Hi there, 

the CV screening is the step with the lowest chances (<5%) to pass (of all steps in the recruiting process)  and from my recruiting and coaching experience, most, even brilliant candidates fail to have a strong CV. For that reason, investment in CV coaching usually has one of the highest rating (as they serve also for any future job). 

For your CV I would give you the same advice I am giving any candidate:

• Use easy to understand language/expressions (very junior HR person will evaluate your CV and it must understand it all)
• Quantify (impact, achievement) → not what you have done, but what does your work contributed to
• Prioritize what is important to highlight
• Tell powerful stories and make sure to share context (the super obvious thing to you but without it most of the audience cant follow)
• Include extra-Curricular Achievements → if relevant, usually those get you extra point, shows you go extra miles

MBB looks for a candidate, that has the following capabilities: leadership, ability to make an impact, problem-solving, communication skills, teaming up, flexibility and open minded. 

In the end, it is not important where you come from, as long your CV tells us you do have these traits. 

Please feel free to reach out if you would like to have support from the “other side”.

Good luck,

Lucie

Was this answer helpful?