35 Resume Filenames Recruiters Won’t Respond To

Recruiters get too many emails to read them all, they have anti-spam filters in their inboxes and they misplace downloaded files.

So, if your emailed resume or CV has a filename that’s unclear at best or incomprehensible at worst, recruiters aren’t going to bother spending even 6 seconds on it, and if they do actually download the attachment, they’re more likely to overlook it later.

Just ask Sarah-Michelle DeSchiffart, a Canadian IT recruiter:

“This is one of my BIGGEST pet peeves. I get a TON of resumes daily and the amount of times I get a “resume.pdf” or “Mark CV April 2016” frustrated the heck out of me-which Mark is it? I spoke with at least 6 this week? Why is he sending me a resume last updated in April when it’s January?”

Below are the worst resume filenames we have seen, with the personal names changed to protect the senders.

1) Whalen Smithers, Updated Resume, Nov 2008.doc

I should hope it’s updated if you’re sending it, but don’t say that.

2) Resume Revised.doc

And I should hope it’s been revised if you’re sending it, but don’t say that either. Do say whose resume it is though.

3) BritneyEng_Last3.doc

Always, always, send in your Last revision. Just keep in mind that whichever revision it was, 3rd or whatever, it is the Last one in the recruiter’s eyes so there’s no point in mentioning it.

Also, no need to tell the recruiter which language you used, just be sure it’s one they understand.

4) Pink_Panther_CV (3).docx

Because it’s important to show how much work you put into this, right? 3 revisions is supposed to be a lot? Or maybe you’re so good that you only needed 3 revisions to reach this level of perfect resume?

Ditch the number and you’ll be ok.

5) JohnFK_CV.doc

There’s no need to save space. You can use your whole name.

6) AVK_resume.pdf

There’s no need to save space by going initials-only. You can use your whole name.

7) Gwen_Stacy.doc

And the recruiter is supposed to know this is a CV because… ?

8) Peter Parker_ENG_08.doc

And the recruiter is supposed to know this is a CV because… ?

Is it ENG for English or Engineering?

Besides, no matter what year it is, including the year is going to make it look dated.

9) CV Herschel Krustofsky Résumé 5769.pdf

Besides, no matter what year it is, including the year is going to make it look dated, but if you must do it, kudos on using the correct local, non-Gregorian calendar.

And don’t think we didn’t see what you did there, including both ‘CV’ and ‘Résumé’ to cover all the bases. Very clever, eh? But if you were wise enough to adapt to the local calendar, you should be wise enough to adapt to the local resume/cv term and go with that alone.

10) John CV 2010.doc

Maybe there are other Johns?

Maybe that’s an expiry date?

11) Marge Simpson Jan 2009.doc

Dating it to the month is even worse than dating it to the year…

12) CVTonyStarkjanuary2009.doc

…and crunching it all together just makes it hard to read…

13) 112713 J. R. R. Tolkien CV – England.doc

…but dating it to the day is definitely the worst.

14) Bruce Wayne CV Nov. 2012.rtf

Beating a dead horse, you know by now that the date is wasted space, but you almost made up for it by using the under-appreciated RTF format.

15) Resume Download Australia3.doc

Technically it is a download, but why state the obvious?

Actually, if you read the whole thing quickly, it sounds like a competition (“It’s the latest ‘Resume Download Australia!’”).

Don’t specify a geographical place unless your job search is global, or at least, you want to give the impression that it is.

16) Lancelot_Resume_-_Marketing-Brand_Development.doc

It’s not a bad idea to brand your expertise but give your full name and ditch all the _-_-_.

17) Lois Griffin – English summery.doc

Is it a resume or a summary? And if the latter, at least spell it correctly.

18) Curriculum Vitae.doc

Ah, but whose CV is it?

19) MY DATA.docx

Aside from the fact that a resume isn’t only data – in fact, most people don’t mention data at all, even when they should – this could be almost anything.

Don’t make recruiters rename your files for you.

20) LEED-Resume.doc

Are those initials? An acronym?

Just use your full name and dispel all doubt. Please.

21) Sherlock_cv_new.doc

What is a ‘new’ cv? What happened to the old one? Because they’re all new to a recruiter.

22) CV 21-07-11 Net ’05.doc

Is this a code, or some kind of shorthand?

Was it rewritten on July 21st, 2011, after an initial writing in 2005?

Help us out here.

But if you think that’s bad…

23) HC20GN3FH1.doc

I’m not even going to try and I don’t think anyone else will either…

On second thought, I will – maybe this is a chemist trying to show off the compounds they’ve worked with?

But wait, I’m not done yet-

24) bsmyn47.docx

All I can tell you is that those aren’t the job seeker’s initials. And the number? Your guess is as good as mine. Looks like an anti-virus report.

25) Lord_Voldemort_Resume.pdf

Ok, I admit that I’m nitpicking here: dashes are better than underscores from an SEO point of view, but that’s all I got.

26) jimmydesignresume.doc

By adding the word ‘design’, a reader might think you have other types of resumes.

By cramming it all together, a reader might hope you have other types of resumes.

27) Data systems analyst resume.doc

Sounds like a resume template for data analysts… or someone who used a resume template for data analysts but was too lazy to rename it.

28) homer jay simpson CV one page springfield March 14 2006.doc

With that much information in the title, there’s seems to be no reason to actually go ahead and read the darn thing.

29) Donovan Resume el.doc

State your full name, and get rid of anything that looks like random letters.

30) Stewie G english revised august  2011 resume.doc

State your full name, and get rid of anything that is grammatically incorrect.

31) Updated Marketing Resume of David Brent.doc

Phew! Glad you bothered to update it for us.

Get rid of that and you’ll be fine.

32) BILBO BAGGINS-Underhill.doc

Maybe you’ll get lucky and the recruiter will download this directly into a Resumes folder…

The Underhill name/word wasn’t included anywhere in the actual resume, and the fact that it wasn’t also CAPITALIZED makes me wonder if it’s supposed to be a name at all. Just serves to confuse.

33) 07.14.CarterPewterschmidt.ProfesionalSalesResume.docx

Where to begin?

Too long, there’s a typo, hard to read, dated… just a great example of what not to do.

34) CV James Dean_2014_2 pages.pdf

So if I think resumes should only be one page long, I know right away not to read yours. Thanks for saving me the time.

35) p mason lawyer arbitrator cv.doc

No one wants to hire anyone who can’t make the minimal effort to look professional by Capitalizing Titles.

 

Teachers allowed to fail multiple English and maths tests before entering a teaching job in an effort to ease the recruitment crisis

This is being hailed as a ‘sensible and pragmatic move’

People applying for teacher roles will be allowed to fail unlimited tests and still be allowed to teach. This is in an effort to ease the recruitment crisis which is plaguing our country the Government has announced. There are compulsory numeracy and literacy skills tests that must be completed before a person qualifies for a teaching post. These tests can now be failed numerous times and when passed the applicant will get a teaching post. Previously when people failed three times in a row they were not given a teaching position and they had to wait two years before they could try again said Nick Gibb the education Minister.
Those sitting for the second and third times will not have to repay to take the assessment he said. The changes to the test – which was made more rigorous in 2012 to ensure teachers had high standards of English and maths – have been introduced to boost the number of capable trainees entering teaching.

Applications for teaching last month has fallen by 29 percent compared with the same time last year according to figures released by Ucas but the bar has not been lowered for people to enter the profession said Mr Gibb.

Apparently, the bar for people wanting to enter the profession remains as high as ever and will never be dropped. Parents and pupils expect the best and that is what they will continue to get. The quality of people entering the profession is at an all-time high it is just the quantity that is getting less and needs to be addressed. 19 per cent of this year’s new teachers hold a first-class degree.

GoJobSearch Integrates with Broadbean Multi Poster

 

We are happy to say that we have now formed another partnership by integrating with Broadbean. Taking the hassle out of placing jobs.

 

https://www.broadbean.com/uk/job-boards/detail/12321/gojobsearch/

Recruitive Software Join Forces with GoJobSearch

Recruitive Software Join forces with GoJobSearch

Recruitment software provider Recruitive have joined forces and integrated their cloud based software with recruitment job site, GoJobSearch.

GoJobSearch is the latest, all industry, UK recruitment job site, providing recruitment solutions to employers and recruitment agencies, with a job search service available to candidates.

They have a wide variety of jobs in the UK and European markets; so searching for the ideal role has never been easier.  Thousands of jobs are added daily from both direct employers and agencies. What’s even better is the affordability; no company or agency, big or small should have to pay a fortune to advertise their job vacancies!

Morgan Graeme, Head of IT at GoJobSearch comments: “We connect employers and the jobs they are offering with the best suited candidates. Our incredibly affordable job posting subscription makes posting jobs affordable to even the smallest of companies”

Sarah Tipton, Marketing Assistant at Recruitive comments; “We are delighted to be able to offer our clients the opportunity to post their vacancies to GoJobSearch. What’s more they are offering Recruitive client’s unlimited job posting for just £45 per month”

For more information please visit:

https://www.recruitive.com/job-boards/

http://www.gojobsearch.co.uk/

Lord Rose has stated that wages for British workers will rise in the event of Brexit

The wages of low skilled workers would rise in the event of Brexit says Lord Rose. Lord Rose is the head of the in campaigners to keep Britain as part of the EU.

Lord Rose has admitted that the wages of lower skilled people in Britain will rise as less and less migrants arrive to take up those positions. Lord Rose used to run Marks and Spencer but now heads up the Britain is stronger in Europe campaign. Lord Rose admitted this fact to MPs on Wednesday. He said that if England, or rather Britain leaves the European Union then poorer people could be better off. If migrants are restricted then wages will go up he said.

Migrants would continue to flow into Britain for at least 10 years in a one – way flow if we stay in the European Union. He mentioned this when he appeared before the Treasury select committee

These comments were helping the Brexit case said Steve Baker who is campaigning for an out vote and is a Conservative member. People voted for “out” mainly because of the migrant issue and these comments prove that to remain in Europe would allow the European migrant issue to continue he said. European migrants would be able to just walk in as before so British lower classes suffer as the migrants are prepared to work for less money. It seems that Lord Rose has unwittingly made the “out” campaigners case easier.

The difference between an apprenticeship and an internship

The terms ‘apprenticeship’ and ‘internship’ are sometimes mistakenly used interchangeably. To ensure you’re applying for the right positions, it’s important to understand the differences between these opportunities.

Apprenticeships are:

  • formal employment programmes and as such you’ll sign a contract with your employer
  • long-term and take between one to four years to complete
  • more suited to those with a clear idea of what sector they’d like to work in and what career path they’d like to follow
  • commonly undertaken by school leavers
  • designed to provide specific work-based training. Apprentices learn by actually doing the job
  • a way for apprentices to gain formal qualifications such as NVQs, foundation degrees and technical certificates
  • paid, as at the very least you’ll receive the National Minimum Wage
  • a direct route to employment, with the majority of apprentices guaranteed a job on completion of their programme.

Internships are:

  • informal arrangements as more often than not no employment contracts are signed
  • short-term, limited periods lasting between one week and 12 months
  • geared towards providing an insight to those who may be unsure of what career direction to take
  • typically undertaken by students and graduates
  • work-based learning opportunities, which focus more on supplying interns with transferrable skills and experience for their CV rather than job-specific skills or formal qualifications
  • temporary, with no guarantee of employment on completion.

Job Seeker Tips

CV Writing

There is no one right way to write your CV. Try running a search for “CV writing tips” and you will find a whole host of good, bad and often contradictory advice. The tips below are simply based on our experience of what works.

  • Consider your audience. Often employers will receive dozens or even hundreds of applications for a role. This makes it almost impossible for them to read and absorb every CV in detail, so you will need to demonstrate suitability in the first few lines. The best way to do this is to write a profile. This is a summary of your experience in one or two paragraphs.
  • Your CV – and particularly the summary – should be accurate, but should also reflect the role you are applying for – it’s smart to tailor your CV to the job you are applying for!
  • Broadly your CV should include from top to bottom: Summary, work history and/or experience (relevant skills to the job in question), education and qualifications, interests, hobbies and some references. Your name and contact information should form the header.
  • Keep your CV concise, clear and avoid repetition – aim for pith! Your CV should be 3 pages long at most and shouldn’t bore the reader!
  • The content should be specific and meaningful. For example, if you manage a group of clients, describe your portfolio in detail – assets under management, income, number of clients, asset classes etc. This will help to demonstrate relevance.
  • Make sure your spelling and punctuation are perfect!

Interviewing

The key to a successful interview is preparation, whether you are a seasoned professional or early on in your career. Interviewers vary hugely as do the questions you might be asked, but here are some questions that will often come up.

  • Give an example of when you have dealt with conflict in the team/with a client.
  • What would you say are your main strengths and weaknesses?
  • Where do you see yourself in 5/10 years’ time?
  • Which parts of your current role do you feel are transferable to this position?
  • Why do you want to work for us?

The new University Challenge: Justify top fees as only half of graduates get graduate-level jobs

Research shows that a third of recent UK graduates earn well below the national average wage, while women are paid less than men six months after graduation

• Just half (52%) of graduates are in graduate-level jobs six months after graduation

• Almost a third (29%) of graduates are on a salary of less than £20,000 six months after graduation, well below the UK average of £28,300

• Women on average are paid £21,500 six months after graduation, compared to an average salary of £24,000 for male graduates

• STEM (Science, Technology, Engineering and Mathematics) graduates are more likely to be unemployed after six months than the average graduate, despite the Government focus on encouraging people to pursue those subjects

UK universities should be prevented from charging the maximum level of tuition fees unless they deliver better graduate outcomes, a new report from the CIPD, the professional body for HR and people development, has recommended ahead of the Budget next week.

 

‘The graduate employment gap: expectations versus reality’ shows that just half (52%) of graduates secure a graduate-level job six months after they finish their course. The Government’s official figure is inflated to 77% by including ‘associate professional and technical occupations’ such as dancers, choreographers, fitness instructors, youth and community workers, despite the ONS stating that these jobs ‘do not require a degree’.

 

The findings call into question the current balance between the Government’s investment in university education relative to the investment in the UK’s under-funded vocational and adult skills education pathways.

 

The report also shows that the continued focus on boosting graduate qualification rates in the UK appears to have had little effect on productivity, with the UK languishing in sixteenth place in GDP per hour among OECD countries, despite having the fifth highest proportion of residents educated to degree level.

Lizzie Crowley, skills adviser at the CIPD, said:

 

“As we look ahead to the Budget next week, the Government should consider linking tuition fees to graduate destination data in order to prevent higher education institutions charging top rate fees while delivering bottom rate outcomes.

 

“This report shows that the preoccupation of successive governments with boosting graduate numbers is leading to high levels of over-qualification and potentially skills mismatches, which the OECD suggests undermines productivity growth. Many people in ‘graduate jobs’ are actually in roles that don’t require degrees, and with the spiralling costs of university students need to ask themselves whether a degree path is the best route into their career.”

 

“We need much better careers advice and guidance to ensure that young people are equipped with the information they need to make informed decisions, alongside high quality alternative vocational routes into employment that offer routes other than university education.”

 

The research also finds a clear gender pay disparity for recent graduates, even if they study the same course at a top ten university.

 

The findings were consistent across subject area, with male graduates enjoying a higher salary regardless of the areas of study looked at in the research. The research showed that, six months after graduation:

 

• More than a quarter (28%) of male law graduates were earning £30k+, compared with just over one in ten (14%) female law graduates

 

• Nearly three-quarters (71%) of male medicine and dentistry graduates were earning £30k+, compared to three in five (62%) female graduates

 

• More than half (54%) male veterinary sciences graduates were earning £30k+, compared with just two in five (39%) female graduates

 

• Female graduates who managed to secure a job in the top occupational band (managers and senior officials) were almost twice as likely to be paid less than £20,000 as their male counterparts, with 25% of women in this category compared with 15% of men

 

Lizzie Crowley continued:

“It has long been claimed that the differential in pay between male and female graduates was to do with their chosen subjects of study, but this data proves that the gender pay gap is baked in from the point of graduation. Regardless of what women study, or indeed where they study, they are paid less than their male peers.

 

“If we are going to eliminate the gender pay gap then employers need to ensure they are paying fairly right across their organisation from day one, including among recent graduates.”

 

Finally, the research also reveals that, despite a strong government focus on boosting Science, Technology, Engineering and Mathematics (STEM) subjects, STEM graduates are more likely to be unemployed six months after graduation than graduates from other disciplines.

 

Compared to a national unemployment rate of 4.9%, STEM graduate unemployment rates are:

• 8.6%% for computer science graduates

• 6.5% for physical science graduates

• 6% for engineering and technology graduates

• 6.5% for mathematical science graduates

Lizzie Crowley said:

“The Government has continually focused on boosting STEM skills, and encouraging graduates to pursue those subjects at university, but that investment doesn’t appear to be translating into better graduate outcomes.

“Until we address this problem, and do more to identify the core skills that make STEM subjects so valuable, additional investment in STEM risks being wasted.”

Offering the right employee package is key for recruitment

Whilst the UK is reeling in uncertainty following Brexit, many recruiters have seen a decline in applications, says Raj Lal, sales manager, Totaljobs. However, it is innovation that will lead the way to 2018 being a productive year for the industry.

Lal explains that the introduction of a technologically advanced workforce has meant that employers need to be more aware of the brand and offering the right package is of the utmost importance.

What has been the most innovative thing you have seen from the industry this year?

Online advertising techniques are constantly evolving and improving. That’s why we employ 200 tech professionals at Totaljobs to ensure that we’re ahead of the curve.

One success story we’ve been particularly struck by in recent months is programmatic advertising. With huge pools of eligible and committed candidates using websites like ours, the ability to follow their journey online and expand the impact of recruitment advertising on them is hugely beneficial to all. Being able to re-direct potential candidates back to relevant jobs can hugely boost candidate delivery and is a fantastic reward for great innovation.

What are the key recruitment trends right now?

With employment rates in the UK at the highest since the mid-1970s, we are operating within a candidate-led market. This means that advertisers have to prise skilled candidates from their competitors during a period of full employment. The result is that attraction must be smarter, adverts need to be bolder – and benefits need to stand out.

This combined with the introduction of a more tech-savvy workforce has meant that the importance of the employer brand and offering the right package has never been higher. It looks as though, heading into 2018, simply ‘posting a job’ will no longer be sufficient.

What do you think the current mood is in the industry?

With lingering uncertainty surrounding Britain’s departure from the European Union, many recruiters have seen a decline in applications. From our conversations with clients, the search for quality, skilled and relevant candidates is more important than ever. We are, however, seeing the benefits of innovation, alongside an increasing confidence in candidates, suggesting that 2018 will be fruitful for recruiters.

Where do you see the recruitment industry going in the next 12 months?

ONS data shows that while UK unemployment continues to fall, wages have stagnated slightly. Those investing in the packages they can offer candidates will have an opportunity in the next 12 months, as more candidates may look to capitalise on a more secure employment rate.

Full employment also means greater competition for candidates, suggesting that recruiters will further explore alternative recruitment methods such as referral schemes, while adopting innovative interviewing practices such as virtual interviews – all with the aim of streamlining and improving the process.

www.gojobsearch.co.uk

Record High Employment Rates

Record high for employment rates. The new figures published by the Office for National Statistics published today show that the Unemployment figure fell by 53,000 in the three months to March 2017.

There is still a growing skills crisis in the UK and this was commented on by Recruitment and Employment CEO Kevin Green as it backs up the REC data which shows that there are not enough Candidates to fill all of the posts.

One of the only ways to secure a pay rise these days is to change jobs as real wages are falling now which is never a good thing. The one good thing for Candidates is that Companies are offering higher starting salaries to attract them and changing of jobs is made easier with the skills shortage. The issue is that people are a little reluctant to change jobs right now as the economy is being put under strain.

This issue will have to be handle by Government as it will be a huge challenge to keep the job market on course and address the skills shortage. Of course Brexit will be another challenge to negotiate to allow foreign workers to come and work in the UK to fill the skills shortage.

There is an increase in Permanent Employment which is a good sign that business confidence is growing. This comment was made after Self Employment figures fell slightly. We are starting to see difficulties ahead, the CIPD’s survey results which were issued recently  suggest that there will be a wage freeze announce by approximately 19% of companies or organisations and wages will stagnate or only rise by around 1% for this year.

The Job Market is very robust as the UK’s unemployment falls. This was commented on by John Salt from Totaljobs. Brexit and other Global issues have not caused the job market to falter and we are sure that after the elections on June the 8th things will continue to improve.