Perth Executive CVs & Resumes

Creating a compelling resume for a senior executive role is akin to crafting a targeted marketing campaign for an elite audience. It's not just about listing every skill or achievement; it's about curating content that precisely aligns with the employer's needs.

This initial conversation helps you choose the package that best suits your needs.

During the call, I'll explain my process and what kind of support and communication you can expect from me. The main goal is to ensure you feel confident in my ability to showcase your profile effectively to maximise your interview prospects.

Ready to get started? Please select a package and complete your payment via debit card, credit card, or bank transfer. We'll then set up a call to discuss your specific requirements. Together, we'll perfect your resume and any other documents included in your package until you are completely satisfied.

Yes, for those who purchase the $380 and up Executive resume or CV packages, we can arrange to meet at a convenient location in Perth to discuss your needs and the best approach. Many people prefer meetings over the phone or via Zoom, which is perfectly acceptable.

Executive job applications often involve complex selection criteria, and multiple rounds of questions and answers are usually required to align your skills, experience, and knowledge with a specific position. For this reason, if we are to meet in person, it's best for me to review your old or current resume or CV, and the job specification before our meeting.

It's common for senior individuals to assume they can overlook certain parts of the application process due to their status or reputation. However, if your resume doesn’t meet the selection criteria, it’s unlikely to pass the Applicant Tracking System (ATS), let alone be reviewed by a human.

Executive CV Elements

The critical components of most executive job applications include the CV or resume, the cover letter or e-note, and the LinkedIn profile:

• Resume or CV - this document provides a concise summary of your qualifications, knowledge, skills, experience, and achievements, all tailored to the job’s specific selection criteria.
• Cover Letter - Often in digital form (an e-note) for today's online application processes, this distils your resume's key attributes into a succinct pitch.
• Addressing the Selection Criteria - You are often required to respond to both essential and desirable skills, knowledge, experience, and achievements, ensuring your application aligns with what the employer is looking for. In executive applications, you may have to search for the selection criteria since it's frequently implicit, or it requires research to discover it.
  • Most state and federal government posts ask for you to respond to selection criteria in a stand-alone document.

Implicitly, your application should demonstrate alignment with the employer's selection criteria, even if that's not explicitly requested. Example: While solid or diverse professional network might be a key hiring criterion, that might not be in the job ad.

The roles of the cover letter and LinkedIn in executive applications

The cover letter, or its electronic counterpart, and LinkedIn profile derive from your resume, supporting your application for the specific role. LinkedIn is crucial for roles where a professional network is key and serves as a platform for potential headhunting.

I've had direct experience working for top mining and resources companies in Western Australia, in marketing, HR, and recruitment roles. Over the years, I've assisted countless individuals in applying for executive and C-Suite positions in Australia, the UK, and the USA. With a degree in Information Science, I bring unique insights into the digital recruitment filters and systems that applicants encounter. I'm a dual UK-Australian citizen, with family in both WA and Leicestershire.

Sectors and organisations

My expertise extends to consulting for various organisations including Horizon Power, Curtin University, the WA Police Department, Perth Zoo, Barminco, Allied Pumps, Alcoa of Australia, Western Mining, Sons of Gwalia, Gulf Petroleum, Small Business Development Corporation, WA State Govt., Information Enterprises Australia, and numerous others. I have consulted to organisations in these sectors, among others:

• Mining & Resources (Oil and Gas) Executive Resumes or CVs
• Pharmaceutical, Health & Nursing Executive Resumes or CVs
• Primary, Secondary and Tertiary Education (Principal and Teacher) Executive Resumes or CVs
• General Corporate Managerial and C-Suite Executive Resumes or CVs, including International postings
• Political, COS and Party Pre-Selection Executive Resumes or CVs
• Government (Local, State and Federal) Executive Resumes or CVs
• Franchisee Application Resumes or CVs (for example McDonalds)
• Capability Statement CVs for professionals and contractors (especially Mining)
• Marketing and Sales Managerial / Director / State Manager Executive Resumes or CVs
• IT and Digital Managerial / Director / Executive State Manager Resumes or CVs
• ADF and ex-ADF Executive Resumes or CVs

Certification and Memberships

I am a founder-member of the UK-based CVRA, which professionally certifies and educates CV and Resume Writers worldwide.

• Video
• Website

Corporate engagements

I've conducted executive resume writing seminars and outplacement workshops for employees of the Western Australian state and local governments, as well as universities.

Selection criteria encapsulate the qualifications, skills, and experience necessary for a job applicant to be considered for an interview. Unlike job descriptions, which provide a broad overview of duties and responsibilities, selection criteria outline specific accomplishments, qualifications, and experiences required for an applicant to progress to the interview stage.

Typically, but not always, selection criteria are detailed in the job advertisement or description, they serve as a targeted benchmark for assessing candidate suitability. They delineate the exact qualifications, experiences, and personal attributes a company values in candidates, especially critical for executives who need to align with an organisation's strategic aims and culture.

Such criteria typically include a blend of essential and preferred qualifications and personal attributes, highlighting:

• Demonstrated prowess in leadership and adeptness in team oversight.
• Advanced educational qualifications and pertinent professional history.
• Strategic acumen and sector-specific insight.
• International experience where needed, demonstrating a global perspective and cross-cultural competency.
• Notable accomplishments that have had a tangible impact on previous organisations.

Sometimes referred to by various titles like Job Specifications, Position Requirements, and Competency Frameworks, these criteria provide a detailed blueprint of the expectations for applicants, addressing both technical abilities and behavioural virtues.

The problem with deciphering selection criteria

Be careful when tailoring your resume to match the selection criteria solely based on the job ad or description. These documents are often crafted by compensation or HR teams and may not always reflect the current requirements of the role. Discrepancies between these descriptions and the expectations of decision-makers can be significant, with the 'minimum criteria' serving as the most reliable indicator. For a more accurate understanding of the role's demands, consider directly engaging with recruiters or tapping into your professional networks for insights.

Selection Criteria Statements

In Australia, jobs in the public sector, particularly government roles at the federal, state, and local levels, commonly require applicants to address selection criteria by writing stand-alone statements. These statements are a crucial part of the application process and are used to assess the applicant’s skills, experience, and suitability for the role.

Key types of jobs that typically require addressing selection criteria include:

• Government Positions - Roles within federal, state, and local government agencies often require detailed responses to selection criteria. This includes administrative, policy, and project management positions.
• Public Service Roles - Positions within various public service departments, such as health, education, and social services, usually require applicants to address selection criteria.
• Education Sector - Jobs in universities, TAFEs, and other educational institutions may require addressing selection criteria, especially for academic and administrative roles.
• Healthcare Sector - Certain roles within the public healthcare system, such as those in hospitals or community health services, may require addressing selection criteria.
• Non-Profit and Community Organisations - Some roles within non-profit organisations, especially those funded by government grants, may require applicants to address selection criteria.

Addressing selection criteria involves providing specific examples from past experiences to demonstrate how the applicant meets each criterion. This process helps employers evaluate the candidate's qualifications and suitability for the position based on predefined criteria.

This holistic approach aims to boost your success in securing interviews by meticulously aligning your profile with employer expectations and weaving a persuasive story of your skills and experience. Although our strategy adapts to each client's unique needs, this outline showcases our core methodology.

In situations without a specific job target, we apply sector-wide or role-specific criteria to tailor your application, ensuring broad relevance and appeal. Nonetheless, this broad-stroke approach may not be as effective for executive positions, which require bespoke applications.

A compelling executive resume must focus on significant and measurable achievements over duties and responsibilities.

Here's where applicants often stuff up:

Overlooking the ATS

The primary stumbling block? Applicant Tracking Systems (ATS). A staggering 70% of resumes are thought to be sifted out by these digital gatekeepers at the first hurdle because they fail to align with the employer's selection criteria, marking the downfall of the one-size-fits-none resume.

The Generic Resume Trap

Distributing the same resume for varied applications is a guaranteed misstep. Personalise your resume for each role, highlighting how your unique skills and experiences position you as the ideal candidate.

Incompatibility with Job Specifications

If your resume doesn't echo the skills and experience the job ad demands, chances are it'll be passed over. Ensure your resume closely matches the job requirements detailed in the employer's specification.

Overly Stylised Resumes

Avoid overly stylised resumes that prioritise looks over functionality. Laden with colours and complex layouts, these resumes often confuse Applicant Tracking Systems (ATS), rendering them fatally ineffective. Also, many organisations and jurisdictions will reject applications containing photographs to avoid accusations of gender or ethnicity bias.

To avoid the pitfalls and boost your chances of an interview, focus on devising a resume that's not just clear and concise but also bespoke for the job in question and compatible with ATS requirements.