At the last count, I have six CVS (even if most of them are called resumes). As any expert will tell you it’s never a case of one size fits all, and the key lies in attuning the CV to the client or opportunity. It’s a sort of stylised authenticity.
What I find mildly fascinating is the filtering process, which is often driven by space as much as any other considerations. For example, I rarely refer to my stint as an NVQ Assessor (Customer Service and Business Administration – thanks for asking), unless it’s for a role that has a similar approach to data handling or detail-orientated work.
I last assessed an NVQ more than 20 years ago and I recently learned that they were withdrawn in 2015, in preference for the Qualifications and Credit Framework (QCF). It might also explain why that particular batphone hasn’t rung for a while.
I remember assessing three people in a six-month period (two for Cust Serv and one for Bus Admin). What stood out for me was how indifferent the candidates they were about the qualification and, crucially, how passively they approached the study and evidence gathering. It seemed to be a case that the employer/s wanted their staff to have them but hadn’t really sold them on the value of NVQs, the process, or the amount of work required.
For one candidate I attended a call centre and completed a series of observations, followed by two Q&A sessions and an evidence review. The candidate, clearly a conscript, showed almost zero proactivity. I checked and rechecked their understanding about what was required, and how they planned to break down the tasks and map the outcomes to the modules, and they made all the right noises. But in the end it became clear that they were hoping I could repeat the success of the first signed off module (i.e. I observe them in their day-to-day work and effectively fill in the blanks with them). We arranged numerous meetings and agreed milestone dates but they never progressed beyond that one module.
Now, they may have had other things going on in their life and, without doubt, a full-time job does not always lend itself to professional development, but I don’t think we could have made the process less onerous.
Another candidate wanted to do Business Admin NVQ Level 3, but their employer would only support (through time and any costs) it at Level 2. The knock-on effect was that the candidate remained less than committed. Considerably less.
They dragged their heels with the ‘coursework’ for so long, and with so many extensions granted, that they eventually completed it less than a month before they were due to leave the job. The NVQ team (Internal Verifier and beyond) were not prepared to process it because by the time an NVQ would have been awarded the person would no longer be in the job. Or possibly any job.
I’ll spare you the tale of the third candidate but, suffice it to say, things did not go well. Now, to paraphrase Oscar Wilde, three strike-outs begins to look like carelessness, and I did consider whether it was time to hang up my D32/D33 hat.
In the end, much like gardening, even though we can prepare the ground and provide all the necessary conditions, sometimes the ground remains fallow.
Perhaps NVQs were not for them and, in some parallel universe they’re writing a blog post about the terrible jobs that made them start an NVQ they didn’t want, and how they rebelled by failing to do the work. Who knows?
My point, if there is any, is that sometimes all we can do is turn up and give it our best shot. Now, tell me more about QCFs…
