Imagine for a moment that you are an airline that needs TCPs during its expected growth in the next 2 years.
(Norwegian has ordered 50 planes,
Easyjet has ordered 56,
Connect airlines 100,
IAG has ordered 150,
Wizz Air has ordered 196,
Jet2 51 and so on and on…)
Imagine that you need, say, between 200 and 2000 TCPs in the near future.
What would you do? Set up a huge room full of people reading and sorting CVs from all over the world?
It would clearly be complicated (and very expensive), right?
The best thing is to “filter” the CVs that are going to come to you through a software that eliminates those that ARE NOT VALID and keeps those that are, that is, through a computer program.
So far good. But how do you do it? I mean, how do you filter?
Imagine that you are (to be more specific) a Low Cost company (LCC) in expansion, with bases in Europe and with a high potential growth that needs crew members from several countries.
Possibly you would tell the computer software to keep the CVs where words such as geographical mobility, flexibility, ability to work in dynamic environments, or even people looking for crews and multicultural human teams appear, without forgetting the famous adaptability of change.
Well, our CV is our personal cover letter, that document (short please) that makes the company (whether through software and/or a person) want to know more about us because in a first step we comply with the words they search for (what in Qrewmentor we call “resume hashtags”) and therefore think that we can (this is very important) ADD VALUE TO THEIR COMPANY.
In addition to that, the CV must be easy to read (1 page is ideal), with a simple photo (even boring we would point here) that shows the face and with the data so that they can contact us very handy and easy to find.
A CV that needs 10 minutes to read and in which it takes 5 minutes to find the email or phone number to contact the candidate is an invitation to “don’t take me and take another candidate who makes it easier for you), that is to say easy to abandon in that first phase of testing.
We have to keep it simple and make it easy for the computer or recruiter, so we aren’t eliminated at the first chance.
As we said in the previous publication, you have to send the CV, but (we are going to refine it more) you have to send it WELL DONE.
No one is hired by an airline for his brilliant CV as a crew member (there are many tests behind) but many fall through for having A GOOD PROFILE AND A BAD CV.
Try to avoid this.
Meanwhile, may you encounter quiet skies.
Enrique. Qrewmentor Team
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