (AHRI), Career Thought Leaders (CTL), and Career Directors International (CDI), all of which we are members or affiliates of, and with whom we complete our annual continuing professional development (CPD).

If you are shopping around for a resume writer, we’d encourage you to engage a certified writer first and foremost, and ensure that what you are getting is in an ATS-friendly resume (not a highly graphic networking or an infographic resume – read why here) that is filled with evidence of your achievements, successes and the outcomes of the work you do.

We always remind our clients that ultimately, it’s not the résumé that will get you the job, but it should present you as the best candidate for it, and as the supporting evidence of this, a laser-focused résumé will help you get called for interviews.

A great résumé will also give you the confidence to present yourself as a strong candidate for the roles you apply for.

The Key Thing We Find Most Resumes Are Missing ...

… is quantifiable and qualifiable facts and figures related to the outcomes of the work you have done.

 
These are critical in resumes today if you want yours to be noticed over other job applicants who have the same skills and experience as you, and more importantly, they are necessary to get through Applicant Tracking Systems, [and I think this is where your current resume is letting you down.]

While most people would have around 3 for each year of employment, employers expect to see at least 1, and applicant tracking systems (ATS) will seek a minimum of 5 of these of statements from your career as a whole, with facts and figures linked to them. And of course, these should be linked to the hard skill sets and the experience you have gained to date, but more importantly, they must be linked to the skills and experience your next employer seeks.

For example, if the role you are targeting requires management experience, it’s not enough to say you have management experience – you need to PROVE IT with evidence, for example – of where you have you used this skill, where you gained it, what challenges you overcame, what steps or action you took when using it, and the outcomes of using this skill.

Another thing to look out for is formatting issues that may stop your resume from passing the Applicant Tracking Systems that around 80% of employers use. More on that below!

Our Approach To Resumes

Our secret to your success

 

We achieve success for our clients by positioning them for the jobs they want (not the jobs they’ve had) by highlighting successes and achievements and the outcomes achieved, and/or identifying what problems future employers may have that they can help solve. If your documents present you more for your responsibilities in a role, they won’t really showcase your skills and the value you can add in future in a way that will distinguish you from the pool of applicants jostling for the same roles as you.

The key issues we see that make a big difference are highlighting successes, outcomes and results, so we polish resumes with punchy facts and figures wherever possible. We also thought it would be helpful to give you some context too, because whether you are applying for jobs online or intend using your new CV to approach the ‘hidden’ job market (or both), your résumé and other career marketing documents will end up in an employer’s database at some stage.

It’s important to understand how your documents are screened, and this will also help you gain an understanding of why we create our documents the way we do.

We have found great success for our clients by illustrating the breadth and depth of their experience and in doing so, we position them as superior to the pool of talent applying for the same jobs as them. We do that by shifting earlier experience to the end of the document or bundling it together, rather than presenting all your work experience together, chronologically. This is very much the opposite of what every other resume writing company will do.

Employers are generally only really interested in detail relating to the past five years’ work experience (10 at the outside), although they do like to see that pathway that you took to get where you are now. Having said that, if you have some cracking achievements and successes from earlier roles, we would position them on the front page. It is often the case that there is no need to include ‘responsibilities’ linked to a role – no recruiter wants to read the equivalent of your job description in your resume, and often job titles, particularly if you have some work experience, will give the recruiter a very good idea of what your role entailed, so we use the limited space on your resume to focus on what will get you invited to interview.

Recruiters also only want to see experience that is relevant to the position you are applying for, and they need to know that your experience is current. It’s the currency and relevance that are critical here. I often say getting the right balance in your CV is a bit like a first date. By this I mean we want to give a reader enough to get excited about you as a candidate, so they think “I need to get [imagine your name here] in for an interview so I can find out more”. It’s a fine line but give them too much, they don’t feel compelled to pursue you because they have nothing further to ask you immediately. Too little, and you make it to the ‘too hard basket’, because with competition for positions being so fierce these days, and because of the sheer volume of applicants for roles, recruiters are highly unlikely to phone or email you to pursue you for specific details if they’ve been omitted. When your résumé is completed, we also provide you with multi-page guidelines and top tips so you know how to tweak your new documents to suit each job you apply for. The following detail is relevant to everyone applying for jobs.

Who Reads Your Resume?

We create CVs to cater for all types of readers:

 

Firstly, it’s important to recognise that you potentially have three audiences reading your documents, all of whom take different things from it, so it has to be compelling, concise and easy to read for each of these audiences.

  1. High volume / Skim readers (also known as the gatekeeper screeners) such as recruiters who just glance over CVs to check that keywords and selection criteria are addressed;
  2. Detailed Readers such as hiring managers and key decision-makers who like to drill down into the finer detail about results, achievements, successes and value add a candidate brings; and
  3. Applicant Tracking Systems (ATS) (also known as Candidate Application Systems or Human Resources Information Systems – HRIS), which are the software programs used by around 80% of organisations to assist with recruitment. Learn more about ATS here.

In short, these programs extract information from your documents to determine if you meet the key criteria for a position, and may determine if it even gets read by a human in the first instance. If you have been applying for jobs online unsuccessfully, it may well be that your resume isn’t even getting past the initial computer screening processes.

What Goes In A Resume?

What  To Include, and What Not To Include In Your Resume.

 

We say that you can ask 100 people about your resume, and you will get 100 different opinions. The only one that matters is yours, and that of the recruiter who will shortlist you for the job you really want. Of course, we have an opinion too – and here are 31 of ours:

1. First or third person? We only ever write documents in first person. While third person is fine if, say, a recruiter is pitching you on your behalf for a position, it’s not so great if you’re the one applying directly for roles. An application submitted by you for a role should always be written in first person.

2. Acronyms: When used in CVs, acronyms can be confusing for the human reader and ATS, even more so if the person screening your CV in the first place isn’t someone who really understands what you do for a job. Added to this, one acronym in one sector might mean something else altogether in another industry. As a rule of thumb, spell details out in full the first time, followed by the acronym, and from that point on you can freely use the acronym.

3. CV Length: There is no ‘rule’ with regard to the length of the CV – it needs to be as long as it needs to be to get your story across, generally though, we find CVs are typically 3 pages.

4. Logos:We don’t use logos of current or previous employers – this can be a problem for ATS because they cannot read logos, or extract data from text boxes, headers or footers.

5. Headers, Footers, Text Boxes, Columns and Tables: Headers, footers, text boxes and tables are often used to assist with formatting. While that is a great way to ensure content in presented neatly, some ATS cannot extract information from them, so any submissions for roles posted online or to employers who use ATS could be compromised. What happens is that the field that the ATS is attempting to populate will appear blank at the recipient’s end (not great if your contact details are in a header or footer!) and even worse if your entire document is in a text box. We don’t use them, and instead use hard set tabs in your document.

6. Is Your Name On Every Page?You’d be surprised how many people only include their name and contact details on the front page. Imagine if your document was printed, and someone has a similar format and layout, and pages were misplaced amongst those yes, no and maybe piles …? There’s no knowing who the pages belong to.

7. Page Numbering: Every page of the ideal CV should be numbered in the following way: Page 1 of 3, Page 2 of 3 etc. It’s a small thing, but makes a big difference to the person reading your resume.

8. Address: These days, we tend not to include full address details on Australian CVs. A city and postcode are sufficient in most cases, unless of course, proximity to the place of employment is a prerequisite for applicants. Including a full address can sometimes open you up to demographic profiling and it’s generally not information that is required at the application stage. And the reality is, a hiring manager is not going to post you something in the mail. That’s just not how the recruitment world communicates at the job application stage in the 21st century.

9. Home Telephone Number: Including a home telephone number ages your CV no matter which way you look at it. Not to mention the conflicting message it conveys when someone other than you answers it with the TV blaring in the background after you’ve painstakingly portrayed yourself in your CV as the commensurate professional with an impeccable grasp of technology. If you don’t have a mobile number, there are plenty of other options such as FaceTime and Skype as alternatives. Wherever possible, don’t include your home telephone number!

10. Date of Birth: You should never include your date of birth on your résumé. Firstly, it’s no one’s business. Secondly, whether we like it or not, the reality is that while illegal, age discrimination does occur in the job market, so that’s another reason not to include your date of birth. And if your email address obviously contains your year of birth, you may want to rethink that too.

11. Photos: Added to the fact that a simple photo could provide cause for discrimination, including a photo on your résumé just takes up valuable space. ATS programs also don’t like images, so it could also cause problems during screening. As a rule of thumb, don’t include a photo on your résumé (we advise it’s kept for LinkedIn unless you’re a model or an actor, and it’s asked for).

12. Objective Statements:When it comes to objective statements, we suggest not including one. For starters, they went out with the ’90s. The other reason being that an objective amounts to nothing more than an “I want” statement. The bottom-line is that an employer doesn’t really care what you want. What they DO care about is their bottom-line needs, and your résumé needs to address how perfect you are for those needs. Your message needs to be clear: “Dear Employer: You’re looking for a [imagine your next job title here], and I’m the best there is. Here’s my record to prove it.”

13. Typeface: Small aspects like typeface can really improve the readability of a CV and the overall impression you create. At a minimum, the font used must be universal (i.e. fonts that are installed on every computer irrespective of manufacturer). Using a font that isn’t universal risks how your neatly formatted document will appear at the recipient’s end if they don’t have the same font installed. Research performed by Dr Jim Bright (Professor of Career Education and Development at ACU and columnist on careers in the Sydney Morning Herald) has proved that fonts such as Arial, Helvetica, Verdana and others tend to be favoured over fonts such as New Times Roman, as they are easy to read for high volume readers.

14. Font Colour: If you have used white font on a dark background in your resume (in the header perhaps), there is a chance that the text that is written in white may not be picked up by an ATS.  Why? Because some ATS programs (of which there are over 200 in use in Australia today) cannot read white font. Not great if your name and contact details are displayed in that way.

15. Font Size: We never go smaller than 9 or 10 point (dependent on the font used) as we are repeatedly told by hiring managers and recruiters that when they print a document out, they want to be able to read it without squinting over small fonts on documents.

16. Looks Do Matter:It is important that readers get an easy understanding of exactly what value you bring to an employer without reading between the lines, and reading through the whole document (something a recruiter is unlikely to do unless you’ve really grabbed their attention on the front page).If you think that a visually distinctive résumé will not make you stand out positively from the competition, think again. While we wouldn’t use fancy formats that devalue you as a candidate, drawing attention and standing out through clear and attractive formatting can make all the difference in the world as to whether your résumé is noticed in a pile of documents. Generic templates, packed pages with limited white space, unusual fonts, too much bolding or italics, or just ‘blah’ presentations need to be avoided. We want to make sure your resume draws positive attention.

17. Job Title: We always begin with the inclusion of the title of the role you are seeking or position you are applying for. Even if the title of the position on offer is not the same as your current job title, we stake your claim on the new job title by including it right up front in your document and position you in title for the job you want now.

18. Branding and Positioning Statements:We generally take an approach that positions clients for the job they want, not the job they already have. To do this, we include a series of short, sharp branding and introductory statements with definable value propositions right up front in your document. This may include a brief summary of your career highlights, and we may also include a summary of your qualifications and types of employers or clients and their names – whatever is going to help make your CV stand out from the rest of applicants. This allows the reader to immediately get a sense of the breadth of experience and your progression to date. The aim of doing this all on your front page is to take the focus off what you’ve done in the past, and turn it into what you can do now for an employer.

19. Style:Résumés are typically a fairly dry chronological history of your career to date, but we can really make yours stand out from the crowd by reworking it and presenting it as a blended functional and chronological CV. This means we do NOT build your resume following the standard listing of jobs that just about every other resume on the market has. When we create documents, we do so from scratch, based on what each clients needs, and how they want to be positioned for jobs in the future.  We do have a distinctive style, and a tried and tested layout that we know works. We tend not to include detail about the career chronology on the front page of the document – we focus on the value added benefits to the employer, and the successes, accomplishments and results the candidate has achieved. This is what recruiters and employers are most interested in.

20. Key Skills Section: We find it really helps recruiters to include a key skills section on your front page, which we base on keywords. This keyword section would comprise a concise list of your hard and (occasionally) some soft skills (if relevant), and areas of expertise. We advise that these are tweaked to suit each position applied for, and we give you guidance on this in the notes we provide on return of your new documents.

21. Keywords are the skill sets that need to match the roles, market and expectations for your level of experience. Including this on the front page of your document is really important because it helps ATS easily identify if your skills match the job on offer and also helps the human reader see very quickly that you match the role. Hard skills (or your areas of expertise) are what you are good at, your proficiencies and what you are competent at. Hard skills are specific, teachable abilities based on fact. They are the ones that help you perform tasks specific to the job you do. Hard skills are performed, and can be measured and tested. These are the skills that need to be included in this section.

22. Multiple Roles In the Same Organisation: It’s not unusual for people to have multiple roles over a period of time with the same employer, gained through promotion or organisational restructuring or other factors. If this is relevant to you, we may merge some of those positions at the same employer to highlight only what is relevant to your next career move, and really laser focus your experience towards future roles. Why? Because a skim reader may see multiple roles over shorter periods of time as ‘job hopping’ – which often works against candidates (unless you’re focused on securing shorter-term contract roles).

23. Similar Qualifications / Different Value:The majority of résumés tend to be overviews of responsibilities and skills. Even when top-line summaries are included, they rarely do anything but point out that you have the same skills required of all candidates for the targeted position. Therefore, it is critical to sell your value to the company, not just your experience. You must rapidly make it clear why they should consider you over the other similarly qualified candidates. So how does CV Saviour do this? By focusing on outcomes, results, achievements and successes.

24. Awards and Honours: Past performance is considered by employers to be a pretty good indicator of future performance, so if you’ve been recognised in your community or by previous employers by awards or honours, make a statement about it on the last page of your document at least, or if it’s something really significant, on the front page as well.

25. Referees:We advise not to include referee contact details, or dedicate any space to referees on request. It’s understood that subsequent to a job offer referees would be sought, and this space may well be better used ‘selling’ your skills. We have also been notified of isolated incidents where referees have been contacted by a recruiter prior to the candidate even being asked for interview, which caught the referee unprepared to respond to the specifics they were being asked, and the candidate not being invited to interview. Wherever possible, your referees should be fully briefed about the specifics of a role you have been shortlisted for, and you should select the best referee to talk to those skills at that time. Obviously, when a job specifically requests that referee details are included with your application, they should be.

26. Employer Details:Just as it can be really helpful for a potential employer to get a quick understanding of what you did in your previous jobs, it is equally important to provide some detail about your employer and your accountabilities in a role. You should never presume that the reader of your CV knows what ‘XYZ Company’ does, so provide some detail, as well as information as to the person you reported in to, how many staff you managed or supervised, the geographic reach of the role and the company, and its products and services. All this helps build up a picture of where you’ve been to help show a prospective employer about where you can go and what you can do for them.

27. Dates on Education: Depending on how much experience you have, it might be prudent to remove dates from education, and perhaps even from roles that are more than 10 years ago. Unless you have a strong strategic reason for including your graduation dates, there is no reason to include the dates of the years for when you gained your qualifications. While some will argue that omitting dates is a give-away to employers that you may be hiding your age, we advise you exercise judgement for each application. The rule of thumb for the past 12 months has been that if you are a recent graduate applying for an entry-level job, or a position specifically indicates that applicants have a certain number of years of post-graduate experience, by all means include the dates if it will support your application. If in doubt, leave it out!

28. Professional Development and Training: A must to include, it is ideally placed on the last page of your document. Employers love to see that you are engaged enough in your work to seek further development, so current and relevant professional development should be included here.

29. Achievements, Successes, Outcomes, and Accomplishments:We always write résumés to focus more on achievements and successes and outcomes over responsibilities, and make your successes quantifiable and qualifiable with weighty facts and figures, so an employer can quickly ascertain your suitability for a position. I would suggest we develop an achievements section on the front page of your document and elaborate on these achievements. Achievements are just what recruiters need to see so they can get a quick understanding of your experience, strengths and areas of expertise.

30. Results:When it comes to achievements, what recruiters are really looking for is RESULTS, and evidence or proof of those results.Most people are great at stating their responsibilities and how they do (or did) their jobs, but don’t include the detail of what the outcome meant to the employer or the business as a whole. Employers recruit people who can get results. And the best indicator of what you can do for your next employer is to provide evidence in your résumé of what results you have given your previous employers. It’s this detail that really interests employers.

31. Evidence-based résumés get interviews. This means that if you state you have ‘great communication skills’, a recruiter expects to see evidence of this. Include an example – give the reader the evidence in your document of where you proved your great communication skills, and what the result of this was. This doesn’t mean just writing the headline ‘achievements’ and listing what you did underneath it! For example: if you merely list what your job description says what you’re expected to do, a hiring manager or recruiter is going to ask, ‘So what? That’s what you were paid to do!’ That approach tells the reader nothing about what the results you’ve obtained so far.

  • Did you identify or resolve any problems on a specific project?
  • Did you do it in record time?
  • Did you overcome any obstacles?
  • Did you save time, money, increase productivity, increase efficiency? If so, by how much?
  • If you saved money, how were the savings used?
  • What exactly were the results?

If you can add the result to your achievements, you’re ahead of the rest. A great way to draw the result out is to ask yourself ‘so what’ after each achievement because that is what an employer or recruiter asks when they see statements on a CV that aren’t qualified or quantified.

Cover Letters

Not having one is like going to a party and standing in the corner with your back to the room, and not introducing yourself to anyone.

While your CV content should broadly target fields, industries, sectors or types of roles, it is a fairly dry statement of facts.

Your cover letter, on the other hand, is your sales pitch, and it provides you with an opportunity to more specifically target the role and organisation you’re applying to. In our cover letters, we explain why a candidate is applying for a role, why the candidate is suited to a position and introduce other points of relevance such as experience, accomplishments, unique attributes and qualifications. We also ensure that interest in a position is expressed, and we include a call to action.

A great way to get an employer’s attention is with a ‘pain’ letter – if you know what gives them the biggest grief in their organisation, tell them how you’re going to solve that problem for them.

The more specific we can be in your cover letter, the stronger it will be – after all, prospective employers want to think they’re your first choice.

LinkedIn

LinkedIn is an important tool for job seeking.

An increasing number of companies are using the site to find candidates, post jobs and accept applications directly, and, because companies want to get to know someone before they hire them, they will use it to informally vet candidates. While we ensure in your CV that it’s clear to an employer that you can do the job, the actual decision comes down to fit, and personality.Considering the fact that your employer’s first impression of you is likely to be online (and on LinkedIn), we write your LinkedIn content in a way that illustrated your fit and personality in a professional manner. The bottom line is that recruitment decisions often come down to fit, and people buy people, so we use LinkedIn to illustrate your human side, and your organisational fit.

While your résumé should do a great job telling an employer what you did, and can speak results, successes and achievements, it is still a fairly dry statement of facts. We are in an age of very competitive job markets, and employers can afford to be very picky with whom they hire. They’ll often choose the person who can demonstrate the least amount of risk and highest amount of value.

The old adage that people judge you by the company you keep still rings true, and prospective employers can, and will, make a judgment on you based on who you are connected to. This makes the CV an incomplete document for many employers. Sure they might say, “Send me your CV”. Then they’ll turn around and Google search you, or try to find you on LinkedIn. So, neck-and-neck with a résumé, your LinkedIn profile is also pulling the weight of your career and job search. Your LinkedIn profile should not be a mirror image of your résumé, but it should complement it, show your personality, and tell your story in a way your CV doesn’t.

When we build LinkedIn profiles for our clients, we draft profile content based on CV material that we have gathered during your interview or through the online questionnaire. However, it should not read like a CV – both in its objectives put on a public profile and its general readability as an online profile. We draft this material so that it complies with principles of effective web content and optimise your content (using SEO strategies) so that you can rank well under employer, recruiter or headhunter searches. According to LinkedIn, having a 100% complete profile greatly improves your chances of rising toward the top in searches.

Here is a snapshot of what your profile needs to be 100% complete:

  1. Your Current / Most Recent Position
  2. A Headline
  3. A Summary.
  4. A minimum of 2 Past Positions
  5. Education
  6. Skills & Expertise
  7. At least 3 Recommendations
  8. A professional Profile Photo

At CV Saviour, we offer 2 types of LinkedIn profiles – LinkedIn Lite and LinkedIn Loaded. All LinkedIn Profiles Come With eBook Guidelines For Maximising Your LinkedIn Profile PLUS Step-By-Step Guidelines for Updating and Uploading Your Profile (unless we are uploading your profile for you). All Profiles Are SEO And Keyword Optimised.
 

LINKEDIN LITE

 
The Lite version includes:

  • 3 headline options
  • Your career summary (up to LinkedIn’s 2,000 character summary limit), and
  • Your most recent work experience summary  (up to LinkedIn’s 2,000 character summary limit).

This version is usually best suited to those who have an existing profile that needs updating. You upload your content, unless you add on LinkedIn Concierge at checkout, and will upload for you.
 

LINKEDIN LOADED

 
​​​​​​LinkedIn Loaded includes every section written for you, and we upload your new content for you as well.

  • Headline Options x 3
  • Summary (to LinkedIn’s 2,000 character limit)
  • Current Role Work Experience + Summary
  • Work Experience Summary x 3 Recent Roles
  • Interests, Education, Certifications, Pro Bono and Volunteering, Organisations, Contact Section, MultiMedia Upload
  • Projects x 3 Written, Uploaded & Hyperlinked
  • Skills & Expertise Section (Up To 50)
  • Personal URL Secured
  • Background / Header Image Designed
  • We Upload Your Content

You can compare options by clicking here.​​​​​

Following your approval of profile content, we can also publish your content for you if you are not confident doing so as part of our LinkedIn Concierge Service, but taking a couple of important steps. We secure you a vanity URL (if you haven’t done so already) which can help with your personal branding, e.g. on search engines beyond LinkedIn, such as Google. We also adjust your publication settings so that none of our changes are broadcast to your connections, which is important if you want to keep the fact that you’re actively or passively job-seeking quietly for the time being.

It’s difficult to supply examples of LinkedIn profiles written for previous clients without breaching client confidentiality however, CV Saviour recently completed working on the LinkedIn profiles of the 2015 MSx Sloan Fellows of Stanford University (reported to be the US’ most selective university after Harvard).

Once your new profile is written and/or uploaded, we won’t leave you in the lurch, scratching your head about what to do next or how to use your profile. Firstly, if you are uploading it yourself, we provide step-by-step instructions how to, and then we provide you with our top tips about how to maximise your LinkedIn profile so you can get the most of it.

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