Advice Center

The goal of a CV is to generate enough interest to get you invited to an interview. It must be concise, clear, and tailored to the specific position. Both recruitment agencies and clients look for results and real value, not generic phrases. Instead of “team player,” specify what you improved, managed, or created. Including KPIs (numbers, percentages, timeframes, etc.) will catch the eye immediately.

Base your CV on the job advertisement and use similar terminology. Keywords play a role not only for the reader but also for database searches and automated screening systems. One page is often sufficient; two pages are acceptable for senior roles.

A photograph is not mandatory. If you choose to include one, it should be professional—simple background, natural expression, and high-quality lighting. For some positions, it can add credibility, but the content of the CV is always the deciding factor.

ATS (Applicant Tracking Systems) automatically evaluate CVs based on keywords, structure, and format. If the system cannot recognize the text correctly, it may never reach the recruiter. Therefore, it is important to adapt your CV for this type of “reader.”

Avoid graphic elements, tables, and icons. The text should be clear and organized with standard headings (e.g., Experience, Education, Skills, Languages). Use phrasing from the job advertisement—the system searches for these and ranks relevance accordingly.

ATS saves time but does not understand context. Therefore, you need to write simply but precisely. A good CV must pass the technical filter while remaining clear to the human being who decides on the next round.

You should be well-prepared (and arrive on time) for both in-person and online interviews. It is not enough to simply repeat information from your CV—it is vital to be able to speak about your experiences specifically, factually, and with confidence. Prepare examples of projects you have led, challenges you have overcome, and moments when things didn’t go as planned and what you learned from them.

Focus on why the position interests you and what you can bring to the company. It is appropriate to mention what specifically caught your attention about the company or its products. This demonstrates motivation and the ability to link your own experience with the employer’s needs.

Speaking naturally is more important than reciting memorized sentences. If you know what you want to convey, you will be able to react even in less expected situations and leave a professional impression.

Researching the company you are interviewing with is essential. Not just for the impression it makes, but primarily so you can determine if the company makes sense for you. Do not rely on artificial intelligence—it can hallucinate (and you might not even realize it). Dedicate 20 minutes to preparation; that is enough. The goal is not to be an expert, but to have a solid overview.

Focus on what the company does, its size, and its products or services. Review their website, LinkedIn profile, media mentions, or annual reports and filings on justice.cz. You should also be interested in the corporate culture, values, vision, and overall tone of communication.

The information you gather will help you formulate better answers and questions during the interview. Most importantly, it shows that you are taking the position seriously.

The questions you ask during an interview say a lot about your preparation and motivation. They should be specific, appropriate, and directly related to the role or the company. For a marketing position, you might ask, “What marketing challenges are you currently facing?” or “Which channels have been performing best for you recently?”

In sales or client-facing roles, it makes sense to ask about the sales tools used, the approach to acquisition, CRM systems, or the typical length of the sales cycle. For technical positions, ask about the technologies used, team workflow, or involvement in decision-making processes.

Prepare at least three questions before the interview. Listen and respond to what is said during the conversation. Overly generic or repetitive questions tend to lose you points. Conversely, factual, well-targeted questions show that you know why you are there.

The question of salary is a natural part of the interview, not a taboo. Ideally, you should prepare an approximate range that corresponds to the reality of the position and your level of experience. Research can help—look at salary reports (e.g., Grafton, Hays), job portals with listed salaries, or ask people in the industry.

Instead of an exact figure, it is better to provide a range you are currently in (or aiming for). For example: “Based on my experience and market information, I would expect a salary in the range of 50,000–60,000 CZK.” If you are unsure, you can reply that you are open to a fair offer and would like to hear how the budget for this position is structured.

Salary is important, but it should not be the first or only parameter. It is appreciated when you can discuss finances factually and with respect for the other party.

The ability to present yourself in the best light is crucial, but it should not feel rehearsed or exaggerated. Instead of general claims, focus on facts. What have you actually achieved, what was the impact, and what did the company gain from it? Credibility is recognized through specific examples, not superlatives.

Provide one or two situations that define you. Ideally, these should be relevant to the position—a successfully managed project, improved results, or resolving a crisis. If possible, include numbers or comparisons.

It is not about convincing them that you are the “best candidate.” It is about showing that you know what you can do, where you bring value, and that you can communicate this clearly and respectfully.

A short thank-you note after the interview can make a difference. It is not a mere formality, but an opportunity to establish contact, reiterate your interest, and confirm your professional approach. Ideally, the email should arrive within 24 hours of the interview.

Write concisely and factually, thank them for their time, and add one specific moment from the conversation that interested you. For example: “Thank you for the interview; I was very impressed by your approach to change management within the team.” In conclusion, confirm that you remain interested in the position and look forward to the next step.

A follow-up is not mandatory, but those who send one often stand out. It demonstrates refinement, proactivity, and the ability to communicate outside the formal framework of the selection process.

If the company does not get back to you after the interview, it is perfectly fine to follow up. Ideally, wait two to three days after the promised feedback deadline. If no specific deadline was agreed upon, a week to ten days after the interview is usually sufficient.

Be brief and factual in your email. Remind them when and with whom you met, which position it concerned, and ask
what stage the selection process is currently in. It is also good to offer to provide further information if it
would be useful for the decision-making process.

Maintain your distance and remain professional. Repeated or urgent follow-ups create a negative impression.
When you follow up correctly, you demonstrate both interest and respect for the other party’s time.

If you were not selected for the position, it is worth asking for feedback. It will help you understand what the deciding factors were and how to improve for future opportunities. Ideally, write a brief and polite email thanking them for their time and asking if it would be possible to receive a short evaluation.

Formulate it neutrally, without emotion. For example: “Thank you for the opportunity to participate in the selection process. If possible, I would welcome any feedback that would help me better prepare for the future.”

You will not always receive feedback—often for time or legal reasons. Even so, it makes sense to ask. If you do receive it, take it constructively. It can be more valuable than the decision itself.

A cover letter is useful when it complements the CV and explains why you are applying for that specific position and what you can bring to the company. It must not be a formal exercise or a universal template. A short, specific, and personal text leaves a much better impression than paragraphs full of generalities.

The letter can have a simple structure: why the position caught your interest, which of your experiences are suitable for it, and what appealed to you about the company itself. It pays to mention a specific project, value, or approach that resonates with you.

AI can be a useful assistant—for example, for suggesting a structure, checking for errors, or linguistic editing. However, leave room for your own signature style. It is authenticity and a personal tone that distinguish a letter that has a chance to impress.

A short video can be an effective way to complement a CV and engage more personally. It is particularly suitable for positions where communication, presentation, or creativity play a role—for example, in marketing, HR, sales, or customer support.

The length of the video should not exceed one to two minutes. State who you are, why you are applying for this specific position, and what specifically you can offer the company. You don’t need to repeat your CV—focus on your motivation, approach, and the energy you bring to the work.

If you use an AI tool to create a video with an avatar, it should look natural and professional. Check the quality of the output, including the voice, pronunciation, and animation. It is no shame to admit that you used modern tools—on the contrary, it can demonstrate your technical proficiency and creativity.

If you are applying for a position where a demonstration of your work is important—for example, in design, writing, marketing, IT, or data analysis—a portfolio should be part of your application. Ideally, attach a link to an online version (e.g., PDF, website, presentation) that is concise, clear, and relevant.

Tailor the content of the portfolio to the specific position. There is no need to show everything—select projects that have the most relevance for the given role. For each sample, briefly describe the context, your role, and the result. If the advertisement does not mention a portfolio, you can attach it proactively. Alternatively, offer in your cover letter to send it upon request. In any case, the rule is: better short and high-quality than long and pointless.

First impressions matter, and clothing is part of that. The key is to adapt to the corporate culture—you would dress differently for an interview at a bank than for one at a digital agency. It’s not about blending in, but about showing that you understand the environment you are entering.

If you are unsure, opt for a more conservative choice. For an in-person interview, choose a more formal style; the same applies to an online interview—even if you are at home, a neat appearance looks professional. For video calls, also ensure a clean background, a quiet environment, and good lighting. A stable connection is essential.

Avoid extremes. Clothing should not appear too casual or overly formal. The goal is to be well-groomed, professional, and appear as someone who takes the meeting seriously.

Even a well-prepared candidate can lose their chance due to an unnecessary mistake. The most common? Exaggerating in the CV, inaccuracies, false information, or using “invisible” text with keywords in white. Such tricks are easily detectable and undermine your credibility.

Also, avoid excessive superlatives like “I am the best candidate.” Instead, let results and facts speak for themselves. Ignoring requirements from the advertisement, an incorrect salutation in the cover letter, or obvious lack of preparation for the interview appears lax and reduces the chance of success.

Whether it’s your CV, communication, or behavior, a simple rule applies: be professional, specific, and correct. A small lapse in attention is all it takes for a promising opportunity to disappear from the table.