HRmaster

How to write a CV today?

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CVs have undergone a significant change in the past years, just like searching for jobs. In this article we will have a closer look at CVs. In our first blog post we will discuss about information that should not be written in a CV.

Not too many years ago CVs were identical to written letters. Then, ‘American-style’ CVs has taken them over, which contains information such as studies, work experience and knowledge in bulleted lists. In the evolution of CVs the individuality of an applicant has become very important (and it is so until today), that is, the attributes of the applicant which raise him/her among the others. However, while trying to be individual, the candidate risks sharing too much information in the CV that are irrelevant to the position. Without limitation here are five details which should be kept out of an application:

1) too detailed personal data

It is wise to give information that is essential for the application, and not giving any of those which can cause setbacks for us, or not important. Providing contact information like phone number and email address is vital, as these are the channels through which the hiring company can get in touch. Although our home address can be a form of contact by mail, it is not recommended to write it in our CV, since it can hinder us among other applicants. Our place of birth is also irrelevant, as it may also make our application worse in case we no longer live there, and it does not affect our competences re the position either.

2) Elementary school

Including the elementary school in our studies is rarely relevant, since only those studies matter in an application that are related to the position. Elementary school is not one of them. Today competences and work experience are the factors which have decisive influence on the employer’s judgement, not where the candidate studied.

3) Irrelevant studies

Not only elementary school is unnecessary to mention in the CV, but also studies that are not directly related to the position. It can happen that we have various certifications in multiple areas, but we do not have work experience in all of them. It is wise to focus more on studies relevant to the position, or promoted the acquisition of experience and knowledge required for the position.

4) All our workplaces so far

It is a misbelief that by listing all our workplaces we seem more experienced, even those that belong to entirely different areas of expertise than which we applied for. If we gained the required experience in areas similar to the position, it is more sensible to list only those – elaborating on the tasks.

5) Short-term jobs

This overlaps the previous example, but we should deal with it separately to look at the question from a different aspect. Short-term jobs, that is, places where we worked for a few weeks or months are only viable to mention in the CV if they resulted in acquiring competences or experience that will make us stand out from other applicants. As mentioned earlier, listing many jobs does not tell about a wide range of experience. It can even suggest that we cannot or will not work at one place for long.

In the next article we will analyze errors that can greatly make our chances worse in an application.

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"Implementing HR Master was a true milestone for us: we said goodbye to countless Excel spreadsheets, and finally, all personal and labor data became manageable in a single system. A particular advantage is that employees can easily update their own data, making change management faster and more accurate. This not only reduces administration but also makes HR processes significantly smoother. Daily work is further simplified by features like one-click attendance sheet approval and the transparent, few-click leave request process."

Tímea B. | Metrodom

"We love this system because we can manage everything in one place. Previously, we handled these tasks in numerous Excel sheets, so our daily work is now much easier. As an HR professional, it’s vital to have everything centralized. Employee management has become simpler, cafeteria administration is significantly better, and we’ve digitized declarations. No longer needing paper-based statements from employees is a huge help. We also conduct surveys and are increasingly using the training module, for example, for onboarding."

Dorottya D.-N. |

"We first launched the Employee Module to handle worker data. Following this, we gradually introduced further modules: performance appraisal, training, recruitment, and the declarations and surveys module. We also started using the system for online probation and exit interviews. We had several unique requirements to tailor the system to be a bit more 'Market-specific.' The first of these was linked to the communication platform and the app launch. We wanted employees to automatically access news posts in the app so we could provide instant information about events."

Péter Sz. | Market Építő Zrt.

"As the group established its own HR department, there was an increasing need for a system that encompasses most HR functions—one where we could manage labor data, training, and performance appraisal processes in one place. That’s why we looked for HR software on the market: a complex system that facilitates the work of both HR and management."

Dóra S. | Zing Burger & Co.

"Our greatest challenge was two-fold: on one hand, we have a high number of open positions and searches within the bank; on the other, given that we are a bank, data security and infrastructure ownership are paramount. It was essential for the system to be auditable and for bank security screenings to comply with internal compliance and MNB (Central Bank) regulations. We use the recruitment module of HRmaster; we found it to be one of the few solutions on the market that not only met these needs but also offered the flexibility we required within such a strict framework."

Ádám L. | Magyar Nemzeti Bank (Central Bank of Hungary)

"We purchased the core module first; a lot of data had to be gathered, which the HRmaster team integrated into their system. There was a learning curve as we mastered the system, and later we decided to adopt the recruitment module as well. During periods with multiple projects, interviewing took up a lot of time; we wanted to ease this within the onboarding process. We also eliminated a vast amount of administration and Excel sheets by implementing the payroll integration. After an initial adjustment period, everything now runs so fluently that we hardly ever need to reach out for support."

Ildikó T. | Metrodom

"It was very important for us to choose an HR registry system that is easy to use and user-friendly for blue-collar workers and accessible everywhere. That’s why the mobile app is such a great asset. The first thing we implemented was the recruitment module. It was a big help to replace paper-based application forms and move away from tracking candidates in Excel. We also use the referral system for our internal programs. Furthermore, we utilize the time and attendance tracking—initially introduced for white-collar workers—as well as performance appraisals and the training module for mandatory education and courses."

Veronika H. | Ganz Transzformátor- és Villamos Forgógépgyártó Zrt.

"The transparent candidate database and easy-to-use interface have greatly simplified the recruitment process. Now, the status of any process is visible with a single click. Since using HRmaster, we can more easily track recruitment and selection across the entire group, and the detailed filters allow us to easily sort through previously interested candidates."

Henrietta N. | Duna Aszfalt Kft.

"We have been working with Evolution Consulting since April 2017. Since then, alongside the central Data Center module, we are now preparing to implement the Performance Management (TÉR) module. As we use the software for 'management report' purposes across a national group of 14 companies, it had to be almost entirely customized. We received full support from Evolution in this regard. For a group of this size, this level of service is indispensable."

Zsófia T. | Euromedic

"Our experience has been very positive because you work quickly and in a goal-oriented manner while communicating clearly, making it easy to understand each other. You support our development with professional solutions in both HR and production, whether it’s implementing a performance appraisal system, organizing training, or software development. We look forward to continuing our work with you."

Eszter E. | Bekomold Kft.

"We were looking for a product that is customizable, expandable, and meets fundamental labor law requirements. HRmaster satisfies these needs in every respect. The user-friendly system, along with various roles and permissions, makes the work of 3,000 employees simpler and more transparent, while innovative solutions ensure the continuous renewal of the software."

Viktória V. | Budapest Bank Zrt

"We saved time and energy by implementing the system: administration, the preparation of labor documents, payroll and resource planning, and leave tracking have become significantly faster and easier. In addition, thanks to the reporting module, we could say goodbye to our old Excel tables; now, with just a few clicks, we access useful, reliable data regarding HR controlling and turnover."

Dóra Sz. | ingatlan.com Zrt

"HRmaster is simple, transparent, and its functionality was easily adaptable to our own processes. I recommend the software because it is customizable, the development team has a flexible attitude, and it is a Hungarian development, which brings the creators within reach—people who are open to realizing new ideas."

Albert V. | HSA Kft.

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How to write a CV today?

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