Cv the marketing way François Meuleman

1.
1
How to write your resume
CV
THE BRUTAL METHOD
Economic
downturn,
the
Web,
the
phone
industry,
fashion
…
Everything
has
changed,
your
CV/resume
too

2.
2

3.
3
To
those
who
will
enjoy
this
book
as
a
summer
reading,
To
those
who
will
take
it
as
a
leap
into
the
unknown,
To
those
who
will
see
it
as
their
last
chance,
holding
their
breath.

4.
4
Contents
Contents
..................................................................................
4
An
introduction
as
a
kick
in
the
butt
........................................
9
Tip
......................................................................................
12
Chapter
1
:
The
EGO
Marketing
.............................................
13
a)
The
Affinity
Marketing
...........................................
15
b)
The
3
channels
of
EGO
Marketing
.........................
17
c)
The
unstoppable
attack
.........................................
21
Tip
......................................................................................
22
Chapter
2
:
Job
hunting
is
a
full-­‐time
job
...............................
24
a)
The
4
keys
..................................................................
25
1.
The
plan
.................................................................
25
2.
Evaluations
.............................................................
29
3.
Refocusing
.............................................................
32
4.
New
ideas
..............................................................
34
b)
The
CV
as
part
of
your
Game
Plan
.............................
35
a)
It’s
research
time
...................................................
36
b)
It
takes
time
to
draft
the
CV
..................................
36
c)
Sending
your
mail
..................................................
37
d)
Adjust
your
CV
and
manage
your
mail
...................
44
e)
The
letter
of
motivation
.........................................
47
f)
Numbers
on
his
agenda
.........................................
48

5.
5
c)
At
the
coffee
break
....................................................
49
1.
Convince
yourself
..................................................
50
2.
Build
a
nest
............................................................
51
3.
Don’t
write
anything
before
you
say
«
I’m
so
sure
about
it
»
52
d)
Planning
:
a
practical
summary
..................................
53
Tip
......................................................................................
54
Chapitre
4
:
It
takes
an
army
to
fight
one
..............................
55
a)
An
introduction
with
hotels
and
prisons
...................
55
b)
It’s
all
about
the
method,
fighting
a
war
included
.....
59
1.
Know
your
target
...................................................
60
2.
Know
your
opponents
............................................
72
3.
Know
your
features
...............................................
73
4.
Build
your
image
....................................................
76
c)
The
riff
.......................................................................
77
Step
1
:
Choose
your
riff
................................................
82
Step
2
:
The
variations
of
your
riff
.................................
88
Tip
......................................................................................
89
Chapitre
4
:
The
3-­‐wheel
mechanism
of
the
CV
....................
91
a)
The
«
you’re
not
in
sync
»
intro
.................................
91
b)
The
support
................................................................
92
1.
The
paper
CV
..........................................................
93

6.
6
3.
The
PDF
CV
.............................................................
97
4.
The
CV
on
CD
.......................................................
103
5.
The
on-­‐line
CV
......................................................
104
6.
The
video
CV
........................................................
105
c)
The
content
..............................................................
107
1.
The
Company
is
the
Queen
..................................
108
2.
Go
straight
to
the
point
.......................................
109
3.
Determine
a
structure
and
stick
to
it
...................
110
3.
Make
it
easy
to
remember
..................................
114
4.
Spark
desire
.........................................................
115
5.
Length
:
a
never-­‐ending
debate
...........................
120
d)
The
layout
................................................................
122
Tip
........................................................................................
125
Chapter
5
:
essential
codes
..................................................
126
a)
In
the
street,
you
always
follow
the
Beauty
Queen
;
she
seldom
proves
to
be
Miss
IQ
........................................................
126
b)
Cv
:
the
classic
codes
................................................
126
1.
Typography
..........................................................
127
2.
The
picture
...........................................................
136
3.
Dates/timeline/chronology
..................................
144
4.
Language
skills
.....................................................
149
5.
Hobbies
................................................................
152

7.
7
6.
More
details
.........................................................
158
7.
Categories
............................................................
162
The
tip
..............................................................................
187
Chapter
6
:
drafting
your
CV
step
by
step
............................
188
a)
My
CV
leaves
trails
...................................................
188
b)
The
Brutal
Way
:
the
10
steps
..................................
189
Preliminary
#
1
:
Garbage
can
and
Trash
Can
..............
191
Preliminary
#
2
:
Review
and
choice
............................
191
Preliminary
#
3
:
Research
...........................................
194
Step
#1
:
The
oral
test
..................................................
194
Stap
#2
:
Everything
on
one
single
sheet
page
............
195
Step
#
3
:
My
riff
as
the
Red
Lead
................................
196
Step
#4
:
Client-­‐related
arguments
..............................
196
Step
#
5
:
Characteristic
features
.................................
197
Step
#
6
:
Then
differentiate
yourself
..........................
199
Step
#
7
:
The
seven
essential
codes
............................
200
Step
#
8
:
Classic
or
Eccentric
.......................................
201
Step
#
9
:
Two
tests
......................................................
203
Step
#10
:
Printer,
fax
and
copy
machine
....................
206
Tip
....................................................................................
207
A
short
conclusion
...............................................................
209
Last
tip
for
the
road
.........................................................
209

8.
8

9.
9
An
introduction
as
a
kick
in
the
butt
Is
life
fair
?
Is
life
sweet
or
ruthless
?
Is
job
searching
fair
?
Sadly,
It
is
easy
to
answer
those
questions.
Recruiters,
companies,
advisers
you
meet,
the
way
they
act,
how
they
talk
to
you,
the
way
they
address
you,
it
is
all
brutal
:
those
guys
mean
business.
Job
hunting
is
a
ruthless
business,
ruthless
and
unfair.

10.
10
Potentially,
you
have
the
upper
hand
though.
You
strike
first.
The
first
bullet
is
attached
to
your
application
email
:
your
CV
as
a
straight
punch!
Do
I
need
to
be
fair
or
is
the
fight
inevitable
?
You
need
to
rephrase,
the
real
question
is
:
will
you
be
knocked
down
again
?…
And
yes,
that
is
why
this
is
agressive
writing
:
it
is
brutal.
You
need
to
accept
that
job
searching
is
unfair
:
the
best
guys
don’t
get
the
job…but
the
ones
with
the
best
preparation
and
the
most
effective
weapons
do.
Let’s
stop
being
candid.
You
must
muscle
your
way
in,
you
must
win
where
others
lose..
There
is
only
one
winner.
Second
best
is
not
enough,
the
winner
takes
it
all
!
Techniques
to
take
the
upper
hand
are
out
there,
and,
luckily,
most
recruiters
are
not
aware
of
them
(yet).
You,
yes,
you,
will
strike
first.
We
want
to
be
clear,
concise
and
accurate.
This
book
has
only
one
objective
:
to
be
easily
understood
in
order
to
be
easily
put
into
practice.
Note
:
This
book
provides
you
with
simple
rules,
but
contrary
to
what
you
can
find
on
the
internet,
we
don’t
offer
any
magic
formula.
Your
CV
is
all
about
you,
now
and
afterwards.
There
is
no
ready-­‐made
chewed
up
CV.
This
book
explains
the
basic
conventions,
the
codes
and
the
essential
tricks
to
master.
It
is
up
to
you
to
cross
the
line
from
time
to
time.
Own
it
all
so
it
becomes
yours.

11.
11

12.
12
Tip
Actors
know
that
much:
the
first
step
into
the
role
is
your
disguise.
Dress
up
like
the
perfect
job
hunter.
Pick
up
the
clothes
which
will
make
a
good
CV
and
motivation
letter
writer
off
you
:
a
pair
of
jeans,
a
tee-­‐shirt,
a
sweater
and
a
pair
of
shoes.
Also,
go
in
the
attic
and
your
polo
shirt
and
camouflage
pants
from
the
military
days
or
your
favourite
sweater
from
college
will
do
:
find
clothes
you
would
dress
up
with
in
the
morning,
whether
you
go
to
work
or
to
war.
Practically,
you
will
need
two
outfits
:
the
regular
one
at
home
and
the
one
you
will
dress
up
with
for
the
job
interview.

13.
13
Chapter
1
:
The
EGO
Marketing
True
beauty
lies
within,
I
know
that.
The
applicant’s
qualities,
his
skills
and
abilities,
his
previous
experience,
that
is
what
is
essential,
I
know
that
too.
But
most
of
all,
the
candidate
will
be
picked
up
based
on
his
appearance.
Yes,
mostly
on
his
appearance.
What
is
critical
here
is
the
emotional
aspect
of
recruiting,
much
more
than
the
objective
part
of
the
CV.
The
appearance…How
the
candidate
looks
like,
and
we
tend
to
forget
it,
how
the
CV
looks
like.
Long
before
the
job
interview,
the
way
you
look
like
begins
with
your
CV
:
8
CVs
out
of
10
suck
!
In
8
cases
out
of
10,
the
CV
doesn’t
open
any
door.
To
the
contrary,
one
door
closes,
the
one
leading
to
the
interview.
To
market
yourself
efficiently,
you
will
need
to
accept
the
fact
that
marketing
plays
the
major
part
in
your
job
search
:
your
CV
is
just
an
ad,
a
package.
The
video
store
is
big,
really
big.
Movies
all
over
the
place.
Or
rather
DVD
or
Blue
Ray
jackets.
How
am
I
going
to
pick
one
I
haven’t
seen
yet.
No
way
I
can
evaluate
beforehand.
The
packaging
will
dictate
my
choice
:
the
picture,
the
colors,
the
overall
impression
and
the
summary
on
the
back
cover.
Now
I
have
a
better
understanding
for
the
recruiter’s
questions.
Just
like
me,
he
has
to
make
a
decision
based
on
the
jacket,
my
CV
and
the
summary,
my
letter
of
motivation.

14.
14
In
the
marketing
world,
you
buy
with
your
eyes
first
:
the
quality
of
the
product
is
determined
after
use,
if
at
all.
In
the
corporate
world,
you
recruit
first
with
your
eyes,
you
realise
how
good
the
candidate
is
after
you
hire
him,
when
he
is
actually
working.

15.
15
This
book
has
been
conceived
based
on
aggressive
marketing
methods.
They
have
been
adapted
to
the
constraints
and
challenges
of
this
famous
mail.
The
job
application
works
like
a
packaging
would
:
instantly
it
is
make
or
break,
offering
an
opportunity
to
some
people,
cruelly
slamming
the
door
to
others.
Therefore,
welcome
to
the
world
of
EGO
marketing.
a) The
Affinity
Marketing
Affinity
Marketing
is
based
on
one
simple
idea
:
in
sales,
it
is
all
about
emotions.
For
the
last
ten
years,
Affinity
Marketing
has
been
the
favourite
reference
tool
in
sales,
marketing
and
human
resources
:
it
is
simple
and
mostly
effective.
In
recruitment,
this
type
of
marketing
has
long
been
limited
to
interviews.
Nevertheless,
it
provides
the
candidate
with
a
precious
help
during
both
the
CV
and
the
letter
of
motivation
processes.
How
to
reinforce
the
emotional
tie
with
the
recruiter
?
In
front
of
the
computer,
how
to
create
this
bond
as
early
as
in
the
CV
or
the
letter
of
motivation
stages
?
First
of
all,
nobody
buys
anything
if
he’s
not
in
the
mood
to
!
It
is
of
the
utmost
importance
to
create
an
atmosphere
in
your
job
application.
As
in
a
supermaket,
the
atmosphere
must
be
both
dynamic
and
appealing.
Dynamic,
because
selling
means
action,
the
recruiter
is

16.
16
literally
buying
you.
He
needs
to
call
you
in
and
to
hire
you.
Appealing
because
nobody
tips
a
petty,
niggling
and
sad
waiter.
You
all
need
to
shine
:
you,
your
CV
and
your
letter
of
motivation
:
the
recruiter
should
want
to
know
more…Maybe
you’ll
get
the
coin,
the
token
for
the
next
round,
the
interview.

17.
17
Practically
:
− No
shadow
(it’s
dull),
no
frame
(why
locking
yourself
up
when
you
should
be
friendly),
a
dynamic
typography,
an
enjoyable
and
clear
aspect
(you
are
serious
not
your
CV
!)
− A
smiling
mail
:
too
many
letters
smell
like
old
school
work,
a
conventional
copycat.
Your
letter
should
stir
up
interest,
it
is
not
about
convincing
here.
(that’s
what
the
interview
is
for
!)
− An
open
and
self-­‐confident
signature
:
no
scribble,
no
crossing
out,
not
even
squashed
nor
crossed.
− The
CV
must
be
pure
logic
itself
:
the
recruiter
should
not
think
in
order
to
understand
it.
If
he
does,
it
is
a
mental
exercise
at
best,
at
worst
an
effort.
Not
too
friendly,
not
too
nice,
both
the
effort
and
the
exercise.
− At
the
same
time,
between
the
lines,
you
have
to
create
a
bond
with
the
recruiter,
with
the
company,
the
brand
and
its
products.
You
have
already
«
worked
with
»,
you
know
;
you
are
a
great
addition
to
the
mix
:
it
is
all
about
the
bond.
To
bond
with
someone
is
almost
like
feeling
alike.
Is
feeling
alike
not
synonymous
with
affinity
?
b) The
3
channels
of
EGO
Marketing
Theoretically,
our
marketing
profesors
tell
us
that
a
brand
communicates
about
its
products,
its
benefits
and
its
values.
The
car
is
the
product,
I
will
promote
its
design,
its
engine
mechanics
or
how
resistant
the
bumpers
are.
The
result
?
Trips,
holidays,
work…
Renault
markets
its
cars
to
families,
Alfa
offers
more
seduction
than
mechanics,
BMW
sells
teen
dreams...
For
the
last
ten
years,
big
corporations
have
been
targeting
a
specific
niche
:
values,
playing
with
our
anxieties,
or
with
our
desires.

18.
18
A
good
candidate
should
also
bank
simultanuously
on
those
3
channels
:
the
product,
its
benefits
and
its
values.
As
a
product,
he
is
offering
his
skills.
His
results
represent
the
benefits
for
the
company

19.
19
hiring
him.
The
values
are
the
essential
part
:
they
never
hire
a
CV,
they
hire
one
human
being.
In
reality,
never
put
all
your
eggs
in
the
same
basket.
Play
the
three
squares
:
the
CV,
the
letter
of
motivation
and
the
interview.
− The
skills:
the
candidate
introduces
both
his
technical
and
human
skills.
The
specifics
as
well
as
the
assets
of
his
detailed
CV
will
be
put
to
his
credit
in
due
time.
Be
careful,
specific
skills
are
required
for
certain
positions
and
companies.
For
example,
in
the
IT
industry,
and
for
accountants
or
technicians.
Without
those
prerequisites,
your
CV
will
be
rejected,
so
don’t
forget
to
mention
them.
Practically,
should
you
apply
for
positions
with
required
technical
skills,
they
should
be
listed
at
the
top
of
your
CV,
below
the
position
you
apply
for.
− The
benefits
:
your
CV
is
refering
to
your
past.
The
employer
is
interested
in
the
future
:
your
contribution,
and
how
he
can
benefit
from
your
skills.
Ideally,
each
line
on
the
CV
should
help
the
recruiter
understand
«
what’s
in
it
for
him
».
Too
often,
those
lines
are
limited
to
a
narcissistic
description
of
the
candidate’s
past.
What
matters
for
the
recruiter
is
his
company,
not
you.
What
is
important
for
the
company
it
is
not
your
past
accomplishments
but
your
future
success.
Conveniently,
as
for
added-­‐value
CVs,
for
career
change
and
for
positions
requesting
mainly
interpersonal
qualities,
the

20.
20
candidate
may
add
a
vertical
column,
in
which
he
will
specify
how
each
line
can
benefit
the
potential
employer.
− The
values
:
we
can’t
say
it
too
often,
nobody
is
indispensable.
Diplomas,
training
courses
and
skills
are
just
lines
on
a
CV.
There
will
always
be
a
younger
candidate,
more
clever,
better
educated
and
speaking
more
languages.
The
only
person
no
one
can
clone
or
dispose
of
is
you.
Your
interpersonal
qualities,
the
way
you
would
deal
with
a
problem,
evaluate
a
situation
or
provide
a
different
opinion
or
solution.
Practically,
we
will
focus
on
the
values
in
Chapter
4.

21.
21
c) The
unstoppable
attack
Curiosity
is
a
greater
motivator
than
profit.
Your
CV
doesn’t
need
to
be
exhaustive
:
to
the
contrary,
it
should
stir
up
questions,
the
desire
to
know
more.
Remember
that
the
person
who
said
it
all
has
nothing
more
to
say.
Practically
:
− Detail
is
the
CV’s
best
enemy
− Suggest
your
accomplishments,
don’t
explain
them

22.
22
− Informations
about
your
previous
jobs
should
be
limited
to
a
minimum
− Your
picture
should
convey
sympathy
:
it
should
prompt
a
meeting,
not
express
seriousness
− Your
letter
should
be
the
starting
point
of
the
conversation,
propose
solutions
without
saying
too
much,
bring
up
elements
which
will
be
elaborated
during
the
interview.
The
letter
and
the
CV
should
be
meant
as
baits.
They
should
lead
to
the
interview
during
which
you
will
be
clear
and
exhaustive.
You
should
let
the
desire
spark
off.
Tip
The
important
thing
is
to
imagine
yourself
as
the
winner,
to
picture
yourself
with
the
contract
in
your
hands.
Psychologists
use
a
technique
to
reassure
people
who
go
through
a
test
(and
job
hunting
is
a
test),
it
is
called
the
FREDERICK
method.
The
person
should
project
himself
into
the
future.
He
should
imagine
a
scene
that
comes
right
after
the
test.
He
should
see
himself
happy
and
relieved.
In
order
to
visualize
efficiently,
daydreaming
is
on
:
you
should
imagine
yourself,
feel
the
atmosphere,
notice
some
details
and
focus
on
one
moment,
one
object.
You
should
imagine
yourself
right
after
the
test
as
well
:
will
you
go
for
a
drink,
celebrate
your
new
job
at
the
restaurant,
at
his/her
place,
with
a
friend…
Plan
a
budget
and
put
the
money
in
evidence
on
a
table,
hung
on
the
fridge
or
place
the
bottle
of
champagne
right
in
the
middle
of
your
office,
as
a
fetish,
as
a
reminder.

23.
23

24.
24
Chapter
2
:
Job
hunting
is
a
full-­‐time
job
The
candidate
must
admit
that
he
cannot
rush
into
the
CV
business
like
that.
Often,
the
candidate
should
be
persuaded
to
relaunch
his
project
:
even
if
he
has
been
looking
for
a
job
for
the
past
1,
2
or
6
months,
he
should
start
all
over
again
:
job
hunting
implies
organization,
almost
like
in
the
military.

25.
25
You
need
to
establish
a
game
plan,
you
need
to
decide
on
a
course
of
actions,
your
job
search
is
a
job
in
itself.
The
plan
works
like
one
organizational,
unbiased
and,
most
of
all,
motivational
tool.
It
gives
you
this
exhilarating
feeling
that
you
have
the
key,
the
recipe
to
success.
a) The
4
keys
During
counselling,
unemployed
people
are
reluctant
to
be
called
unemployed,
and
most
of
all,
they
are
reluctant
to
any
shape
or
form
of
organization
:
skills
assessment,
evaluation,
planning.
For
them,
it
is
just
all
theory,
hot
air,
psycho
tricks.
Yet
those
things
are
essential
:
job
searching
is
a
professionnal
process.
Accept
this
methodological
approach,
and
you
are
already
back
into
a
work
mode,
no
more
into
the
unemployed
mode.
This
approach
turns
the
unemployed
into
a
real
professionnal
in
the
job
search
business.
There
are
4
secrets
to
this
search
methodology
:
the
plan,
the
evaluations,
refocusing
and
new
ideas.
1. The
plan
When
you
are
looking
for
a
job,
the
plan
is
like
a
roadbook
:
it
guides
the
candidate,
shows
him
where
he
is
starting
from,
where
he
is
heading
to
and
mostly
the
challenge
he
will
be
facing.
You
should
make
it
a
step-­‐by-­‐step
process
:
how
could
I
write
my
CV
without
a
clear
understandig
of
my
past,
without
a
clear
vision
for
my
future.
The
Skills
Assesment
process
is
essential.
It
is
essential
in
order
to
define
your
strengths
and
assets,
but
also
to
define
your
objectives
:

26.
26
one
out
of
three
unemployed
person
is
unable
to
clearly
state
which
position
he
is
aiming
for
!
There
are
7
steps
to
the
job
search
Game
Plan.
These
steps
are
simple
but
too
often
tend
to
be
neglected.
Always
bear
in
mind
that
this
game
plan
offers
you
the
opportunity
to
find
a
new
motivation
from
the
very
start
and
the
chance
to
have
a
companion
during
the
process.
Your
very
own
brother
in
arms.

27.
27
This
book
will
only
develop
the
CV
part
of
it.
But
we
all
understand
that
each
of
these
7
steps
brings
you
closer
to
success.
If
you
ignore
them,
they
work
as
well
like
a
trap,
a
liability…
− Before
anything
else
:
get
organised
1. Draft
your
dream
team
and
fight
together
as
a
team
!
2. The
night
before
:
change
the
world,
understand
certain
things,
question
others,
express
resentment
and
bring
back
dreams
of
success,
new
lives
and
families
3. Day
1
:
one
day
to
develop
my
Game
Plan
− Step
1
:
The
Skills
Review
1. The
research
2. The
review
:
I
force
myself
to
reflect
on
the
course
of
my
life
3. The
job
:
I
force
myself
to
determine
the
position
I
am
aiming
at
4. What
about
training
and
education
?
− Step
2
:
Drafting
your
CV
1. Research
2. Allow
time
to
draft
3. Organize
your
mail
4. Adjust
your
CV
and
manage
your
mail
5. The
letter
of
motivation
− Step
3
:
The
approach
1. Research

28.
28
2. Survey
the
job
market
3. Determine
the
necessary
steps
− Step
4
:
To
prepare
for
the
interviews
1. Research
2. Play
the
game
and
be
the
character
3. Be
the
one
they
expect
− Step
5
:
To
apply
1. Determine
how
you
approach
the
market
(opportunity
approach,
qualitative
and
targeted
approach
of
specific
companies
and
quantitative
approach
of
one
particular
business
field)
2. Crunching
numbers:
answers
ratio,
first
and
second
interview
ratio
3. Decide
on
your
approach
4. Adjust
your
CV
and
your
letter
of
motivation
5. The
go
no
go
:
Should
I
accept
anything
?
− Step
6
:
To
prepare
for
the
big
day
1. Research
the
company,
its
partners
and
its
competitors
2. Research
the
products
and
services
offered
by
the
company
3. Theoretical
and
practical
upgrade
(emphasis
on
management,
on
change
management
and
on
communication)
− Step
7
:
My
first
day

29.
29
2. Evaluations
Every
project
requires
a
follow-­‐up
:
it
needs
to
be
evaluated.
For
the
man
in
the
street,
evaluation
comes
with
a
taste
of
monitoring
and
sanctioning.
Evaluation
is
not
about
monitoring
nor
sanctioning.
Evaluation
is
the
only
valid
method
to
follow-­‐up
a
project,
to
evaluate
its
accomplishments
and
mostly
to
limit
its
failures.
From
the
get
go,
self-­‐evaluation
is
necessary
:
I
have
done
my
homework,
«
have
I
bought
the
best
books
?
»,
I
have
met
somebody,
«
have
I
validated
what
he
told
me
?
»,
I
have
picked
up
a
job
«
have
I
asked
a
third
party
for
an
opinion
?
»,
and
finally,
I
have
drafted
my
CV
«
has
somebody
read
it
?
is
it
understandable
?
is
it
up
to
the
current
standards
?
»
Practically,
two
persons
are
not
to
be
trusted
:
the
one
who
knows
and
myself.
− I
should
be
wary
of
Myself
as
I
am
too
close
to
the
action.
Either
I
like
myself
too
much
or
I
despise
myself.
I
think
I
control
the
process
whereas
most
of
the
time
the
process
controls
me.
I
think
I
know
where
my
flaws,
my
qualities
and
my
strengths
lie,
but
the
reality
is
that
I
disregard
(or
I
hide)
my
flaws,
I
am
suspicious
of
my
qualities.
And
the
strengths
I
display
are
just
a
cover.

30.
30
− Also,
I
should
be
wary
of
the
know-­‐it-­‐all
expert
:
the
person
in
charge
of
a
charity
or
an
institution,
or
even
worse
the
friend
working
at
the
HR
Department.
Often,
these
people

31.
31
are
not
well
informed,
often
these
so-­‐called
market
experts
speak
the
same
lingo
they
used…ten
years
ago.
Drafting
your
CV,
the
TO-­‐DO
list
:
1. The
documentation
at
your
disposal:
check
the
release
date,
double
check
the
advice,
and
mostly
adjust
them
(a)
to
the
position
you
apply
for,
(b)
to
the
particular
field,
(c)
and
the
company
you
are
targeting,
(d)
to
the
job
market
and
most
of
all
to
yourself.
2. They
all
give
you
advice.
Ideally,
pick
up
three
persons
from
different
origins
:
one
working
in
your
field,
a
former
colleague
or
one
friend
on
the
inside,
the
one
who
is
helping
you
finding
a
job,
Mr
Job
Center
for
example,
and
the
HR
person,
on
the
other
side
of
the
fence.
3. Your
CV
:
after
you
draft
it,
have
people
read
it
again
and
again.
(a)
your
baker
should
be
able
to
understand
it.
The
guy
from
HR
doesn’t
have
a
clue
about
your
job
anyway.
(b)
Also,
your
CV
should
promote
your
skills.
The
expert
in
your
field
should
be
able
to
determine
your
added
value,
your
expertise.
(c)
He
is
also
your
first
messenger
:
he
should
spread
your
word.
He
should
be
like
you.
Remind
yourself
that
your
CV
is
at
the
intersection
of
three
roads
:
yours,
the
company’s
and
the
recruiter’s.
There
must
be
something
for
each
of
them.
4. The
letter
of
motivation
is
critical.
Force
yourself
to
draft
it,
to
draft
it
again,
to
have
people
to
read
it.
Documentation
is
available
too,
you’ll
be
told
almost
everything,
good
and
bad.
Your
job
is
to
sort
out
right
from
wrong
so
it
becomes
your

32.
32
«
foot
in
the
door
».
The
same
foot
the
buyer
uses
to
close
the
door
on
the
seller.
5. Before
you
draft
your
CV,
both
your
skills
assessment
and
your
choices
should
be
evaluated.
3. Refocusing
Refocusing
means
that
you
accept
other
people’s
comments,
criticisms
and
propositions.
Too
often,
the
job
seeker
looks
like
a
victim,
worn-­‐
out,
demotivated
and
sensitive.
Too
many
people
overprotect
you,
they
restore
your
confidence
and
they
hide
the
truth
from
you:
2
CVs
out
of
3
are
below
average
;
4
letters
of
motivation
out
of
5
are
ineffective.
Equally,
2
candidates
out
of
5
showed
up
inappropriately
dressed
up
for
the
interview
;
1
candidate
out
of
2
is
unable
to
express
himself
or
simply
communicate
what
he
wants
or
likes.
You
don’t
need
to
be
praised,
you
need
help,
advice
and
to
be
questionned.
To
find
the
person
who
will
dare
to
tell
you
where
your
strengths
are,
and
most
of
all
where
your
deficiencies,
your
weaknesses
and
our
shortcomings
are,
well
it
is
up
to
you.
Forget
about
your
partner’s
opinion,
she/he
has
always
seen
you
as
a
wonderful
person.
Also,
forget
the
opinion
from
so-­‐called
friends
and
former
colleagues,
they
avoid
unsettling
you
more
at
all
cost
(although
they
do
know
why
you
have
been
laid
off
!)
You
enjoy
the
feedback
?
Fine,
but
now
you
should
learn
the
lessons
and
refocus
your
approach
accordingly.

33.
33
Which
parts
need
to
be
reframed
?
Almost
all
of
them
:
the
field,
the
position
or
the
company
you
are
targeting,
your
CV,
your
letter
of
motivation,
the
way
you
deal
with
the
corporate
world,
your
presentation
skills
whether
during
the
interview
or
over
the
phone,
your
salary
expectations,
…
Consider
your
job
search
as
a
journey,
a
journey
during
which
change
occurs
constantly.
It
is
more
wearying,
less
reassuring
…
It
is
a
full-­‐time
job!

34.
34
4. New
ideas
The
best
way
to
bounce
back
?
You
come
up
with
a
new
idea.
Full
reset.
This
very
idea
gets
you
motivated,
lifts
you
up
and
whispers
to
your
ear
:
nothing
is
lost
!
But
there
is
a
downside
to
this
new
idea.
You
are
forced
to
admit
that
you
were
wrong,
on
one
side,
on
the
other
you
are
forced
to
start
again
:
to
draft
your
CV
again
or
your
letter
of
motivation,
to
question
the
way
you
deal
with
the
corporate
world
and
your
presentation
skills
…
This
new
idea
may
come
up
in
a
different
shape
:
you
may
be
thinking
about
a
new
career
or
a
new
life.

35.
35
b) The
CV
as
part
of
your
Game
Plan
You
don’t
start
with
the
CV.
First
and
foremost
:
you
set
the
frame,
you
draft
your
dream
team
and
you
get
the
skills
assessment
process
under
way.
− As
for
the
assessment
process,
there
is
a
lot
of
help,
advice,
software
and
books
available.
Unfortunately,
it
will
put
you
off
and
make
you
feel
guilty
very
often.
Several
efficient
assessment
tools
are
out
there.
Bear
in
mind
that
each
assessment
process
begins
with
questionning
your
childhood
dreams,
your
status
back
in
the
school
yard
days,
your
regrets
as
a
teenager
and
your
dreams
as
an
adult.
A
fair
assessment
is
all
about
someone’s
life,
not
about
a
position
to
be
filled.
It
is
up
to
you
to
pick
up
the
right
tools,
to
activate
the
well-­‐
advised
help.
− It
is
pretty
uncommon
but
ideally
you
would
draft
a
team,
a
group
of
people,
«
the
Magnificent
5
»,
all
of
them
job
hunters,
ready
to
help
and
support
each
other
in
order
to
reach
the
objective.
You
all
meet
every
morning
at
9
a.m.
to
start
a
real
day
of
work.
You
set
up
goals,
you
share
tasks,
why
not
designate
leaders
and
even
enjoy
lunch
breaks.
Together
we
perform
better,
we
come
up
with
differents
ideas,
we
recover
the
strength
and
team
spirit
we
can
thrive
on
so
we
don’t
let
go,
so
we
keep
on
fighting
when
others
would
quit.
Note
:
There
is
no
secret.
As
a
young
job
hunter,
you
get
up
at
7
:30am
on
the
first
day,
at
7
:45am
on
the
second
day,
and
on
the
third
day,
you
have
second
thoughts
about
setting
up
the
clock
…

36.
36
− Don’t
forget
to
schedule
a
couple
of
days
to
consider
and
draft
your
Game
Plan.
Done
!
Now
let’s
get
ready
for
the
CV.
a) It’s
research
time
There
are
several
dedicated
books
on
the
subject
in
every
bookstore.
Most
of
them
are
obsolete.
The
online
data
also
lack
innovation,
boldness
or
simply
relevance
...
They
all
seem
to
agree
on
the
same
10
years
old
rules.
The
corporate
world,
the
way
we
communicate
and
the
world
we
live
in
have
all
gone
through
an
amazing
evolution
:
the
web,
the
phone
industry,
standards…
Few
aspects
have
been
left
unaffected.
CVs
followed
suit.
Best
practices
and
requirements
to
draft
CVs
need
a
serious
update.
The
recruitment
process
definitely
accounts
for
that
:
most
CVs
and
letters
of
motivation
lack
of
adequate
layout,
draft
and
often
are
hardly
understandable.
Try
to
sort
out
good
from
bad
and
identify
the
relevant
sources
:
buy
or
borrow
several
books,
surf
the
web
and
ask
recruiters
for
advice.
What
you
get
from
bureaucrats
or
teachers,
well,
that
is
not
enough.
b) It
takes
time
to
draft
the
CV
I
allow
myself
one
week
to
draft
my
CV.
Not
two
weeks
or,
as
it
is
mostly
the
case,
two
hours.
The
majority
of
job
hunters
is
convinced
that
two
hours
is
all
it
takes
to
draft
their
CV,
one
day
at
best.
No
way.
A
whole
week
is
required.
The
worst
CVs
?
The
«
CV
Ctrl
C-­‐
Ctrl
V
»
ones.
These
CVs
follow
you
nicely
from
the
early
days
of
college
graduation
on.
Each
training,
each

37.
37
position
is
just
another
line
added
to
the
original
CV.
Well,
you
throw
this
kind
of
CV
into
the
trash
can.
Any
job
search
starts
with
a
blank
CV
:
you
start
from
scratch.
With
the
assessment
on
your
mind,
you
draft
your
Cv
on
a
blank
sheet
of
paper.
Once
drafted,
as
mentionned
earlier
in
the
book,
you
need
people
to
read
and
proofread
it.
When
your
CV
is
done,
you
will
now
dedicate
two
days
to
your
letter
of
motivation.
Be
careful,
there
are
techniques,
tools
and
DIY
stuff
available
out
there
too.
c) Sending
your
mail
You
will
need
a
spreadsheet
(or
a
squared
sheet
of
paper).
Sending
CVs
requires
dates,
determined
quantities
and
objectives.
Determine
one
day
of
the
week
to
send
your
mail.
Three
different
kinds
of
mails
should
be
sent
at
the
same
time
:
the
qualitative
mail,
the
quantitative
mail
and
the
opportunistic
mail.
− The
qualitative
mail
:
you
should
target
your
favourite
companies
according
to
your
skills,
your
ambitions
and
your
preferences.
These
companies
are
your
prime
choice
:
that
is
where
you
would
like
to
work.
For
them,
you
will
dedicate
time
:
the
time
to
get
to
know
them,
to
research
them,
their
history,
their
products
and
their
needs
;
and
finally,
the
time
to
draft
your
CV
once
again,
to
adjust
your
letter
of
motivation.
The
stakes
are
high
now,
it
is
taylor
made
work.
Practically,
don’t
send
out
more
than
3
to
5
qualitative
applications
on
a

38.
38
weekly
basis.
Each
application
involves
:
a
research
phase,
an
approach
you
decide
upon
and
a
customized
draft
of
both
the
CV
and
the
letter
of
motivation.
This
process
involves
a
follow-­‐
up
over
the
phone.
Have
you
got
my
mail
?
Has
it
been
addressed
to
the
right
person
?
May
I
email
you
one
copy
?
Also,
it
involves
a
specific
preparation
to
the
interview,
including
the
search
for
contacts
you
might
have
on
the
inside
(sponsorship,
support
or
cooptation).
You
send
the
mail
on
mondays,
so
it
is
delivered
on
the
right
desk
by
tuesdays.
The
follow-­‐up
calls
will
be
placed
on
wednesdays
or
thursdays.
Fridays
are
not
recommended
:
for
some
people
the
weekend
has
already
started,
the
rest
of
them
are
overloaded
(what
has
to
be
done
before
the
week-­‐
end
!).
− The
quantitative
mail
:
CVs
are
mailed
in
bulk.
As
for
advertised
positions
and
unsolicited
job
applications,
it
is
all
about
quantity
not
so
much
about
the
follow-­‐up.
You
determine
a
planning
for
this
type
of
mail
as
well
:
no
more
than
20
on
a
weekly
basis.
The
mail
is
not
as
qualitative
but
it
nevertheless
requires
the
usual
research
and
follow-­‐up
over
the
phone.
Those
mails
are
sent
all
week
long,
as
a
result,
the
research
and
the
follow-­‐up
are
assigned
during
the
whole
week.
− The
opportunistic
mail
:
This
is
a
very
specific
process
but
you
should
dedicate
half
a
day
to
take
advantage
of
any
particular
opportunity,
to
cash
in
on
a
«
lucky
shot
».
It
may
come
from
randomly
surfing
the
web,
a
former
colleague
can
tip
you
off,
someone
you
meet,
anything…

39.
39
Don’t
discard
luck
during
your
job
search,
don’t
turn
your
back
at
what
may
appear
imposible.
Fact
is
:
100%
of
the
people
hired
have
applied.
Let’s
rephrase
4
simple
things
:
ü The
unsolicited
application
:
without
any
prior
job
ad
release,
the
candidate
mails
his
CV
and
letter
of
motivation
to
the
company.
The
CV
is
focused
on
the
targeted
company’s
needs.
Some
of
its
key
elements
can
be
refered
to
:
proposals
or
references
related
to
its
services,
products
or
management
.
But
mostly,
the
letter
of
motivation
should
be
reworded
:
more
dynamic,
more
deliberate,
it
should
be
almost
intrusive.
The
candidate
should
market
himself
as
one
unique
product.
This
candidate
is
off
the
traditional
job
ad
channel,
therefore
he
is
one
of
a
kind,
he
is
motivated.
The
letter
should
be
specifically
focused
on
the
company‘s
needs,
issues
or
expectations.
The
candidate
doesn’t
matter,
the
solution
he
is
providing
does.
Most
companies
don’t
advertise
vacancies.
They
use
straightforward
techniques
:
cooptation,
headhunters,
online
vacancies
on
the
company’s
web
site,
or
hiring
away
from
its
partners,
clients
or
competitors.
The
unsolicited
application
appears
like
one
of
the
most
commonly
used
and
efficient
approach.
ü Seeding
by
calling
:
There
is
no
CV
without
a
follow-­‐up
over
the
phone.
To
make
sure
the
mail
has
reached
the
right
person,
to

40.
40
get
the
interview,
to
answer
a
question
from
a
recruiter
or,
more
generally,
to
introduce
oneself
or
to
start
convincing.
This
one
phone
call
is
crucial
:
it
is
do
or
die,
your
CV
can
either
land
in
the
trash
or
lead
you
to
the
interview.
To
talk
over
the
phone
seems
to
be
easy.
But
for
many
candidates,
to
catch
a
recruiter’s
attention
over
the
phone
proves
to
be
a
difficult
thing
to
do,
almost
an
act
against
nature
:
I
talk,
I
sell
myself,
I
open
myself
to
a
person
I
don’t
meet
face
to
face.
You
need
to
practice.
Techniques
are
available,
mostly
related
to
online
sales.

41.
41
For
example,
don’t
forget
that
:
a. 30
seconds,
that
is
all
you
have
to
introduce
and
sell
yourself.
b. The
terminology
gives
depth
to
what
you
want
to
say.
It
must
convey
your
energy,
drive
and
enthusiasm.
c. Thirty
seconds
then
:
10
are
about
the
recruiter’s
company,
10
are
about
your
professional
skills
and
10
are
about
your
people
skills.
d. Always
end
with
a
proposition
(not
a
request
!)
for
a
meeting
within
the
next
5
days.
e. Someone
from
HR
does
not
have
a
clue
about
the
technical
requirements,
whereas
a
Department
Head
or
a
potential
colleague
basically
need
reassurance
regarding
your
technical
background
.
f. Heads
of
department
are
generally
available
before
8
:30am
and
after
5
:30pm.
No
secretaries
to
block
calls
at
those
times.
ü On-­‐line
research
:
thanks
to
the
web,
it
only
takes
15
minutes
for
anybody
with
a
fair
knowledge
of
Google
to
gather
enough
data
regarding
the
company,
its
history,
its
products
and
its
referrals
.
Another
15
minutes
to
get
a
clear
picture
of
its
environment
:
its
market,
its
competitiors
and
its
business
partners.
Practically,
the
data
is
then
gathered
on
index
cards
or
on
a
spreadsheet.

42.
42
Check-­‐list
for
the
targeted
company
:
a. Name
of
the
company,
business
field
and
sales
figures
b. Name
and
phone
number
of
Head
of
HR
c. Name
and
phone
number
of
future
boss
d. Date
of
application
mail
and
follow-­‐up
e. List
of
products
and
services
available
f. Business
partners
and/or
main
sub-­‐contractors
g. Main
competitors
with
their
strengths
and
weaknesses.
h. Perhaps
you
should
google
the
people
you
will
meet.
Interesting
:
the
person
I
will
be
meeting
tomorrow
plays
golf…So
do
I
!

43.
43
ü Cooptation
:
When
an
employer
decides
to
hire
someone,
he
is
taking
a
risk.
The
new
guy
should
have
the
requested
set
of

44.
44
skills,
he
should
be
a
team
player,
he
should
get
along
with
the
clients,
he
should
be
reliable
and
honest…
To
limit
these
risks
to
a
minimum,
the
employer
asks
his
personnel
to
find
«
a
gem
».
This
is
what
cooptation
means.
Following
an
internal
notice
for
a
vacancy,
the
staff
is
asked
to
come
up
with
names
of
candidates.
This
is
more
reliable
than
a
recruitment
procedure
open
to
anyone
:
less
candidates
and
of
higher
level.
The
selection
is
easier:
the
staff
is
reluctant
to
introduce
sub-­‐par
candidates.
An
irrelevant
candidate
is
bad
PR.
It
often
involves
a
finder’s
fee.
d) Adjust
your
CV
and
manage
your
mail
Very
quickly,
the
once
alleged
perfect
CV
appears
to
be
inadequate.
An
inaccurate
analysis
of
the
job
market,
or
of
its
objectives,
poor
drafting
or
inadequate
layout,
content
too
far
from
the
realities
of
the
corporate
world,
…
whatever
the
reason,
your
CV
needs
a
radical
change.
Now,
the
candidate
should
work
on
his
CRM
approach
(Customer
Relation
Marketing).
He
will
adjust
his
CV
after
a
better
understanding
of
the
expectations
of
the
corporate
world.
During
your
job
search,
you
will
be
forced
to
a
by-­‐weekly
review
of
your
CV,
of
its
layout
and
content.
On
the
agenda,
every
second
mondays,
you
redraft
your
CV
and
the
letter
of
motivation.
The
feedback
from
the
employers
will
dictate
the
planning
of
your
mail
and
its
follow-­‐up.
By
Week
2,
he
has
already
been
altered
:
not
enough
(or
too
much)
time
spent
researching
companies,
or
on
the
follow-­‐up

45.
45
by
phone,
then
no,
too
little
or
too
much
feedback,
interview
propositions
or
petitions
for
complementary
informations
The
qualitative,
as
well
as
quantitative
and
opportunistic
mail
should
be
rescheduled.
Two
mistakes
to
be
avoided
:
the
work
overload
caused
by
too
many
answers
from
employers
or
the
lack
of
activity,
idleness
as
a
result
of
poor
or
inadequate
feedback
or
mail.
2
simple
things
to
rephrase
:
ü The
different
versions
of
the
CV
:
Few
candidates
apply
for
only
one
job.
Most
job
seekers
aim
at
various
positions,
sometimes
totally
unrelated.
Several
explanations
:
the
diversity
of
the
candidate’s
academic
or
professional
background,
past
dreams
or
old
ideas.
Generally,
you
should
draft
not
just
one
CV
but
several.
Each
one
targets
a
particular
position
or
business
field,
in
relation
with
the
size
of
the
company,
the
origins,
or
the
company’s
and/or
the
recruiter’s
operational
language
and
culture.
The
same
goes
for
the
letter
of
motivation.
Careful,
most
CVs
are
digital.
The
file
name
should
meet
some
requirements.
The
name
should
include
:
1. Name
of
the
candidate
2. Vacancy
(not
your
diploma
!)
3. Year
4. Perhaps
:
the
reference
of
the
vacancy

46.
46
The
client,
always
the
client
CRM
:
Customer
Relation
Management.
In
this
case,
the
recruiter
is
the
client.
Usually,
you
should
research
your
client
:
his
background,
his
products,
his
market
…
but
also
his
expectations,
his
needs,
his
preferences
and
his
wishes.
In
short,
all
these
terms
are
instrumental
during
the
recruitment
process
:
1. The
expectations
refer
to
the
requirements
or
requests
put
forward
by
the
recruiter
in
the
vacancy
release.
2. The
needs
refer
to
the
technical
or
interpersonal
skills
required
for
the
position.
Often,
the
needs
and
the
expectations
mentionned
on
the
vacancy
are
different
things.
The
applicant
can
take
the
initiative
and
voluntarily
detail
his
current
needs
to
the
recruiter
and
therefore
profile
himself
as
the
answer
to
them.
The
CV
and
the
cover
letter
are
the
perfect
tools
for
that
matter.
3. It
is
more
difficult
to
identify
the
preferences.
They
can
work
consciously,
and
sometimes
unconsciously.
The
recruiter
may
prefer
a
certain
type
of
profiles,
backgrounds
or
sets
of
skills.
But
it
is
not
limited
to
that.
The
colors,
the
design,
the
typography
and
even
the
writing
style
used
in
the
letter
of
motivation
(and
the
signature
!)
will
have
an
impact
on
the
perception
of
the
candidate
by
the
recruiter.
4. The
recruiter
has
an
idealistic
idea
about
the
perfect
candidate
:
he
will
either
be
the
answer
to
his
problems
or
a
true
wall
against
his
difficulties,
or
the
almost
magic
solution
which
will
allow
him
to
save
or
keep
his
company.
It
is
not
easy,
but
you
can
do
it.

47.
47
e) The
letter
of
motivation
First,
you
draft
the
CV(s),
then
the
letter
of
motivation.
You
will
need
a
couple
of
days.
You
will
ask
for
advice
or
for
help.
More
than
for
the
CV.

48.
48
Practically,
(in
Part
2
of
the
Brutal
Method)
ee
will
see
that
there
are
simple
methods
to
draft
a
killer
letter
of
motivation.
f) Numbers
on
his
agenda
There
you
go
:
you’ve
done
a
rough
draft
of
your
planning,
with
numbers
and
dates.
Now,
you’ll
add
objectives
:
how
many
interviews
should
you
get
?
Usually,
job
seekers
are
aiming
at
a
certain
number
of
weekly
(or
by-­‐
weekly)
interviews.
How
many
of
them
?
it
depends
on
the
vacancy,
the
current
trend
within
the
job
market,
how
old
the
candidate
is,
or
his
qualifications.
For
lower
skilled
positions,
the
objective
should
be
one
interview
per
week,
with
an
answer
ration
of
35%.
For
higher
skilled
positions,
the
objective
should
be
one
interview
every
two
weeks
(or
three)
with
an
answer
ratio
of
60%.
If
the
answer
ratios
are
lower:
− Either
the
CV
or
the
letter
of
motivation
need
a
new
approach.
Change
them
− Or
there
is
a
lot
of
competition
on
the
markey
(lots
of
job
seekers,
few
vacancies).
In
this
case,
both
the
CV
and
the
letter
of
motivation
should
be
adjusted.
More
agressive,
more
straightforward,
in
order
to
outshine
the
competition.
The
same
goes
for
the
interview
:
just
one
and
you
are
out.

49.
49
The
question
is
:
«
are
my
interview
skills
up
to
the
standards
?
».
You
should
question
yourself,
review
your
strategy
or
find
new
ideas.
Note
:
Both
the
CV
and
the
letter
of
motivation
are
crucial.
Symbolically,
the
candidate
switches
into
action
mode.
He
has
something
in
his
hands,
something
to
give
out,
something
to
stand
for.
Therefore
it
is
important
to
draft
those
documents
at
the
earliest
stage
of
the
process.
Consider
those
documents
as
a
work
in
progress
:
they
represent
a
never-­‐ending
process.
Each
mail,
each
interview
gives
you
the
opportunity
to
review,
amend
or
re-­‐draft
them.
c) At
the
coffee
break
Candidates
usually
enter
the
interview
room
and
introduce
themselves
to
the
recruiter
as
Calimero’s
twin
brother.
They
look
like
they
are
responsable
for
all
the
miseries
in
this
world
:
«
sorry
for
being
here
but
i
simply
wanted
to
give
you
my
resume
»
This
is
a
classic
:
most
candidates
(notably
senior
ones
and
people
unemployed
for
a
long
time)
persuade
themselves
they
will
fail
at
the
interview.
It
shows
on
their
face,
on
their
body
language,
on
their
tone
of
voice.
It
tells
the
recruiter
:
it
won’t
be
him.
It
works,
believe
me
:
it
won’t
be
you.
Nobody
likes
a
depressive
victim,
a
pain
in
the
butt
or
a
loser
in
his
company.
«
It’s
me
or
them
!
».
This
may
sound
offensive
but
this
is
successful
Job
Search
101.
You
should
welcome
the
competition
and
enter
the

50.
50
battlefield
as
a
winner
and
not
as
a
loser,
or
worse
as
Mr
Nice
and
Candid.
This
is
a
statement,
it
is
my
decision
:
THIS
JOB
IS
MINE
!
1. Convince
yourself
Conveniently,
you
should
stage
the
decision.
Solemnly
you
tell
yourself
:
THE
JOB
IS
MINE
!
Dress
up,
stand
in
front
of
the
mirror
and
talk
to
yourself,
persuaded
you
are
one
of
a
kind,
up
to
the
standards…You
are
the
one
they
are
waiting
for.
This
is
not
stupid
at
all.
It
may
appear
easy,
but
it
is
not.
Even
worse,
nobody
can
help
you
:
like
the
guy
who
wants
to
quit
smoking,
the
only
person
who
can
convince
yourself
is
you
!
Build
a
nest
:
with
a
clear
goal
in
sight,
a
small
group
of
committed
and
devoted
people
around
you.
This
nest
works
like
your
base
camp,
bulletproof
with
certainties.
Which
certainties
are
we
talking
about
?
It
doesn’t
matter,
confidence
is
universal
and
contagious.
If
you
are
convinced
to
be
the
best
table
football
player,
or
if
you
cook
the
best
crumble,
then
it
will
be
a
piece
of
cake
to
convince
yourself
to
be
the
best
developer
or
the
best
secretary.

51.
51
This
nucleus
of
certainties
is
the
cornerstone
to
your
success
during
the
interview
:
the
recruiter
feels
it
when
it
is
there,
and
feels
it
when
you
don’t
have
it.
So
stop
being
Calimero’s
twin
brother
too.
2. Build
a
nest
For
those
of
you
who
think
it
is
easy,
well,
it
is
not.
During
my
training
sessions,
I
use
a
simple
technique,
it
will
make
you
smile
but
it
is
efficient.
I. Pick
up
one
skills
by
which
you
stand
out
in
your
family.
Focus
on
your
expertise
and
challenge
yourself.
Prove
yourself
that
you
are
the
best
at
cooking
chocolate,
at
cutting
a
flower,
at
mixing
music,
at
riding
uphill.
II. Build
your
nest
and
verbalize
what
you
just
went
through.
Finish
the
following
sentences
:
− Whatever
happens,
…
− I
can
punish
if
…
− I
am
there
to
…
− I
have
solutions
:
…
− I
am
taking
full
responsability,
and
even
more
so…
III. Do
the
same
exercise
for
the
position
you
are
aiming
at,
or
for
a
set
of
skills
you
have.
Never
forget
that
the
motto
«
I
believe
I
can
fly
»
is
crucial
during
the
interview.
You
cannot
convince
the
recruiter
if
you
are
not
persuaded
yourself.

52.
52
3. Don’t
write
anything
before
you
say
«
I’m
so
sure
about
it
»
This
certainty
will
come
out
naturally
expressed
on
your
CV,
and
mostly
on
your
letter
of
motivation.
If
you
don’t
trust
yourself,
this
lack
of
confidence
will
show
:
you
will
come
up
with
a
poor
CV
and
an
unimpressive
letter.
Build
up
your
certainty
first,
then
you
start
drafting
the
CV
of
the
letter.

53.
53
d) Planning
:
a
practical
summary
Week
#1

54.
54
Tip
Practice
your
signature,
make
something
nice
of
it,
something
deliberate
and
professional.
Most
signatures
don’t
represent
the
person
but
reveal
his
weaknesses.
Don’t
let
it
become
your
weakest
link.
Preparaoon
Analysis
Drap
Mail
Création
de
sa
capsule
:
«
I
am
the
best
!
»
To
draft
my
dream
team
:
«
I
won’t
be
alone
!
»
The
Game
Plan
:
dates
and
objectifs
The
Review
:
«
Where
do
I
come
from
and
where
am
I
going
to
?
»
Research
:
books,
web
sites,
tips
To
draft
my
CVs
To
draft
my
letters
of
motivation
To
plan
the
mail
and
the
follow
(to
adjust
the
CV
and
the
letter
1
to
2
days
1
to
2
days
1
day
2
to
3
days
2
days
2
days
for
each
CV
1
day
=
1
letter
1
day
Week
#2

55.
55
Chapitre
4
:
It
takes
an
army
to
fight
one
a) An
introduction
with
hotels
and
prisons
Remember
the
sad
and
cruel
«
without
collecting
money
as
you
pass
».
Playing
Monopoly,
you
had
to
play
and
play
over
again
in
order
to
collect
lots
of
Title
Deed
:
and
there,
with
luck
and
strategy
alterning,
you
had
to
collect
properties,
money
and
rents
step
by
step.
And
then,
one
stroke
away
from
the
much
coveted
fourth
train
station,
you
end
up
in
jail…worse…without
collecting
money
as
you
pass.
In
jail,
the
person
you
helped
in
the
previous
round
so
he
would
not
go
bankrupt,
was
stealing
your
train
station
away
from
you.
And
there
was
nothing
you
could
do
about
it.
The
game
of
Monopoly,
without
touching
it,
is
teaching
kids
real
life
lessons
:
− Lesson
#1
Hide
your
objectives
:
«
Train
stations
?
well,
not
really,
you
cannot
build
an
hotel
there.
»
Threfore,
before
you
enter
the
interview
room,
don’t
show
too
much
enthusiasm,
you
would
over-­‐motivate
your
«
opponents
».
Also,
don’t
share
your
tips
with
anybody
:
there
are
very
few
gratifying
well-­‐paid
jobs
out
there.
Keep
some
of
your
cards
to
yourself.

56.
56
− Lesson
#
2
While
some
people
easily
forgive
other
people
–
forgiveness
being
a
very
judeo-­‐christian
attitude
–
gratitude
is
more
difficult
to
come
by.
We
all
know
Judas,
but
do
we
know
who
the
Good
Samaritan
was
?
After
a
few
months,
to
find
a
job
is
a
matter
of
life
and
death
:
no
money
to
pay
for
the
rent,
to
buy
food…our
very
own
old
ethological
demons
come
back
to
haunt
us
:
our
survival
is
the
only
thing
that
matters,
like
an
animal
in
danger.
Don’t
rely
on
your
opponents’
humanity.
Be
fair
and
honest,
don’t
be
naive
nor
candid.

57.
57

58.
58
− Lesson
#
3
Know
your
opponents,
their
game
plan,
their
weaknesses
;
also,
you
should
master
the
general
framework
of
the
game
and,
this
is
not
the
most
easy
thing
to
do,
to
be
aware
of
your
strengths
and
weaknesses,
at
all
times.
This
almost
military
approach
is
causing
anger.
In
the
recruitment
business,
just
like
in
any
B
movie,
there
is
a
yellow
demarcation
line
:
to
the
left,
those
who
make
it,
to
the
right
those
who
complain
while
watching
others
step
over
them.
The
objective
of
this
book
is
to
provide
everybody
with
the
same
weapons,
it
is
pure
logic
and
common
sense.
To
provide
equal
opportunities
to
everybody
for
a
fair
fight.

59.
59
b) It’s
all
about
the
method,
fighting
a
war
included
To
gather
data
about
the
battlefield
and
the
opponents,
that’s
usually
a
job
for
Special
Units
or
the
Intelligence
Department.
Equally
and
ideally,
your
Dream
Team
and
yourself
you
should
scrutinize
the
field
of
operations.
Target
4
essential
elements
:
the
opposition
(your
opponents
and
the
recruiter
of
course),
your
strengths
(your
assets),
your
target
(the
position
you
are
aiming
at)
and
the
way
the
opposition
is
considering
you).
This
introduction
has
been
agressive
on
purpose
(troops
need
to
be
motivated
again
!),
those
informations
are
indispensable.
Without
them,
the
candidate
starts
with
a
serious
handicap.
In
other
words,
he
doesn’t
start
the
fight
on
equal
terms.
My
posioon
My
assets
The
compeooon
The
target
My
image

60.
60
Switch
on
your
PC
,
take
a
pen…
Roll
up
your
sleeves,
this
means
work
:
you
need
to
analyze,
research
and
put
into
perspective.
1. Know
your
target
To
reach
your
target,
you
must
scrutinize
it.
Any
salesman
would
tell
you
:
know
your
clients
first.
The
target,
4
elements
absolutely
necessary
to
analyze
:
the
job
market,
the
company,
the
vacancy
and
the
recruiter.
Note
:
Some
writers
include
other
elements
in
their
analysis,
but
it
gets
too
heavy.
My
preference
goes
to
a
limited,
practical
and
simple
approach.
a) The
job
market
The
job
market
(or
more
precisely,
its
circumstances
and
current
trends)
plays
an
undefined
part.
The
crisis
is
not
inevitable,
it
turns
into
an
opportunity
for
those
who
can
make
the
most
of
it.
Companies
are
in
desperate
need
of
salespeople
who
would
bring
in
new
business,
managers
who
would
put
things
straight,
creative
people
who
would
relaunch
their
product
line…
Practically
:
1. Analyze
the
job
market
globally
:
is
it
optimistic
?
Pessimistic
?
Are
there
profitable
niches
?
Is
the
crisis
(or
the
sunny
break)
there
for
the
long
run
or
is
it
just
temporary
?
2. Determine
the
business
fields
you
are
aiming
at
For
each
field,
analyze
:
• the
consequences
of
the
crisis

61.
61
• the
opportunities
the
crisis
can
create
(very
important,
this
can
be
your
get-­‐out-­‐of-­‐jail
card
during
the
interview)
• the
expectations
or
needs
as
far
as
recruiting
goes
• the
trends
in
the
recruitment
business
:
hiring,
interim,
sub-­‐contracting…
• the
discriminating
criteria
:
some
will
help
you
(highlight
them
in
your
letter
of
motivation),
others
will
stop
you
(don’t
waste
your
energy
!)
b) The
company
:
its
culture,
its
needs,
its
expectations
As
for
any
qualitative
approach,
its
company
should
be
extensively
researched
:
its
core
values
valeurs,
its
hiring
trends,
its
teams,
its
business
partners,
its
competitors,
its
products…
Practically
:
Create
an
index
card
for
each
company.
To
draft
those
cards
represents
a
substantial
amount
of
work,
but
in
the
long
run
they
will
be
instrumental
to
a
successfuk
career…knowledge
is
power.
The
company
index
card
:

62.
62
1. Overall
description
:
Name,
legal
form,
address,
number
of
subsidiaries
or
franchise
network
and
turnover/sales.
Possibly,
its
history,
Eventuellement
:
son
histoire,
its
subsidiaries
abroad,
or
the
names
of
their
CEOs.
2. Products
or
services
available
(or
offered,
for
non-­‐
profits).
For
each
of
them:
− Brief
description
− Target
audience
(or
prescriber1
)
− Strengths
and
weaknesses
− Rival
products
(or
services)
3. Main
accomplishments,
good
or
bad.
4. Prospective
analysis
:
How
will
the
market,
the
company
and
its
products
be
like
in
the
next
5
years.
Will
they
expand,
decline
or
be
able
to
adapt
?
This
is
not
an
easy
analysis.
It
requires
research
and
a
fair
bit
amount
of
imagination.
During
the
interview,
the
prospective
talk,
(when
seemingly
improvised)
makes
quite
an
impression.
The
recruiter
meets
a
candidate
who,
not
only
1
The
prescriber
is
the
person
who
influences
the
consummer
in
his
choices
or
in
his
purchase
decisions.
For
example,
the
purchase
of
a
car
is
greatly
influenced
either
by
kids,
or
the
social
background,
mainly,
or
work
colleagues,
or
friend
of
the
parents.

63.
63
masters
the
current
issues
at
stake,
but
who
comes
up
with
a
medium-­‐term
vision
about
the
risks,
the
opportunities
and
the
potential
developments
for
his
products.
5. Its
management
structure,
its
main
departments,
and
their
Heads.
Especially
the
department
you
are
aiming
at.
6. The
main
business
partners
and
its
competitors.
c) The
person
I
meet
Between
the
company
and
you,
the
recruiter
stands
in
the
way.
He
has
many
disguises,
he
can
be
your
future
boss,
the
Head
of
the
HR
Department,
the
in-­‐house
psychologist,
one
external
agency
or
a
future
colleague.
Many
people
will
be
reading
what
you
have
sent,
together
they
will
proceed
to
the
first
selection
(awarding
the
first
ticket
to
the
interview.
Or
not).
In
most
cases,
the
same
people
will
be
attend
the
interview.
Practically:

64.
64
− Before
sending
your
CV
(even
in
the
case
of
a
press
release),
call
and
ask
for
the
name
of
the
person
you
should
send
it
to,
ask
for
his
posituon
in
the
company
− In
both
the
presentation
and
in
the
letter
of
motivation,
include
the
exact
name
of
the
person
(be
careful
to
the
spelling
!)
− Usually,
an
alias,
one
fictitious
email
address
is
activated
to
receive
the
applications
(info@xyz.fr).
Try
to
find
the
personal
email
of
your
contact
person2
.
− Use
the
search
engines,
does
he
have
hobbies
?
Has
he
published
articles
or
books
?
where
has
previously
worked
?
You
might
be
able
to
use
those
informations
to
your
advantage.
Be
discreet
so
it
will
look
spontaneous.
2
Surf
on
the
company’s
site.
Analyze
their
email
policy.
Every
company
has
a
logical
way
to
allocate
their
email
addresses,
whether
it’s
firtsname.name@xyz.com
or
f.name@xyz.com
ou
firstname_name@xyz.com.
You
will
be
able
to
determine
your
contact’s
email
address.
Some
specialised
web
sites
an
give
you
access
to
those
informations
as
well.
But
don’t
send
your
application
to
your
contact’s
private
email
address,
this
would
look
bad.

65.
65
d) The
position
When
applying
for
a
job,
you
need
to
walk
the
talk
:
you
should
know
all
the
technicalities.
Your
analysis
will
take
into
account
the
technical
and
logistical
weaknesses,
as
well
as
the
poor
output
rate.
Everything
related
to
those
skills
must
be
within
the
scope
of
the
prerequisites.
The
recruiter
must
be
persuaded
that
you
have
mastered
those
abilities
prior
to
the
interview.

66.
66
You
get
the
message,
your
background
and
your
technical
skills
are
not
enough.
There
will
always
be
a
candidate
with
a
more
relevant
background
and
a
wider
set
of
skills.
I
understand
that
if
you
draft
your
CV
you
must
be
relieved.
Up
to
this
point,
it
is
all
about
lists
:
the
list
of
your
previous
jobs
(number
of
years
or
duties),
and
the
list
of
skills
(or
softwares)
you
master.
Unfortunately,
it
is
not
enough
:
there
is
more
to
you
than
just
being
able
to
use
one
welding
kit,
one
drilling
machine,
or
being
able
to
develop
a
project
or
write
anything.
The
position
also
requires
people
skills,
personality,
a
sense
of
humour
and
social
manners.
Those
details
will
tip
the
scales.
Practically
:
1. Short
description
of
the
vacancy
(10
lines
max)
:
objectives
and
related
duties,
stakeholders…
2. The
applicant
describes
how
he
can
add
value
to
the
position…highlighting
both
his
technical
and
people
skills.
Example
:
The company TECTI is looking one IT technician for its
Help desk.
Requested skills : ASP, JTML, JAVA and CSM (one of
them)
Your proposition :