What are we really looking for in your CV? 

As usual – it depends, in this case, on the type of position we are recruiting for. That’s why we’d like to share our experience and the insights that guide us when reviewing applications. However, we won’t give you a ready-made recipe for a universal or perfect CV because… it doesn’t exist.  Ready? Here we go!

Specifics are needed

This may surprise you, but we often encounter a lack of reliable information in candidates’ CVs. A litany of mere names of applications, programs, or systems tells us little about the degree of experience in this matter. It’s far more valuable for a recruiter to provide information about the degree of knowledge of a particular program, and in an ideal world, it would be nice to read a description (‘censored,’ of course) of an example of a project in which the candidate used their skills and competencies, plus the information about the specific technologies that helped them to do so.

We don’t expect you to elaborate on the information contained in your CV. Still, a few sentences about yourself are always welcome – we are particularly interested in what you’d like to do at Storware and in which areas you’d like to develop, e.g., ‘I see that you do great social media marketing, which is something I’d like to specialize in and this is where I see my professional future for the next few years.’ Remember that the better you write your CV, the less space is left for understatement and guesswork, to your benefit. When running a few recruiting processes simultaneously, we get a lot of applications, and incomplete ones often fall by the wayside because the recruiter usually doesn’t have the time to call each candidate and ask for the information missing from the CV.

Fine feathers make fine birds.

Here we want to draw your attention to two things. The first concerns the appearance of the CV itself – we don’t require you to have it prepared by a professional company. Still, it’d be nice if the application was in PDF format, easy to read, divided into sections, and with detailed information (more on that in a moment!). It’s worth remembering that such a document is your showcase, and, as we all know, the first impression can be made once. Suppose someone positions themselves as an expert in MS Office, and the CV is done carelessly. In that case, the text is disjointed; it resembles the ‘Instagram vs. reality’ memes, and the candidate’s credibility may drop slightly in the recruiter’s eyes.

The second issue is the photo. Of course, it’s not obligatory, and appearance isn’t a decisive factor. However, as visual learners, we remember faces more easily and associate the CV with the person and the interview outcome. Our recruiters take detailed notes after each interview; a photo makes it easier to recall a particular candidate. If someone already decides to post a photo, it’s worth making sure that the photo is relatively recent and not a part of holiday memories, if you know what we mean.

Stationary or remote – how about a hybrid?

Our current realities have changed our approach to remote and stationary working. In each of our advertisements, we include information about the preferred form of work to be performed, and we’d be pleased to find similar information in the CV. From our point of view, it’s useful for a CV to indicate whether the candidate wants to work fully remotely, in a hybrid model, or is willing to work stationary (including relocation).

‘Flat-surface maintainer’ – or job title memes

Surely everyone wants to boast an attractive job title, preferably including the word manager, specialist, or expert. But think about it: does the job title tell the recruiter anything? Unfortunately, not very much. A marketing specialist in one company has more responsibilities than a marketing director in another company. Therefore, besides the job title, adding a few sentences about exactly what you did in the position is a good idea. In doing so, let’s be honest and precise, highlighting those qualities that, in the eyes of the recruiter, will attribute a specific value to our person in the recruitment process.

The CV should be created for a specific employer, highlighting specific qualities of a candidate that fit the role they are applying for. Unfortunately, a one-size-fits-all employer template can sometimes deny us the chance at a dream job. It certainly doesn’t hurt to have references from a previous employer or employers on hand, which, in certain situations, help us – from the hiring perspective – to better understand what the candidate has been up to in previous jobs.

Contact details and RODO

We’re regularly confronted with applications missing an email or telephone number. It may seem small, but it can ruin an opportunity for cooperation. In addition, every CV should contain a RODO clause! The data protection clause is included in the CV so that the recruiter can legally process the job applicant’s data. When CVs are sent via job portals, they usually include the relevant RODO clause. Still, CVs reach recruiters via other channels – by email, on recommendation, via social media – and then it turns out that they don’t have such a required statement.

CONTENT OF CLAUSE (usually placed in the footer of the CV):

 
‘I hereby consent to the processing of my personal data for the purposes necessary for the recruitment process (in accordance with the Personal Data Protection Act of 10 May 2018 (Journal of Laws of 2018, item 1000) and in accordance with Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data and repealing Directive 95/46/EC (RODO))’. 

 

By including the clause in your CV, you agree that your data will be processed only during this one specific recruitment. Therefore, if you want to be considered for future recruitment, the clause must include such information. Otherwise, even if you’re the perfect candidate for the position, we won’t be able to contact you.

Here are the most important points that, from our perspective, should be considered when creating an effective CV. If you have any questions, feel free to contact us – our HR team will be happy to answer them.

What is worth bearing in mind when preparing a CV?

1. Be specific, clarify important information, and… don’t make things up!
2. Write down what turns you on professionally and in what direction you want to develop.
3. Make sure your CV is legible and clear.
4. If you include a photo in your CV, ensure it’s up-to-date.
5. Specify your preferred form of work (stationary, remote, hybrid).
6. Describe in key points what you have done in your previous job in the position.
7. Personalize your CV for a specific position.
8. Don’t forget key contact details (email, mobile).
9. Include a RODO clause in your CV.

More information about current vacancies can be found on the ➞ HR website.

text written by:

Aleksandra Lipowska-Rochalska, HR Director