Personal Profiles on a CV - do it right or don't do it at all

I referred to Personal Profiles on a blog late last year giving advice on writing an effective CV, and said I’d come back to the subject in a separate blog soon. I may be stretching the definition of “soon” leaving it 10 months, but here goes…

The first question to consider about Personal Profiles on a CV is whether it’s worth having one at all, and that’s a debate on which I could argue for either side. Having been a recruiter for well over 10 years now, I wouldn’t like to guess how many CV’s I’ve reviewed in my time, but let’s just say it’s a lot. From those, I would argue that the majority of the CV’s which have Personal Profiles would stand no less chance of progressing with an application if the Personal Profile were removed.

There are two main approaches people take with these profiles:

1.       Opinion based about the personal qualities the individual believes they hold, which they wish to share

2.       Factual about the experience and informative about the specific career focus of the individual

The problem with the first approach is that the reader/hirer is often offered no real evidence to back up the claims made in these profiles, and can therefore only be satisfied that this is just how the individual would like to appear. Claims to be hardworking and proactive are worthless if examples are not provided, and it’s far better to include this information where it might be expected elsewhere on the CV – when detailing your experience/achievements within your employment history.

The other common problem with this approach is that the same qualities/attributes are nearly always used.

“I enjoy working in a team but work equally well on my own”

If this is a phrase you recognise from your own CV, don’t worry you’re not alone (trust me!), but it may be worth taking it off for something a little more original.

It’s my opinion therefore that the first approach is worth avoiding altogether. The second approach can be useful to give the recruiter/hiring manager a brief summary of the individual’s experience and career focus, and displays that the potential employee can communicate pertinent information in a concise manner. An example would be as follows:

·         I am a 2012 CIMA Qualified Management Accountant with experience gained within the Legal sector, including financial analysis, budget preparation and supervision of an Assistant Accountant. I am now seeking a more commercial role in a larger international firm where I can improve my business partnering skills.

The third approach (not having one at all) is also an option, as long as it’s very clear from the rest of your CV what experience you hold and that the career path you are following is evident.

Do you agree or have a different viewpoint you’d like to share? Please be bold and add your thoughts/comments below!