How to write a good Recruitment CV

As recruiters we’re experts in placing candidates in our respective fields. But it’s always more difficult when knowing how to lay out your own CV. So here’s a simple guide to how to write a good CV for yourself as a Recruiter.

1. The Cover Letter
Ditch it – all the information you want to convey needs to be in your CV.


2. Layout
Simplicity is best here.
Company Logo’s and or a picture of yourself should be left out, yes even if you’re that good looking!
Think of your CV in terms of SEO (Search Engine Optimisation), making the data easily found without cleaver formatting is a good idea for three reasons:

– Key words will help you be found on Job Boards
– A lot of businesses use import software to ‘grab’ your details straight onto their database. The more info that is successfully grabbed the more likely you are to show up in the right search
– It’s still true, you’re CV will be skimmed for information by anyone looking at it. A simple format will help them find the information to grab their interest.

I would suggest ordering your information as follows:
– Name & Contact information
– Personal Profile
– Employment History
– Education
– Additional Information


3. Name & Contact Information
You should have your Name and Contact details at the top of your CV. Include a contact number, email address and county.
Keep this information in the main part of the document, rather than in a Text Box or as a Header.


4. Profile
Profile Paragraph –This should be crisp and to the point. One paragraph detailing the following:
This is what I am (Senior Recruiter with experience in… sector, contract or perm)
This is why I am great and why you’d want to employ me (Major achievements include x billings, x client wins, x candidates placed…)


5. Career History
The golden rule throughout this section is Use Numbers.
Set the Scene
Steer clear of writing a job spec here. But use a couple of lines only for each job to put the position into context
Scene setting (What is the business, product, size etc)
Role objectives (This is included already for some roles)
Operational responsibilities/ core functions (These are already covered)
Outcomes and results (key metrics that demonstrate your successes)

E.g. Employed by this £10m per annum t/o business working in/Running a team of 10 recruiters focussed on the contingency Perm IT market, personal specialising in C# Developers.

Further definition
What did your position look like when you started? Was it a cold desk, a failing team that you took charge of, a new area of business, a tight budget, a tough market?

Recruiters – To further define your sector include some example jobs/job titles, salary levels, clients if appropriate. Include your Geographical remit of works – where do you place people London, UK, Europe, EMEA?

If you are a senior professional – T/O responsibility, P&L Responsibility, Strategic Involvement, Number of Direct Reports. GP, NP

Numbers, Numbers, Numbers
This has to be on every recruitment CV for every job. How has your success been measured and how have you performed against that?

For Senior Professionals – YoY Growth, GP vs NP, Head Count Growth, Turnover, MI, Team Metrics.

For Recruiters – Gross Profit/Billings/Fees per annum, Margin, Average Deal, Best Deal, Best Month, Average Margin/Mark Up/Fee Percentage, Number of Contractors/Temps out, Number of Perm Deals per month. The more of this information you display, the better.

KPI’s (If you have them or if you’re not measured against fees) – Interviews, Calls, CV’s Out, New Clients, Visits.
For Entry Level – Take any measurements of your success and apply. If you’ve had a sales job, how were you targeted, if you have recently come out of education why do you consider yourself to be a stand out prospect?

So we’ve set out what you do, where you do it and what the resulting numbers where. But we have a further opportunity to highlight success. Along with your numbers include further achievements of note, such as:
Triumph over Adversity
Progression / Promotion
Learning / Up skilling
Secured the Company’s largest client
Won Recruiter of the Month company award
Won X amount of new clients
Opened a new area of business


6. Education
Include it, all of it.
If you have fewer qualifications you should still include what you have. If you’re a PHD you should still include your GCSE’s.
As with any area of your CV, if you leave out information your leave yourself open to being construed as hiding something.


7. Hobbies and Interests
This is another opportunity to demonstrate the personal traits that help in recruitment – resilience, drive, competitiveness, being self-motivated.


8. Social Media
Employers are checking Social Media when they are considering a candidate.
All of your social media platforms are open to scrutiny. It is a very worthwhile exercise to go through your LinkedIn, Facebook, Twitter, Google+, Blogs, Xing etc. accounts to make sure your message and value proposition to employers is accurate and aligned.
If you have profile pictures of yourself on social media platforms make sure that they are appropriate for business.

More often than not Recruitment Businesses like to see that are proactive on social media. Update your status regularly during your search; it’s another way to demonstrate your active interest in your job and subject matter.