Tag Archives: CV Tips

Project Interdependency – CV tips

As  part of the CV Tips series I wanted to address project interdependency, it is an important factor to cover in the CV if you have had exposure to it as there is a big difference in portfolios which have dependencies to ones which are not interlinked. In basic terms Project Interdependency is a term often used where two or more projects relate in particular ways – for example if one of the projects fails to deliver expected results/benefits then all other related projects will be affected somehow. This can be resource conflicts, cost (if there is an overspend and a bunch of projects share this then other projects can fall short of funds), a project may be dependent on another project starting or meeting certain deliverables by milestones. Because of these reasons project interdependency is seen as a major risk to the other affected/related projects – if one project fails, then the rest can all come to a halt or fail also.

Project Interdependency

Now we have cleared up what a project interdependency is, you can see why this is a great competency to add into the CV if you have been managing/supporting this – the role of a PM always involves a certain level of balancing various teams and groups, ensuring all is being completed and delivered to plan, but when it comes to project interdependency there is a high emphasis on bringing together all parties to ensure success. Although there is the administrative element, there is also the all important governance, relationship building, team leading, negotiating with suppliers and a spectrum of other skills all rolled into one.

I think you will agree the competency is worthy of a bullet point on the CV, again, good examples may warrant being placed in the key achievements and of course you should look to add into the description of the portfolio when talking through volume of projects, programmes, etc.

Preparing to move on after years in the same role 

I was approached by a client recently who has been working in a strategic role within the NHS for over 15 years, she is keen to make a move out to a different sector and has approached me to discuss how to go about making that change. It is always difficult when you have stayed with a role/organisation for so long, we do tend to become institutionalised and our confidence levels can really suffer when we challenge ourselves to move out of our comfort zone. At first we talked through the reasons behind moving on, an important factor whenever you are looking to make a big change. Having uncovered a deep seated unhappiness with how the role has been re-shaped over a number of restructures and changes to organisational policy – it has become very clear that a move away is important for her growth and well being. As such, we have structured a plan with which to work to.skeleton First of all we need to get down on paper what she has been delivering over the years, looking at how she works, and also what some of the key challenges have been. By pulling together a skills audit with workable examples we can start to work on the confidence issues. Sometimes it takes an overview of what you have achieved and the challenges you have overcome to make you realise just how good you are! We have decided to work together in constructing a CV as a good exercise where she will learn new skills in putting together a CV in the future but also gain a strong affinity to what is being included which will help when we reach interview stage. Once we have a strong CV I have agreed to analyse the types of roles which would be a close fit for her, we will talk through these roles and assist her in gaining a wider knowledge in how her current role fits into organisations outside the NHS. Once we have pinpointed some roles of interest, we will go through the application process and ensure the applications made are the best they can be to yield greater results. Whilst this part of the process is running we will begin interview coaching, making sure we include some fantastic and relevant examples to use whilst clearly articulating the right amount of information and understanding of what is being asked of her by interviewers. The service will not conclude here, we shall continue to work together right the way through the offer process and even through to settling into a new role. This is a big move for my client so it is important she feels fully supported whilst making the transition, there will be no point she will feel fazed or overly nervous as we’ve agreed a fully inclusive mentoring and support service. The CV Righter works with you to understand your needs and offer a bespoke service which will get you on the right track.

January detox – out with the bad and in with the good, CV advice

Time to strip back your CV to the bone, and build muscles back – rid that fat! Christmas is a time for celebration and usually means eating and drinking more than the usual quota, as New Year kicks in we take a resolution to fight back at the added pounds and detox our vital organs. This is also true for your CV, not just over Christmas but throughout the year we add more pieces of information to the ever growing CV as we achieve more and use more skills. So whilst you are trying to abstain from all the bad things and need a distraction from bad habits – now is a good time to give your CV that much needed detox.

Here are some tips on doing just that:

  • Back to basics – hopefully you already have a structured CV which provides the main skeleton to your work history; this is an excellent starting point. Strip it back to bare essentials and take all the “fat” out to one side.
  • Work that fat – now you have a list of all the bulk, separate from the CV take a good look at what is relevant to you as a professional and tone it up. Reduce the text down to clear and concise statements. Look to integrate similar pieces of information in that role into one bullet point.
  • Tone up the muscle – once you have strong statements make sure they are looking as good as possible, refrain from repeating terminology and buff up the content you have to ensure each statement looks as good as it can.
  • Exercise – yes, you can apply a regime to your workout by practising – don’t be tempted to take the lazy route and just write a statement leaving it at that. Write and rewrite until you have a well written piece of work.
  • Repetition – make sure you work through the entire CV applying the same structure (but not repeating action words such as managing, reporting, and delivering over and over).
  • Detox – remove all the parts the employer does not want to see, put yourself in their shoes – we expect you to be organised, motivated and energetic. Think about core competencies which are vital to achieving your goals such as planning, team management, applying structure and how you do this.

Employ key structure to each bullet point – the employer wants to know what you do/did, how you do/did it and some context in terms of size/locations of teams, budgets, type of assignment, timescales and challenges met along the way.

A new year means a new start for everyone – the employment market is still struggling but there are still roles out there so it is imperative that your CV is at its peak fitness; toned, free of fat and looking good. You will be surprised just how quickly your CV is picked up for interviews if you put the work in; don’t be disillusioned by the fact that there aren’t so many in your field applying for roles, employers are being every bit as stringent in their filtering process with job applications which means you have to really work at it!

What your Project Management CV profile should say about you

The first part of your CV a hiring manager reads is (or should be) your profile – this ought to be a short statement no longer than about 80 words. The profile should be a clearly written summary of you and your skills. I have seen statements which take up half a page – too long! And ones which are a short sentence – too short. But putting the length aside, it is content which is important.

The best way to construct your profile is to think about your key skills and where your strengths lay – do not fall into the trap of creating a profile which is all about you being enthusiastic, hard working, etc as these are essential requirements for any role and as such they are expected. Instead concentrate on specific skills. For example if you are hot at financial reporting, stakeholder management, resource management etc then these are the areas you should be focussing on.

Here’s an example of a profile which doesn’t add value:

A driven and enthusiastic individual with an ability to work in a team or own initiative, good with customers and always has a positive outlook.

It is short and really doesn’t tell the hiring manager anything about your technical abilities. These are the types of attributes which will be teased out at interview – although it is unlikely you will reach interview unless the rest of the CV makes up for the lack of professional description.

Here is an example of a strong profile:

An experienced Programme Manager with accreditations to back up the practice (APMP & MSP). Overall programme responsibility for corporate wide initiatives; leading a team of 10 project managers and hands on experience of managing multiple concurrent strategic projects increasing a business’ ability to achieve its goals.  Good exposure to interfacing with all levels of management and cross functionally within the organisation.   

 

The profile tells us a great deal about the candidate such as his/her seniority, team management and that he manages projects as well as leads teams of PMs. Reading a profile like this for a programme manager role will make the hiring manager want to read on to really understand more about the programmes of work and his/her style of delivery.

Your profile should be clear and concise – stating “deliver on time and to budget” doesn’t really add value as it is expected that you can do this; that is what you are paid to do and the reality is that about 70% of projects are deemed failures due to not reaching deadlines or budgets and would it not be a great opportunity to talk about how you delivered and issues you faced in the bulk of the CV to give the reader a real understanding of how you work? Plus, I know a lot of hiring managers who would be wary of a PM who has never had any major issues managing a project – the concern being how you would deal with one if it arose.

Try to use the profile as a short snippet of what you can do – if you were at a networking event and only had a minute (or less) to describe yourself to a hiring manager to make a good impression and want him/her to take notice what would you say?

At The CV Righter we work with you to understand what you do and how you do it – from conducting a detailed discussion we can create a profile which will make the hiring manager sit up and want to read your CV, not discard it within a few seconds. www.thecvrighter.co.uk