Let me just read this question to you; you will understand. "As a recruiter, what are the things that you look for in a CV/resume of the potential candidate?"
What you think someone's looking for? You are sending a resume to me. Do you think if I don't have a job open the fit your background, do you think I'll be calling you and saying, "Hi! I would just like to talk with you and understand everything about you so that when a job comes up, I will know everything about you, even though you might have already found a job by now." Of course, not.
What I'm looking for is based upon the fact that when you send a resume to me, you in some way, shape or form think I have a job your background would fit. That's it. That's all I care about.
Within that, I may segment further. If I'm looking for someone with a foreign-exchange background in technology, I'm going don't try to see if you have the background with that technology in a foreign-exchange setting. Real simple!
I'm then going to try to see whether or not you are someone who, shall we say, has worked with "pedigree organizations." That's because I'm going to try to segment. Have you done this in an organization that is well regarded by my client or not.
Fundamentally, I'm starting off with do you have the background that I am looking for? Then, I may discern a little bit further. Like I said, an organization my client has some respect for. Have you done the work at the level that my client is looking for or are you a CIO who is willing to take a lead the position. It's not good work.
On and on and on, I am trying to make quick comparisons because I don't have time to study. Your homework is to make the case for yourself that you fit this role that you are sending a resume for. If you don't said, don't send it. Otherwise, all you are doing is wasting my time. I would rather just get a resume that says, "on spec." At least in this way I can respond want to have something useful. Then I know I can just import it into my database and work from there.
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