Creating a compelling CV (Curriculum Vitae) is crucial in today's competitive job market. Your CV serves as your first impression to potential employers, showcasing your skills, experience, and qualifications. An effective CV can be the key to landing an interview and ultimately securing a job.  So how do you create a CV to make you stand out? # 1. Contact information Start your CV with your name, phone number, email address, and LinkedIn profile (if applicable). Ensure your email address is professional, ideally a combination of your first and last name. This section should be clear and easy to read, as it is crucial for potential employers to reach you. # 2. Professional Summary or Objective A brief professional summary or objective statement at the beginning of your CV can help set the tone. This section should summarise your career highlights, skills, and what you bring to the table. Keep it concise—two to three sentences that clearly reflect your career goals and value. # 3. Work Experience Your work experience is often the most critical part of your CV. List your previous positions in reverse chronological order, starting with your most recent job. For each role, include: - Job title - Company name - Location - Dates of employment (month and year) - Bullet points detailing your responsibilities, achievements, and skills Focus on key achievements to demonstrate your impact, such as successfully managing a project. # 4. Education Include your educational background, also in reverse chronological order. Mention the qualification obtained, institution name, location, and date obtained. You may also include relevant coursework, honours, or certifications if they are relevant to the job you’re applying for. # 5. Skills Highlight specific skills and knowledge that align with the job description. This can include technical skills (e.g. IT software knowledge), language skills with level of ability, and soft skills (e.g. communication, teamwork). Tailoring this section to match the requirements of the role you’re applying for can make your CV more appealing to employers. # 6. Certifications and Professional Development If you have additional certifications, licences, or training relevant to your area of expertise or the role you are applying for, include them in this section. This demonstrates your commitment to professional growth and can differentiate you from other candidates. # 7. Volunteer Experience If applicable, include any volunteer work or extracurricular activities that demonstrate your skills and interests. This can showcase your character and commitment to community service, as well as provide additional context for your skills and experiences. # 8. Professional Affiliations Membership to a professional organisation can enhance your credibility. List any relevant associations that you are a part of, as they can indicate your dedication to your field and provide networking opportunities. # 9. Formatting and presentation The presentation of your CV is just as important as its content. Use a clean, professional format with clear headings and bullet points for easy reading. Choose a readable font and keep the layout consistent. Ideally, your CV should be one to two pages long, depending on your experience level. # 10. Tailoring for each job application Finally, remember that one size does not fit all. Tailor your CV for each job application by aligning your experiences and skills with the specific requirements of the role. Use keywords from the job description to help your CV pass through Applicant Tracking Systems (ATS) that many companies use. How can Nia Marshall HR help you? An effective CV is your ticket to making a lasting first impression on potential employers. By including these essential elements and tailoring your CV to each application, you can significantly enhance your chances of landing interviews and advancing your career. Remember, your CV is a reflection of you—make it count! Nia has written many CVs and has vast experience of sifting through CVs - selecting candidates to progress through an application process.  Her support to perfect your CV will help you create an effective CV and help you stand out from the crowd. Interested?  If so, please get in touch to arrange a free no obligation consultation - Nia Marshall HR | Career Services

In today’s crazy-paced world we live in, all organisations - big or small, private or public, not for profit and voluntarily run - face numerous challenges when it comes to managing human resources. From navigating the complexity of every changing employment law to fostering a positive workplace culture, the demands on business owners can be overwhelming. This is where HR consultants come in. Engaging an HR consultant can provide a wealth of benefits for businesses of all sizes and across all sectors. Here are some key advantages: #1. Expertise and knowledge HR consultants bring a wealth of specialised knowledge and expertise. They are often well-versed in the latest HR trends, best practices, and legal requirements. Their experience allows them to identify issues and provide solutions that may not be apparent to internal teams. This expertise can help organisations avoid costly mistakes and ensure compliance with employment law; help organisations to be more efficient and get the best out of their workforce. # 2. Objective perspective An external HR consultant can provide an unbiased viewpoint on organisational and operational issues. They can assess your company’s HR practices without the influence of internal politics or biases. This objectivity can lead to more effective problem-solving and decision-making approach, helping to drive positive change within the organisation. # 3. Cost-effective solutions Employing a full-time HR professional can be expensive, especially for small to medium-sized businesses. HR consultants offer flexible engagement options, allowing business owners to pay for only the services they need. This can be a cost-effective way to access high-quality HR support without the overhead of a permanent employee. # 4. Tailored services Every organisation is unique, and HR consultants can tailor their services to meet specific needs. Whether it’s developing a comprehensive employee handbook, implementing a performance management system, or dealing with a grievance or disciplinary issue, consultants can create customised solutions that align with a organisation’s priorities. # 5. Change management support Organisations often go through transitions, whether due to growth, restructuring, or changes in leadership. HR consultants can assist with change management initiatives, helping to ensure a smooth transition for employees. They can provide guidance on communication strategies, legal considerations, and create systems to facilitate change and minimise disruption. # 6. Enhanced employee engagement Consultants can help organisations develop approaches and initiatives that enhance employee engagement and satisfaction. By assessing workplace culture and employee feedback, they can recommend strategies to improve morale, retention, and productivity. A more engaged workforce often leads to better business outcomes. # 7. Focus on core business activities By outsourcing HR functions to a consultant, organisations can free up internal resources and allow employees to focus on core business activities. This can lead to increased efficiency and productivity, as the internal team can concentrate on their primary roles without being bogged down by HR-related tasks. # 8. Access to tools and resources HR consultants often have access to a variety of tools and resources that can benefit your organisation. From HR software solutions to benchmarking data, they can provide valuable insights and tools that enhance HR operations and decision-making. How can Nia Marshall HR help you? Engaging Nia as your HR consultant can provide numerous benefits if you are looking to improve your HR practices and overall workplace environment. From expert guidance and tailored solutions to cost-effective regular support, the advantages are clear. For businesses aiming to navigate the complexities of human resources, partnering with Nia Marshall as your HR consultant will be a strategic investment in your future success. Interested?  If so, please get in touch to arrange a free no obligation consultation - https://www.niamarshallhr.co.uk/get-in-touch

The Government introduced the Employment Rights Bill  in Parliament yesterday, 10 October 2024, marking one of the most significant overhauls of workers' rights in decades. But what does this mean for you, as an employer? While the Bill outlines several major reforms, it's important to note that many proposals are still subject to consultation. This means that the specifics could change, depending on feedback. The consultation process is expected to begin in 2025, with most reforms not taking effect until 2026. For example, changes to unfair dismissal rules will take effect no sooner than Autumn 2026. A long lead-in and how you can prepare Though the Bill indicates significant changes, employers have time to prepare. The Parliamentary process is lengthy, with debates and potential amendments in both the House of Lords and Commons before the Bill receives Royal Assent. This lead-in period provides not only time to adjust but also an opportunity for you to engage in the consultation process. By participating, you can influence how these changes might be implemented in practice. So, what do the proposals mean for employers? The Employment Rights Bill is designed to implement key reforms aligned with the Government’s Plan to Make Work Pay , a core component of Labour's manifesto. The Bill’s main goal is to strengthen employment rights while supporting businesses and creating a fair, modernised employment framework. To help you understand the Bill in more detail I have set out the key proposals, and how they differ from current regulations, as well as what you can do to start preparing for these changes in this download . By staying informed and contributing to the consultation, you can stay ahead of the curve and help shape the future of employment law in a way that works for both businesses and employees.  I will provide further information about the consultation process as it develops. In the mean time, if you need any help to ensure that you are prepared for the changes ahead, please get in touch - https://www.niamarshallhr.co.uk/get-in-touch