{"id":1280816,"date":"2026-07-29T13:49:08","date_gmt":"2026-07-29T11:49:08","guid":{"rendered":"https:\/\/www.hotelis.ch\/?p=1280816"},"modified":"2026-07-29T14:52:18","modified_gmt":"2026-07-29T12:52:18","slug":"the-cv-a-document-that-travels-alone","status":"publish","type":"post","link":"https:\/\/www.hotelis.ch\/en\/the-cv-a-document-that-travels-alone\/","title":{"rendered":"The CV: A Document That Travels Alone"},"content":{"rendered":"\n

In the hospitality industry, where careers often evolve with the seasons and across multiple establishments, a r\u00e9sum\u00e9 remains a candidate\u2019s first ambassador. Lionel Fontaine, Managing Director of Hotelis, Interiman Group\u2019s hospitality recruitment specialist, shares his insights into a document that reveals far more than we might think, sometimes despite ourselves.<\/em>
<\/p>\n\n\n\n

A r\u00e9sum\u00e9 rarely arrives with company. Once submitted, it is quickly separated from the rest of the application and begins a solitary journey from one desk to another, the consultant forwards it to the hiring manager, who passes it on to Human Resources, which may then send it to the Executive Chef or Front Office Manager. At every stage, it must persuade without its author being there to advocate for themselves. \u201cA r\u00e9sum\u00e9 travels somewhat alone, sometimes through two or three departments, and comes back with an assessment that does not always reflect reality,\u201d observes Lionel Fontaine. The reason is simple, a single page is much easier to pass around than a file containing ten employment certificates, and a candidate\u2019s motivation cannot truly be conveyed through a document.<\/p>\n\n\n\n

The cover letter fades the r\u00e9sum\u00e9 remains<\/h3>\n\n\n\n

The question then becomes what this document should communicate, and how. The cover letter, first of all, has steadily lost ground. For entry-level and mid-management positions, the Managing Director of Hotelis even sees it as a potential source of unfairness. \u201cMany candidates come from abroad and do not always have the ability to express themselves fluently in French. If we consider the cover letter as a reflection of their skills, we risk judging them incorrectly.\u201d As for the handwritten letter, it has virtually disappeared from the hotel industry.<\/p>\n\n\n\n

It does, however, retain its value for leadership positions, where it can reveal the depth of a candidate\u2019s thinking. \u201cSomeone who can write well can usually think well,\u201d he summarizes. In the age of generative AI, however, he advises caution: artificial intelligence tends to embellish what it is given and fill in the gaps, which can result in generic content when there is little substance to begin with.<\/p>\n\n\n\n

Two pages and a great deal of humility<\/h3>\n\n\n\n

The r\u00e9sum\u00e9 itself remains as important as ever. Lionel Fontaine recommends limiting it to two pages, or three at most for a truly exceptional career path. Beyond that, an excess of information is more likely to work against the candidate than in their favor. \u201cProviding too much information does not reassure recruiters.\u201d<\/p>\n\n\n\n

Two approaches coexist. The first is the traditional reverse-chronological r\u00e9sum\u00e9, preferred in technical professions because the names of the establishments a candidate has worked for often say a great deal about the standards they have experienced. The second is the skills-based r\u00e9sum\u00e9, which highlights competencies and expertise.<\/p>\n\n\n\n

In terms of presentation, the industry remains relatively traditional. Photographs still have their place in a service-oriented profession where personal presentation matters. The image, however, must fit the type of establishment being targeted. \u201cFor a fast-food chain, a slightly more dynamic picture may be appropriate. For a five-star hotel with a Michelin-starred restaurant, a more understated photo, a dark suit, and a white shirt are a better choice.\u201d Eccentric portraits and overly flattering images, such as a photograph taken while holding a microphone on a special occasion, tend to work against the candidate.<\/p>\n\n\n\n

Whatever the position, humility remains essential. \u201cYou never get a second chance to make a first impression,\u201d Lionel Fontaine reminds us. He advises against spectacular percentages such as \u201c+60% more reservations,\u201d figures that are rarely verifiable and can quickly be perceived as presumptuous, just like numbers that fall under a former employer\u2019s confidentiality. Modesty is often more effective than self-promotion.<\/p>\n\n\n\n

A document that reveals more than it seems<\/h3>\n\n\n\n

A r\u00e9sum\u00e9 also speaks through its omissions. \u201cInformation that cannot be found at a glance is information that someone may not want to highlight,\u201d warns the Managing Director of Hotelis, citing the absence of a date of birth, which will eventually appear on an employment certificate anyway. The layout therefore follows a simple logic: information that takes too long to find can easily raise suspicion.<\/p>\n\n\n\n

Continuing education, on the other hand, deserves to be prominently displayed. It reflects a candidate\u2019s curiosity and willingness to grow. \u201cSomeone who has never undertaken any continuing education is either not curious or has never had the opportunity to be,\u201d notes Lionel Fontaine. In an industry where employability must be actively cultivated, this signal matters and often opens the door to more personalized guidance once contact has been established.<\/p>\n\n\n\n

Be yourself and address the right audience<\/h3>\n\n\n\n

With the abundance of online tools and templates available today, there is a risk of creating a r\u00e9sum\u00e9 that no longer reflects the person behind it. Lionel Fontaine warns against overly polished applications that candidates then struggle to live up to during the interview process. His advice can be summed up in two simple principles: be yourself and be relevant. The same r\u00e9sum\u00e9 is not suitable for every opportunity; it should ideally be adapted by around 15 to 20 percent depending on the establishment being targeted. \u201cThe essential thing is that the company receiving it understands that the candidate has grasped its culture and expectations.\u201d A few sentences outlining personal goals, whether leading a team, developing within a collaborative environment, or progressing in a highly structured organization can often replace the role once played by the now-disappearing cover letter.<\/p>\n\n\n\n

A tool for starting from scratch or almost<\/h3>\n\n\n\n

Of course, one still needs to know how to build a strong r\u00e9sum\u00e9. Yet for professionals who have spent ten or fifteen years with the same employer, updating their r\u00e9sum\u00e9 can be a real challenge, hiring practices have changed, expectations have evolved, and previous versions may be stored on an old USB stick, with relatives on the other side of the world, or simply thrown away. The realities of the hospitality industry do not make matters easier. It is a highly mobile community, with professionals changing establishments, cantons, or even countries every 12 to 18 months, often travelling light. Today, almost everything is managed from a smartphone and only rarely from a computer.<\/p>\n\n\n\n

This is precisely the need addressed by CV Builder, the free tool offered by Interiman Group. Starting from scratch or from an existing r\u00e9sum\u00e9, users simply complete a few fields and the platform creates a clear, well-structured document aligned with industry standards. Available in Switzerland\u2019s main national languages as well as English, it is also optimized for the automated screening systems now widely used by employers. The tool can even identify and highlight skills implied by a candidate\u2019s professional experience, without overstating them, helping to showcase strengths effectively.<\/p>\n\n\n\n

The tool is not intended to replace human expertise; it is designed to come before it. Once a r\u00e9sum\u00e9 has been submitted, an industry-specialized consultant takes over, offering career advice, conducting interviews, and, where appropriate, recommending additional training to strengthen a candidate\u2019s profile. \u201cWe remain recruitment advisors,\u201d insists Lionel Fontaine. Digital tools simply relieve professionals of time-consuming administrative tasks, allowing them to focus on what truly matters.<\/p>\n","protected":false},"excerpt":{"rendered":"

In the hospitality industry, where careers often evolve with the seasons and across multiple establishments, a r\u00e9sum\u00e9 remains a candidate\u2019s first ambassador. Lionel Fontaine, Managing Director of Hotelis, Interiman Group\u2019s hospitality recruitment specialist, shares his insights into a document that reveals far more than we might think, sometimes despite ourselves. A r\u00e9sum\u00e9 rarely arrives with […]<\/p>\n

Read More… from The CV: A Document That Travels Alone<\/span><\/a><\/p>\n","protected":false},"author":12,"featured_media":1280510,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[162],"tags":[],"class_list":["post-1280816","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tips"],"yoast_head":"\nThe CV: A Document That Travels Alone - Hotelis<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hotelis.ch\/en\/the-cv-a-document-that-travels-alone\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The CV: A Document That Travels Alone - Hotelis\" \/>\n<meta property=\"og:description\" content=\"In the hospitality industry, where careers often evolve with the seasons and across multiple establishments, a r\u00e9sum\u00e9 remains a candidate\u2019s first ambassador. 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