A traditional CV doesn’t do the experienced professional justice! Here's why.

As I mentioned in my last blog, there are many experienced professionals in the current market who have a wealth of skills and knowledge. Many of these individuals have enjoyed very successful careers, often within a variety of companies and industries. 

When it comes to finding flexible work however, many of these experienced individuals find that their skillset is considered too broad for the more specific narrow roles that tend to be advertised on job boards. 

Those experienced professionals who have taken time out of the workforce and now want to return on a flexible basis face an added challenge: how to gain recognition for the skills they have developed during their time out of the traditional workplace? 

The challenge of the traditional CV

After all, how does an individual who has spent 6 years out of work, raising a family, but who may also be chairing the school’s governing body, helping a start-up business get off the ground, being a trustee, offering business coaching to local small businesses alongside being a full time parent, put all of that in a CV and get recognised for it?

It’s not easy to do, so what often happens is that the individual will write on their ‘traditional CV’: 

2010 – 2016 Career break - raising family 

In doing the above they gain no recognition for any of the skills that have been developed during the past 6 years. 

Similarly, how does a lawyer with extensive experience in both the legal and banking sectors and who has created a successful business, demonstrate on their CV the knowledge they have gained in creating a small business? 

Starting a business involves a range of skills such as business development, HR, employment law knowledge, the ability to manage finances both of the family and the business…yet employers rarely recognise this as relevant experience. 

Instead, employers see: ‘2011 – 2016: Running own business’ as 5 years out of the jobs market and therefore believe that the individual does not have the relevant, up-to date knowledge for the job. 

Employers are missing out on top talent

As the above examples demonstrate, it is very difficult for some experienced professionals to apply for roles using a traditional CV simply because their CV doesn’t do them justice.

Consequently, as mentioned in my previous blog, many experienced professionals end up considering dramatic career changes or taking on lower level, lower paid roles just to get the flexibility they desire. 

Despite having built up an impressive array of skills, experience and knowledge, these experienced individuals are being overlooked by employers and as a result, the market is losing top talent. 

Taking on experienced, flexible talent is a win-win

For employers, there are so many benefits in hiring experienced employees on a flexible basis; to name a few: 

  • Innovation due to diversity of experience / thought 
  • Loyalty which comes from a business that recognises people work in different ways 
  • The wealth of experience they bring to the table 
  • More autonomous employees 
  • Ability to upskill and develop the team around them 
  • Reduction in cost but increase in knowledge due to salaries often being pro-rated 

How, as an employer, do you tap into this talent pool?

This is where we at Ambition can help you. We aim to challenge the status quo by ensuring that businesses are recognising and capitalising on this excellent experienced pool of senior level flexible talent. 

I will be discussing this further in my next blog!

In the meantime, if you are interested in hearing more about the work we are doing then please contact me at: diversity@ambition.co.uk

Post a Comment

Add your comment