CV Help Page

A Bit of CV Advice.

So, everybody is telling you a different way to put your Curriculum Vitae together and you do not know which is correct or best for you?

Simple, it is your Curriculum Vitae so put it together how you would like it to be put together.

Motor Industry Recruitment are one of the very few (if not the only?) agency who will send our clients your actual CV. With your full contact details on it, rather than “a profile sheet” “produced” and no doubt “tailored” by the agency.

Our clients respect this and, so far, have not used this extra information to try to bypass us. We trust them to behave as professionally and ethically as we do.

We see your CV as possibly the most important document you will ever produce. How it is structured and how well it performs can dictate the rest of your life!

So we feel we should take the time to offer our candidates some advice on how we feel a good and effective one is best put together. This information is based on measured, interview to CV sent statistics over the past 8 years, not to mention the hundreds and hundreds of CV’s we have read. We do know a good one when we see it.

Apart from the obvious, your CV needs to include these points for a client to be able to see who you are and what you can bring to their business.

So here are some pointers:

Remember: Most recent job on the top. Clients want to know who you are, not who you were when you were 20.

Education:
Do you feel your position requires this to be at the top of your CV? Will it be the deciding factor to you getting a meeting? Although it is important that your Curriculum Vitae outlines your training and education, probably will not be the reason they meet you. We feel back page is good. After all, if you are a now a Senior Service Manager of a large PLC department who once topped up the shelves at Tesco, the fact that your CV delivers the fact that you have Tesco training in shelf topping up or possibly City & Guilds 1 2 and 3 gives the reader the view of a Technician before they have even started to see what you are now.

Job titles:

Should have capital letters, i.e.:Service Manager, Sales Manager, Warranty Controller.

Don’t get caught:
A very high level of CV’s we see are not Curriculum Vitae's at all, they are bulleted job descriptions.

Duties: (You mean "Responsibilities" don’t you?) "Duties" sounds subordinate. use Responsibilities.

So what you might see in a "normal" CV under the job title of Service Manager.


Responsible for:

The profitable operation of my department.

Health and safety.

Recruiting staff.

Ensuring the highest levels of customer service.

Etc Etc.

This (above) could be anyone,or almost any job title. The owner of this CV could have any level of skills. We think it is fairly understood that unless you are sending your CV to Tesco’s HR Dept. most readers, if the reader is within the motor trade they will know what your basic job functions are from your job title. They do not need to be told.

What they want to know is who you are and what you have done, not what is expected from a Technician, Sales Executive, Parts, Service or Sales Manager. They already know that.


1# Who is your employer. You cannot assume they will know who they are just because you do.

Peter Smith Motors
A Ford franchise dealership which is part of a small dealer group consisting of 4 sites.


2# The size of your departments and responsibility level. (Operative, Supervisory or Mangerial)

If you have been responsible for, or only worked within a very small parts operation, with just two or 3 staff in your department, your experience makes you very diferent to a Parts Advisor / Manager, Supervisor, who has worked as part of a team of 20+ staff. If a manager, it is could be pointless applying to a Parts Managers job for a department with 20 plus staff, This assuming that you will almost cirtainly be competing with at least one (probably 3 or 4) other Parts Managers who have run comparable size operations. Remember that at this stage you are competing on paper but if you make up or hide information, it will (should) come to light at the interview and probably get you excluded anyway. So it is best to outline your responsibility level from the outset and possibly save you taking time off work attending an interview where you are likely to be competing against managers whose experience is better suited to running the department. Your time will come, but if you have only ever run a smaller department then your target needs to be a medium sized operation and not a large one.

3# DMS dealer management system or Computer system.

A sub heading of Achievements:

Having this gets your ability over immediately and.. What is your interviewer looking at when they meet you? You’re CV. If you add this subsection, it is probable that they will ask you about... your Achievements, allowing you to get up ion your soap box and sell yourself.


Leaving us with something like:


Employer: Peter Smith Motors
A Ford franchise dealership.
Part of a dealer group consisting of 4 sites.

Position: Service (Sales. Parts, Fleet) Manager.



Responsibility:
A department with 15 staff including 2 Gardeners, 8 Brain Surgeons, 1 Widget Maker and 4 Widget Makers Assistants. Selling 100K of Widgets controlled using the Kerridge Rev 8 DMS.

Achievements:

While holding this position I was able to:
Improve X
Bring in Y
Received Z
Move us from 64th in our regional CSI ranking to 26th.
Resulting in me being awarded the X the Y and the Z and promoted to super star..

And if you have a fragmented CV you are best off (if you can)


Reason for leaving:
Contacted by my ex boss who offered me a better position. or
Dealership closed. or
Short stop as salary expectation outlined when accepting this position were simply not achievable with the tools offered toreach the desired results.


Never just say Redundant, or my position was made redundant unless you can follow it with “along with 4 others within the site / GP”. Or, the site was sold / closed a few months later. To verify that this was a genuine redundancy as sadly, most of the time the reader takes the word redundant as a gentleman's agreement and that you may well have been sacked.


If you are not a manager, it is still important that you let the reader knows the size of your department and the profile of the operation. Plus any employee, even at operative level, who has only ever worked within a 20 man large PLC operations will be a somewhat different contender to one who may have worked in smaller teams. Both have their own attributes and skills which are best suited to a similar type of position.

If the fact that you have only ever worked in an operation with 5 staff is going to get you taken out of the running, you might as well get taken out of the running before you have spent good money on a hair cut, suit dry cleaning, time off work, fuel to get to the interview, only to have the first question asked. ”So Mary/Paul tell us about your current employers. To which it becomes obvious that you have never run or worked in a similar type of department or worked within a department of this size.

Do not get us wrong, it works both ways. If you have only ever worked in very large departments this can take you out of the running for a smaller one. An employer is looking for the best fit possible.

We hope you have found this information useful. There is absolutely no obligation for you to follow these guidelines to have your details accepted by us at Motor Industry Recruitment. We only offer this information in an effort to help some of our candidates who may need it.


We would request that you do not distribute this information but are happy for you to pass on the link ( http://www.mirec.co.uk/cvhelp.php ) to this page so your friends and colleagues who you might feel would also benefit from this advice can do so. Most of this information is not only geared to the Motor Trade so it could help others, outside of the industry?

If you feel you would like a more detailed oversight of how to put a CV together you can get a full and detailed CV pack outlining much more detail from us but as this is a 20 page document covering every aspect and giving examples of profiles,file types, e-mailing Cv's etc. we charge £20.00+VAT for this. Which, when compared to almost any CV assistance you can find is likely to be only 10-15% of what theses CV services charge and some of the worst CV’s we see are those “produced” and paid for.

If you would like a copy please e-mail info@mirec.co.uk requesting a copy of our CV Guide and we will make arrangements to send this to you either electronically or in hard copy. We will read your CV before sending you this pack to ensure you will benefit from it.

If you really are struggling with your CV, although we do not normally offer this service, we can offer to amend it for you but this would be chargeable. Prices range from £50 to £100 +VAT. dependant upon your profile and the amount of time your CV will take us to amend. The upper end of this price scale may seen a bit expensive but if you search out a CV producing company on the net you will find they charge up to £250 for this type of service and they may well know nothing about the Motor Industry. As this is not a normal activity for us so we hope you will understand if we either decline to do this or request some time to do so?