Unit 3: CV Writing, CV Justification, and Interview Preparation

1. CV Writing: Structuring for Impact

A Curriculum Vitae (CV) is a marketing document designed to sell your skills, experience, and potential to a prospective employer. The goal is not just to list history, but to demonstrate value.

Highlighting Key Skills and Competencies

Skills should be categorized to allow recruiters to scan quickly.

• Hard Skills (Technical): Specific, teachable abilities (e.g., Python, SQL, Financial Modeling, SEO).
• Soft Skills (Interpersonal): Attributes related to emotional intelligence (e.g., Leadership, Adaptability, Communication).
• Transferable Skills: Skills that apply across different jobs (e.g., Project Management, Problem Solving).

Best Practice: Place a "Core Competencies" or "Technical Skills" section near the top of the CV, tailored to the specific job description.

Showcasing Achievements with Measurable Results

Employers prefer Results over Responsibilities. A responsibility lists what you were supposed to do; an achievement lists how well you did it.

The Quantification Formula:

Action Verb + Task + Result (Metric)

Using Clear and Concise Language

• Action Verbs: Start bullet points with strong verbs (e.g., Spearheaded, Engineered, Negotiated, Orchestrated) rather than passive phrases like "Helped with" or "Responsible for."
• Voice: Use the active voice. implied first-person (drop the "I").
  • Bad: "I was the team lead for the project."
  • Good: "Led a cross-functional team of 5 developers."
• Formatting: Use standard fonts (Arial, Calibri), bullet points for readability, and consistent date formatting.

2. Avoiding Common CV Mistakes

Even highly qualified candidates can be rejected due to poor CV hygiene.

1. Typos and Grammatical Errors: Indicates a lack of attention to detail.
2. Generic Objective Statements: Avoid "Looking for a challenging role." Use a Professional Summary that highlights what you bring to the table.
3. Cluttered Layout: Avoid walls of text. Use white space effectively.
4. Irrelevant Personal Information: Do not include age, religion, marital status, or a photograph (unless specifically requested or standard in that specific country).
5. Unprofessional Email Addresses: Use firstname.lastname@email.com, not coolguy123@email.com.
6. Lying/Exaggerating: Background checks will reveal discrepancies.

3. CV Justification

CV Justification refers to the ability to explain, defend, and contextualize the information presented in your CV during an interview. It addresses the "Why" behind the data.

Key Scenarios for Justification:

• Employment Gaps: Be honest. Frame the gap as a period of personal growth, upskilling, or necessary personal time.
  • Strategy: "During that 6-month gap, I completed a certification in Data Analytics and undertook freelance projects to keep my skills sharp."
• Job Hopping: Focus on the search for the right cultural fit or career growth that was unavailable in previous roles.
• Career Pivots: Explain the thread connecting your past role to the new one (Transferable Skills).
• Academic Grades: If grades are low, justify them by highlighting practical projects, internships, or extracurricular leadership that occurred simultaneously.

4. Interview Preparation: Rounds and Types

Understanding the interview landscape helps reduce anxiety and improves preparation strategy.

Common Interview Rounds

1. Screening Round (HR/Recruiter): A brief phone or video call to check availability, salary expectations, and basic communication skills.
2. Technical Round: Assesses domain knowledge. May include coding tests, case studies, or technical quizzes.
3. Managerial Round: Focuses on team fit, conflict resolution, and work ethic.
4. Final/HR Round: Discusses company culture, negotiation, and onboarding.

Types of Interviews

• Structured: All candidates are asked the same questions in the same order (fairness focused).
• Unstructured: Conversational and free-flowing (chemistry focused).
• Panel Interview: Multiple interviewers (HR, Manager, Team Lead) simultaneously. Tip: Maintain eye contact with the person asking the question, but address the answer to the whole group.
• Stress Interview: Interviewers may act uninterested or ask aggressive questions to test emotional stability. Tip: Stay calm and professional; do not take it personally.
• Video/Virtual Interview: Requires technical checks (camera, mic, internet) and a professional background.

5. Behavioral Interview Techniques (STAR Method)

Behavioral questions assume that past performance predicts future behavior. These questions often start with "Tell me about a time when..."

The STAR Method

To answer structured behavioral questions effectively, use the STAR framework:

1. S - Situation: Set the context. Describe the specific event or situation.
2. T - Task: Explain the challenge or responsibility you faced.
3. A - Action: Describe exactly what YOU did. (Focus on "I", not "We"). This is the most important part.
4. R - Result: Share the outcome. Use numbers/quantification where possible.

Example: "Tell me about a time you resolved a conflict."

(S) During my internship, two team members disagreed on the UI design, stalling the project.
(T) I needed to mediate to ensure we met our submission deadline.
(A) I organized a meeting where each member had 5 minutes to present their case without interruption. I then identified common ground and proposed a hybrid solution that utilized the best features of both designs.
(R) Both members agreed to the compromise, morale improved, and we delivered the project 2 days ahead of schedule.

6. Technical Roles and JD-Based Preparation

Personalization for Technical Roles

• Portfolio: For developers/creatives, a GitHub link or Behance portfolio is as important as the CV.
• Tech Stack Proficiency: Be prepared to rate your skills honestly (e.g., "I am an 8/10 in Java but a 4/10 in C++").
• Whiteboarding: Practice explaining your thought process while solving a problem, not just writing the code.

JD-Based Interviews (Job Description Analysis)

The Job Description (JD) is the "cheat sheet" for the interview.

How to Analyze a JD:

1. Identify Keywords: Highlight required skills (e.g., "Agile," "React," "Cross-functional collaboration").
2. Map Your Experience: For every requirement listed, prepare a specific example or anecdote from your past.
3. Identify the Pain Point: Why is the company hiring? Are they expanding? Fixing a problem? Replacing someone? Tailor your answers to solve that specific problem.

Example Mapping:

• JD Requirement: "Experience working in high-pressure environments."
• Interview Strategy: Prepare a STAR story about meeting a tight deadline during a crisis.

7. Common Interview Questions and Strategies

Q1: "Tell me about yourself."

• Strategy: Use the Past-Present-Future formula.
  • Past: Brief background and education.
  • Present: Current role and key achievements.
  • Future: Why you are interested in this role and how it fits your goals.
• Avoid: Reciting your CV line-by-line or sharing personal family details.

Q2: "What are your greatest strengths and weaknesses?"

• Strengths: Choose strengths relevant to the job (e.g., Attention to detail for QA roles). Back it up with an example.
• Weaknesses: Choose a real weakness (not "I work too hard"). Explain the weakness, then immediately explain the steps you are taking to overcome it.
  • Example: "I sometimes struggle with public speaking. However, I have joined a Toastmasters club and recently led a team presentation to improve my confidence."

Q3: "Why do you want to work here?"

• Strategy: Show you have done your research. Mention the company’s products, recent news, culture, or mission statement. Connect their goals with your skills.

Q4: "Where do you see yourself in 5 years?"

• Strategy: Show ambition but remain realistic. Focus on professional growth that aligns with the company's trajectory.
  • Example: "I hope to have mastered [Skill X] and potentially lead a team within the [Department Name], contributing to the strategic goals of the company."

Q5: "Do you have any questions for us?"

• Strategy: Always say yes. It shows interest.
  • Good Questions: "What does a typical day look like in this role?" "How does the team measure success?" "What are the company's plans for expansion in [Sector]?"