CV / Resume Matching to Job Openings
Biometric Assessment: What does an awesome candidate profile look like?
There is no point calling a candidate if their profile is not relevant. A line manager will not interview a candidate if their CV / resume is badly written or is not obviously suited to the job opening. In this session I will teach you about what to look for and provide a document template that you can send to candidate who you know are awesome, and simply haven't had much good profile writing advice in the past. If they turn around a hugely improved document, you know they could be ideal to enter the process.
Objectives of this Course:
- The previous course is Qualifying Job Openings that Convert to Hire
- Identify the most important points on CVs / resumes to help you to match candidates to a job opening
- Establish what a good or bad CV / resume looks like
- Utilise a structure when researching CVs / Resumes
- The next course is Telephone Interviews
Jonathan is an expert in digital transformation and his private clients are the CEO or COOs of high growth companies who scale their brands $MM year on year by creating and retaining the highest performing teams using his talent acquisition and sustainable team building methods. Most clients have been small and medium size, rapidly growing independent companies like Bulletproof (health & wellness), Annmarie Skin Care or ASK! Method Company in Northern America, Europe, London, South Africa and Globally.
The BluZinc Method Masterclass includes 1-2-1 and group coaching, training and mentoring both virtually and in person in all global locations. Since 2001, Jonathan has hired and trained 100s of successful recruiters, while being accountable for 10s of thousands of job openings being successful hired and lives transformed. As a digital nomad with a remote working policy, he visits customers all over the world and is also available as a Fractional VP or Advisor to the C-Suite.
He helps small companies hire 1 - 3 managers or a VP, so the CEO can be more visionary, strategic and creative. He works with the Executive Directors to expand their teams with 10-20 hires per year, so they can delegate and elevate their sense of freedom and growth while maintaining their customer satisfaction.
Jonathan feels grateful to be in a career that is his purpose and labour of love, facilitating the sustainable creation of the best teams, in the best cultures, helping individuals feel more rewarded, respected, recognised and free to enjoy their lives with a higher sense of financial security and emotional well-being.