Original perspectives for employers and candidates, grounded in the practical questions we hear in recruitment.
A title can mean different things in different organisations. Before beginning a search, clarify the outcomes the person will own, the skills that are essential and the conditions in which they will work.
Separate requirements from preferences. Agree on how candidates will be assessed and who will make the decision. These steps give a recruiter a sharper starting point and make the shortlist easier to compare.
A wider search can open access to relevant experience, but breadth alone does not create fit. Start with the hiring location, role criteria, timeline and applicable requirements. Then identify sourcing markets that make sense for the work.
Clear responsibilities between employer, consultant and local partners help keep screening and communication consistent. Candidates should understand the opportunity and the steps involved before decisions are made.
Your CV should help someone understand what you can do without having to guess. Put recent and relevant experience first. Describe the work you actually performed and use specific examples of projects, systems or outcomes.
Include your location, availability and target role. Keep the format easy to scan, and tailor the emphasis when a position calls for a particular skill. A concise message with your CV gives the consultant useful context.
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