A+Curriculum+Vitae

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// **"We must always change, renew and rejuvenate ourselves; otherwise we harden." - Johann Wolfgang von Goethe** // = = = =

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Introduction


**Curriculum Vitae means "course of life" in Latin. A Curriculum Vitae is also called a CV or vita, and is an overview of your professional accomplishments.**

**In Europe, the Middle East, Africa, or Asia, employers expect to receive a curriculum vitae. In the United States, a curriculum vitae is used primarily when applying for academic, education, scientific or research positions. It is also applicable when applying for fellowships or grants.**

Background Information
**European curriculum vitae are similar to US CVs, with the exception of the personal information that's included on a CV for European applicants.** **A CV should be clear, concise, complete, and up-to-date with current employment and educational information.** **Writing a CV can be trickier than writing a resume, because the format changes depending on what type of position you are applying for, where you are located, and what you need to include in your CV.** **When writing a curriculum vitae it's important to include all the right information so the hiring manager can see, at first glance, why you are a strong candidate for the job.**

**Here's what you should include on your CV:**


 * **Personal details.** Most CVs start with these but take care to avoid superfluous details, such as religious affiliation, children's names and so on.
 * **Education and qualifications**. Take care to include the names of institutions and dates attended in reverse order; university before school results.
 * **Work experience**. The most widely accepted style of employment record is the chronological CV. Career history is presented in reverse date order starting with most recent. Achievements and responsibilities are listed against each role. More emphasis/information should be put on more recent jobs.
 * **Skills**. Include computer skills and (genuine) foreign language skills and any other recent training/development that is relevant to the role applied for.
 * **Hobbies and Interests**. Keep this section short.
 * **Referees**. These can simply be 'Available on request'.

**A good curriculum vitae should ideally cover no more than two pages and never more than three. Aim to ensure the content is clear, structured, concise and relevant. Using bullet points rather than full sentences can help minimise word usage.**

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Principal Concepts
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** There is no single "correct" way to write and present a CV but the following general rules apply: **

 * It is targeted on the specific job or career area for which you are applying and brings out the relevant skills you have to offer
 * ** It is carefully and clearly laid out: logically ordered, easy to read and not cramped **
 * It is informative but concise
 * It is accurate in content, spelling and grammar. If you mention attention to detail as a skill, make sure your spelling and grammar is perfect!

Advice and Tips
** 1. Make sure you choose a curriculum vitae format that is appropriate for the position you are applying for. If you are applying for a fellowship, for example, you won't need to include the personal information that may be included in an international CV. Don't just write one CV and use it for every position you apply for. Have targeted and focused versions of your curriculum vitae and use them accordingly. **

** 2. In addition to your education and work history, your CV should contain your research experience, publications, grants and fellowships, courses taught, institutional service, professional associations, accreditation, presentations, licenses, and awards. **

** 3. There is no need to include your photo, your salary history, the reason you left your previous position, or references in your CV. **

** 4. References should be listed separately and given to employers upon request. **

** 5. Double-check your curriculum vitae for typos and grammatical errors. Then ask someone else to review it for you - it's often hard to catch our own mistakes. Look at the format of your curriculum vitae, and again, ask someone else to take a look. Is there plenty of white space? Is it cluttered? Is your formatting consistent (bold, italic, spacing, etc.) and is the overall picture that your CV provides a professional and polished one? **

** 6. If possible, try to keep your CV short and concise. Include summaries of your employment and education, rather than lots of details. Use formal (no slang or abbreviations) and well-written language, writing simply and clearly. **

** 7. It can be tempting to over-polish a CV and make our educational qualifications or work history sound a little better than they really are. If you're tempted to stretch the truth about your work history - don't. It will come back to haunt you. Most employers conduct [|reference and background checks] and if your curriculum vitae doesn't match your actual work history or education, you will most likely get caught at some point and you will either not get the job or will get fired if you have already been hired. **

__How to choose your employers by their Cv's__
Most people would agree that it is vital for companies to hire the best and screen out the rest. But how can you best make these determinations? What information should you obtain about job candidates, and how do you obtain it? More importantly, how can you evaluate this information when making a decision between your top two candidates? You should know what kind of person you're looking for.It is important to identify the "must" and "preferred" job requirements. This is when a job description is very beneficial if based on current needs and information.
 * Staff selection** could be a tedious proces.


 * Identifying Good Candidates**

Prepare to be buried in an avalanche of resumes. You will probably be able to discard a number of the resumes quickly because of skills obviously not matching requirements. Some red flags to look for on resumes include:
 * No indications of increased responsibilities over time
 * No increases in pay over time
 * Numerous grammar mistakes, typing errors and misspellings
 * Many short term jobs or jobs in different industries
 * Long periods of time between jobs
 * Employment periods rounded off to full year periods in a possible effort to hide months of unemployment

In general, the “what” and the “how” are not the best indicators for how someone will perform at your company. Good hiring is really about behavioral selection. That is, select people based on their behavioral tendencies, not on their resume. This is not to say that you should never look at a candidate’s resume. You will certainly need the resume if your position requires certain skills or training. But don’t base your entire hiring decision on the resume alone. To hire the right person for the job, you need to base at least a third or more of your hiring decision on the candidate’s behavior. When it comes to behavior, look for the following “fits”:
 * Cultural Fit – Every company has a unique culture. For example, Microsoft is known for being relaxed and creative, while NASA boasts a culture that is very process-driven and formal. Know what your company culture is so you can assess whether the job candidate will fit with it. Therefore, if your company is innovative and focused on creative endeavors, you want to bring someone in who has demonstrated the capacity to work in a creative setting. Likewise, if your culture requires everyone to have high accountability standards, you want a person who can adhere to that kind of environment. Bringing a creative type person into a rigid, process-oriented culture will likely cause you headaches down the road and lead to a firing that could have been prevented with proper hiring.
 * Job Function Fit – Know the nuances of the position you’re hiring for. A customer service position is much different than a delivery position which is also much different than an IT position. Depending on the position, there are different behaviors you would expect an employee in that role to exhibit. Take the time to detail a profile of the ideal person in that role, including specific behavioral characteristics that person must have, such as “patient,” “good listener,” “analytical thinker,” “risk taker,” etc. Now you’ll have a written description of what to look for during the interview process.
 * History Fit – Past behavior is a great predictor of future behavior. So if you want to find out how someone will behave according to the tendencies you’re looking for, just look at the person’s past. Looking for someone who can respond well under crisis, for example? Then find out where he or she experienced crisis before. Go back and talk to the people who observed the candidate in the crisis situation and question them to learn how the person //really// responded. Yes, this takes some time because you’re doing more due diligence and detective work, but you’ll have more accurate data for your hiring decision when you can find out how someone really acts in a certain situation. If the job candidate behaved that way in the past, he or she will likely behave that way in the future.
 * Simulation Fit – How a person responds to a situation that you can personally observe is a good indicator of how he or she will respond in the future in the same situation. Therefore, consider setting up simulation events to see how candidates would act on the job. If you’re hiring for a sales position, for example, brief the candidate on your product or service and then have him or her “sell” someone on staff, realizing that it’s okay if the candidate doesn’t get all the facts of the product correct. You’re looking for sales ability—how someone builds rapport and overcomes objections—not his or her ability to recite facts about your product. Likewise, have an IT candidate work with a simulated client to solve a technical problem. These simulation exercises are useful and interesting, because you can really see how people behave on the job—how they interact with others, how they process information, and many other behavioral tendencies.

Current Issues
A Curriculum Vitae example = =

<span style="font-family: Verdana,Geneva,sans-serif;">References
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 * ====<span style="font-family: Verdana,Geneva,sans-serif;">Books ====

= = = = //Alison.Doyle.(2012).10 CV Tips.Curriculum Vitae Writing Tips.// //http://jobsearch.about.com/od/cvadvice/tp/cvtips.html//
 * ====<span style="font-family: Verdana,Geneva,sans-serif;">Journal Articles ====
 * ====<span style="font-family: Verdana,Geneva,sans-serif;">Electronic Sources ====

//Alison.Doyle.(2012).Curriculum Vitae Advice and Tips.Curriculum Vitae Writing and Format Tips.// //http://jobsearch.about.com/od/cvadvice/a/cvadvice.htm// =[]= [Untitled photograph], //Id:mbcn2473 ,// retrieved, May 22, 2012, from [|www.CartoonStock.com]
 * ====<span style="font-family: Verdana,Geneva,sans-serif;">Images ====

= = //MissyQuest.(2010).How to write a winning CV.// //http://www.youtube.com/watch?v=WlPmiXARwJo&feature=player_embedded#!//
 * ====<span style="font-family: Verdana,Geneva,sans-serif;">Video ====

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<span style="font-family: Verdana,Geneva,sans-serif;">Contributors
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 * <span style="font-family: Verdana,Geneva,sans-serif;">Sabadis Anca : Background Information, Advice and Tips, Current issues, References **


 * <span style="font-family: Verdana,Geneva,sans-serif;">Valean Carla : Introduction, What makes a good cv?, image, video **