How to write a Mortgage CV; Hints Tips and Common Mistakes

Firstly, your name and personal details should be some of the smallest writing on the CV. The recruiter isn’t interested in your contact details they’re interested in your skills and experience. Yes, you need to put your details on, but it shouldn’t look like your advertising a blockbuster movie. However, … Your skills and experience relevant to the role you are applying for are!

Add a punchy, relevant profile at the top of the CV highlighting what you do and how well you do it. It’s the first thing recruiters, look for. It determines how far into your cv is read.

Check for grammar and spellings. BASIC!! But all too often forgotten. It doesn’t matter what role you are applying for. Bad spelling and grammar are inexcusable while using a PC.

Avoid long lengthy paragraphs. Break text up.

Describe your duties and your achievements of your most recent role. To simply say you were a Mortgage Broker between these dates for this company says nothing.

Did you ‘complete a fact find’ or did you ‘effectively ask open and closed questions to ascertain the clients personal and financial situation to enable me to make a suitable and affordable recommendation to cover their wants and needs’.

State what levels of business did you write in the last 12-month period? Don’t know? Then find out. Your recruiter wants to know and so will your prospective employer. If your figures aren’t that great, then explain why… What’s your penetration rate, conversion rate, your average LTV, your average fee per case… all this is excellent sales information to a new employer, and it highlights to the recruiter who is actually writing business and who’s just after a new job.

What have been your career achievements? No matter how big or small, your CV is your chance to shine. Keep older job descriptions smaller.

Get yourself on LinkedIn. It’s your social media CV and should match exactly.

What not to do…

Add a picture

Use a silly email address

Use crazy colours

Use a skills graph

List your job with the oldest one at the start. It needs to be chronological (current job first) and make sure job gaps are explained

Use an unclear font. This is not acceptable…

Apply for a job that you clearly have no skill set, experience or desire for just because it’s a higher salary or closer to home!

The Dawn of the CV

The ease of the internet has brought about the ability to type into a Google any job title and within seconds and a few quick clicks of a button you can send your CV into any job, role and database.

But competition now is probably fiercer than it was before, the internet allowing candidates from anywhere with all levels and types of ability to apply. Not only has the stretch of location allowed the competition to increase, but the mere design of your CV can influence the decision on whether it’s even read, never mind the consideration of your talents required for the job role.

Before the complete digitisation of the recruitment process, jobs would usually be advertised through word of mouth and localised to the area. So where does the CV come into play? When and why did we start writing down all our most notable achievements in an attempt to glamour our way into our dream career?

It’s thought that Leonardo Da Vinci was the first person to create a variation of what we know today as the CV; in 1482 Da Vinci hand wrote all his skills and talents in address to the Duke of Milan to join the military as an engineer. It’s interesting to see that despite the near 500-year difference the fundamental information included is still relatively similar. A copy of his resume and translation can be found here,

https://gizmodo.com/leonardo-da-vincis-resume-explains-why-hes-the-renaissa-5460442

Jumping forward to the 1950’s and CV’s have become a formalised and expected addition in the job-hunting process, requiring such information as to your religion, weight and marital status. A somewhat personal requirement in order to shortlist able candidates; as companies limited themselves based on the belief that aesthetics equate to competency.

The following years saw a progression of information and a personalisation of the CV to include hobbies and interests, offering employers a glimpse into the candidates’ real personality. And in 1984 ‘How to write your CV’ was published, offering the yuppie of the 80’s a clear guide on how to write their way into their dream career. 

The 90’s came and with it the internet, job hunting just expanded and grew in a way that had never been considered before. The availability and advertisement of vacancies unleashed a new way of recruiting and finding talent, with companies beginning to cast their net so much further than the use of traditional media would ever allow. And the initially simple CV has had to grow with these constant advancements to keep up with the sheer volume of talented, capable individuals all fighting for their chance to be seen and heard. The modern-day CV must now incorporate an abundance of information in the most precise and distinct way to make it past the 2 seconds it takes a recruiter to analyse your worth and competency. And the amount of material available to help you write your CV is so colossal; it can be difficult to sift through and judge what information and format will be the most effective and successful.

So, how do you write the best CV? After reviewing the history, the adaptations and changes it seems there might not be any right answer and unfortunately, it’s subjective to each hirer. However, to use a recruitment agency can remove a lot of the uncertainties on the structure, format and body of the CV. Recruitment agencies will usually have a strong and long lasting relationship with their client and when you work with a recruitment consultant, they can extract the information necessary and present it to hirers in a way that sometimes isn’t possible without inside knowledge of the industry. 

Counter Offer and why you shouldn’t take it!

It often happens that after being offered a new job, your current employer decides that they don’t want to lose you.  It is important to remember and consider that when this happens, it is often in the company’s best interests for you to stay.

It can be easy to be charmed by the counter offer and the sense of significance its offering holds; however, the company is more than likely to be considering the cost of your replacement than they are valuing your worth. This is even more likely within financial services where each job is industry knowledge and experience based.  The cost of training and replacing a new recruit can cost more than 213% of the annual salary. The counter offer is often given as it is simply economically more viable for you to stay.

Here are more reasons why you should think twice before accepting that counter-offer.

  1. Why did you want to leave in the first place?

It is important to remember the reasons that pushed you to search for a new role, consider these other aspects; whether this is the environment, lack of progression or the work itself.

A brief search of counter offer statistics and the results are awash with articles stating that 80% of employees who accept the offer then leave within the following six months, an important figure to consider!

2. Have you just had your salary review in advance?

The counter offer has probably just removed your next salary review. Accepting a counter-offer is likely to have an impact on any salary reviews that were scheduled or would have happened within a reasonable timescale. Perhaps worth noting that your employer hasn’t considered your worth in relation to pay already!

3. What is the effect on trust?

The trust between you and your employer is possibly now under stress, it’s now well-known that you had planned and wanted to leave. This may leave a lasting and notable effect on the relationship you have with management and colleagues.

4. Will you be considered for promotions in the future?

When company reviews, promotions and restructures are being considered and you have sought to move on, where does this now leave you in the office and team dynamic?

5. Embrace new opportunities!

Accept and push yourself towards new opportunities, personal and professional development. Does your new role offer new opportunities or progression in your field? If you were planning to move already, then use this move as an opportunity to improve and expand your knowledge, don’t let financials hold you back!

To Summarise

The JohnstonGreer advice when resigning is to always try to leave on a positive note and the best terms as possible, equally don’t be blinded by the monetary element of a counter-offer, which is only ever one factor.

JohnstonGreer is a recruitment agency that specialises in the Actuarial, Insurance, Mortgage, Pension and Wealth sectors.