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CV Writing in 2024: Striking the Balance Between AI and Authenticity

Jonathan Shepherd-Stubbs • Jan 24, 2024

In the ever-evolving job market, the introduction of AI has been a significant game-changer. Since their launch in 2022, these tools have captivated over 180 million people worldwide, transforming the daily workflows of countless professionals. This includes hiring managers, who are becoming increasingly adept at identifying CVs crafted entirely from templated content.


But this doesn't mean you should disregard AI's potential in your job hunt. Let's explore how to effectively utilise AI to create a standout CV that captures attention for all the right reasons.


Embrace AI for Keyword Integration

Tailoring your CV for each application is crucial. This involves integrating key terms from the job description to ensure your CV passes through any Application Tracking Systems (ATS) designed to filter out applications lacking specific keywords.


Using AI chatbots for this task can be highly efficient. Upload your main CV and request the inclusion of particular keywords. The AI can adeptly incorporate these into your existing skills and experiences, enhancing your CV's relevance.


Be Critical of AI's Initial Output

AI is a tool, not a magic wand. If the first draft from an AI source doesn’t quite hit the mark, experiment with different prompts to refine the output. Avoid directly copying large sections of text. AI-generated content should be a starting point, not the final product.


Remember, most AI platforms have knowledge only up to January 2022. For insights into current market trends or industry forecasts, you may need to supplement the AI's output with more recent information.


Ensure Correct Spelling

AI often defaults to American English spelling, which can be a red flag for UK employers. If you're using AI for your CV, always double-check spellings and adjust any Americanisms to their British counterparts.


Avoid Overstating Experience with AI

It’s a known fact that job applicants occasionally embellish their CVs. However, relying on AI to artificially enhance your experience is a risky move. Overstatements can be easily spotted, especially if your claimed expertise doesn't align with your career level. Keep your CV authentic and true to your actual experience and skills.


In summary, AI can be a powerful ally in crafting a compelling CV, but they require thoughtful use. Integrating industry-specific keywords, critically evaluating AI suggestions, ensuring correct spelling, and maintaining authenticity in your experience are key to creating a CV that stands out positively in today's competitive job market.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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