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Create ResumeBefore you apply for a job, your CV needs to pass three tests: can a recruiter understand your fit quickly, can the applicant tracking system read it properly, and can a hiring manager see evidence that you can do the job? In the UK job market, most CVs are not rejected because the candidate is useless. They are rejected because the CV makes the recruiter work too hard. Before pressing apply, check your CV for relevance, clarity, measurable impact, keyword alignment, formatting, dates, contact details, job titles, spelling, and whether your strongest evidence appears early enough. A good CV does not tell the employer everything you have ever done. It makes the right parts impossible to miss.
I see candidates spend hours searching for roles, then apply with a CV that clearly has not been checked against the job they are applying for. That is where good candidates quietly lose opportunities.
A CV check is not just proofreading. Proofreading catches spelling mistakes. A proper CV check asks a harder question: does this document make me look like a strong match for this specific role?
Recruiters are usually not reading your CV in a calm, generous mood with a cup of tea and unlimited time. They are comparing applicants, scanning for evidence, looking for risk, checking whether your background fits the brief, and deciding whether your CV is worth sending to a hiring manager. That decision can happen quickly.
This is why a pre application CV checklist matters. It helps you catch the mistakes that damage your chances before anyone else sees them.
The biggest issue is not always bad writing. It is often poor positioning. Your CV might contain strong experience, but if the relevant parts are buried, vague, outdated, or written in a way that does not match the role, the reader may not connect the dots. And no, most recruiters will not build the argument for you. That is your CV’s job.
Before applying, look at your CV as if you are a recruiter seeing it for the first time. Not as the person who lived the experience. Not as someone who knows the context behind every job title. As a stranger with limited time.
A recruiter is usually asking:
What does this person do?
What level are they operating at?
Which sectors, functions, tools, clients, products, or environments have they worked with?
Does their recent experience match the vacancy?
Is there evidence of impact or just a list of responsibilities?
Are there any gaps, inconsistencies, or unexplained changes I need to question?
Would a hiring manager understand why I am sending this candidate?
That last question is important. A recruiter is not just deciding whether you are good. They are deciding whether they can justify you to the hiring manager.
This is where many CVs fail. The candidate may have the right background, but the CV does not make the case clearly. It lists duties, uses vague language, and assumes the reader will understand the relevance. In real hiring, assumption is expensive. If the match is not obvious, your CV is easier to skip.
Before applying, your CV should make your fit visible within the first half page. That does not mean stuffing keywords everywhere. It means your target role, strongest experience, relevant skills, and key achievements should be immediately clear.
This is the part candidates often do backwards. They polish the wording before checking whether the CV is actually aligned to the role.
Before applying, place the job advert next to your CV and compare them properly. Do not just look for matching job titles. Look for the substance behind the role.
Check whether the job advert is asking for:
Specific technical skills
Management or leadership experience
Stakeholder management
Client facing work
Budget responsibility
Project delivery
Sales targets or commercial outcomes
Industry knowledge
Software, systems, or tools
Regulatory experience
Operational scale
Strategic input
Reporting, analysis, or decision support
Then ask yourself whether those things are clearly visible in your CV. Not hidden. Not implied. Visible.
A common mistake is using one generic CV for every application and assuming small differences do not matter. They do. A hiring manager recruiting a Finance Business Partner, for example, may care less about generic finance duties and more about commercial insight, stakeholder influence, forecasting, and decision support. A generic finance CV can easily undersell the candidate.
The same applies across the UK job market. Employers may use similar job titles while meaning very different things. “Account Manager” in one company may mean relationship management. In another, it may mean sales growth and revenue ownership. “Operations Manager” might mean people management, process improvement, logistics, service delivery, or all of the above. Your CV needs to reflect the version of the role you are applying for.
Your CV profile is not there to say you are hardworking, motivated, passionate, or results driven. That kind of language is everywhere, which means it proves nothing.
Your profile should quickly position you. It should explain the type of candidate you are, the level you work at, your most relevant experience, and the value you bring to this specific role type.
A weak profile sounds polished but empty.
Weak Example
“An enthusiastic and hardworking professional with excellent communication skills and a passion for delivering results. A strong team player who thrives in fast paced environments and is looking for a new challenge.”
The problem is not that it sounds bad. The problem is that it could belong to almost anyone. A recruiter cannot place you from that.
Good Example
“Commercially focused Account Manager with experience managing B2B client relationships across SaaS and professional services environments. Strong background in retention, upselling, stakeholder management, renewal conversations, and improving client engagement across mid market accounts.”
This works because it gives the reader useful information immediately. I know the function, setting, client type, commercial angle, and relevant strengths.
Before applying, check whether your profile answers:
What role type are you targeting?
What level or scope do you operate at?
What industry, function, or environment is most relevant?
What are your strongest relevant skills?
Does the wording match the job you are applying for?
If your profile is just a personality paragraph, rewrite it. Employers are not hiring your adjectives. They are hiring your evidence.
Your work experience section is usually where hiring decisions start becoming serious. This is where recruiters look for evidence that your background matches the role.
The mistake I see constantly is candidates treating every job equally. They give too much space to older or less relevant roles and not enough detail to recent, relevant experience. A CV should not be a perfectly balanced autobiography. It should be weighted towards what matters for the next role.
Your most recent and relevant roles should usually have the strongest detail. Older roles can be shorter, especially if they no longer support your target direction.
For each role, check whether you have included:
Company context where useful
Your job title and dates
The type of team, department, clients, products, or stakeholders involved
Your core responsibilities
Achievements or outcomes
Tools, systems, processes, or methods relevant to the job
Scale, such as revenue, budgets, headcount, volume, territories, or project size
This matters because job titles alone can be misleading. A Marketing Manager in a small business may own strategy, campaigns, budget, suppliers, analytics, and brand. A Marketing Manager in a large corporate may own one channel within a bigger team. Neither is automatically better, but the context changes how the employer reads your experience.
Do not make the reader guess the scale of your work. Scale is one of the quickest ways to understand seniority and fit.
Many CV bullet points describe activity, not value. They tell me what the candidate was “responsible for” but not whether they did it well.
Hiring managers care about responsibilities, but they care more when those responsibilities are connected to outcomes. If your CV only says what you were assigned, it does not show the quality of your work.
Weak Example
“Responsible for managing client accounts and building relationships.”
This is too broad. It says the candidate had accounts. It does not show performance, scope, difficulty, or result.
Good Example
“Managed a portfolio of B2B client accounts worth £1.2m, improving renewal rates through structured review meetings, stakeholder mapping, and earlier risk identification.”
This tells me scope, value, method, and outcome. Much stronger.
Before applying, check your bullet points for:
What you did
Who or what it affected
How you did it
What changed because of it
Whether the result is measurable or clearly observable
Not everything needs a number. This is another bit of generic CV advice that gets repeated too casually. Some roles have obvious metrics. Sales, finance, operations, marketing, recruitment, customer success, and project roles often do. Other roles may involve quality, compliance, support, judgement, service, risk reduction, stakeholder trust, or process consistency. If you cannot quantify it, make the value clear another way.
For example, “reduced reporting delays by redesigning the month end process” is useful. So is “improved handover quality between customer service and operations, reducing repeated queries and missed actions.” The second may not include a percentage, but it still shows practical impact.
Applicant tracking systems are part of modern UK recruitment, especially in larger employers, agencies, graduate schemes, public sector hiring, and high volume roles. But candidates often misunderstand ATS.
An ATS is not a magical robot that loves ugly CVs and rejects creativity out of spite. It is usually a system used to store, search, filter, parse, and manage applications. The problem is that if your CV is badly formatted or missing relevant language, it may not be found, read properly, or ranked well in recruiter searches.
Before applying, check that your CV is ATS friendly:
Use standard headings such as Profile, Work Experience, Education, Skills, and Certifications
Avoid placing essential information only inside graphics, text boxes, images, icons, or complex tables
Use clear job titles and employer names
Include relevant keywords from the job advert naturally
Spell out important acronyms at least once where useful
Save the file in the format requested by the employer
Keep formatting clean and consistent
The keyword point needs some judgement. Do not copy and paste the job advert into your CV like a hostage note. Recruiters can spot that nonsense quickly. Use the employer’s language where it genuinely matches your experience.
If the job advert says “stakeholder management”, and your CV says “worked with people across the business”, strengthen it. If the role asks for “Power BI” and you have used Power BI, include it clearly. If the advert mentions “month end reporting”, “contract negotiation”, “risk assessment”, “case management”, “new business development”, or “employee relations”, and those apply to you, make sure they appear in the relevant sections.
ATS optimisation should make your CV easier to understand, not less human.
Recruiters and hiring managers do not always read CVs in exactly the same way.
A recruiter may first check whether you match the brief. A hiring manager usually goes deeper into whether your experience feels credible, relevant, and useful for the actual team.
That means your CV needs to answer practical hiring manager questions:
Can this person handle the work we need done?
Have they worked in a similar environment?
Will they need heavy training or can they contribute quickly?
Do they understand the pressures of this type of role?
Have they solved problems similar to ours?
Do their achievements sound realistic?
Are they likely to fit the level of the team?
This is why vague claims are weak. “Excellent stakeholder management skills” sounds nice, but a hiring manager wants to know which stakeholders, what level, what tension, and what outcome.
A better version might explain that you worked with senior finance leaders, operational managers, external suppliers, NHS trusts, retail store managers, legal teams, engineering leads, or board level stakeholders. The more relevant the context, the easier it is for the hiring manager to picture you in the role.
Before applying, check whether your CV translates your experience into the employer’s world. The best CVs make the hiring manager think, “Yes, this person has dealt with our kind of problems.”
Let’s be honest about this. Recruiters notice gaps, short stays, overlapping dates, unclear freelance periods, unexplained career changes, and job titles that do not line up logically. That does not mean these things are fatal. It means they need to be handled clearly.
The worst approach is pretending they are invisible. They are not.
Before applying, check:
Are all employment dates consistent?
Have you used months and years where needed?
Are career gaps explained briefly if they may raise questions?
Are contract, interim, freelance, temp, or fixed term roles labelled clearly?
Does your career progression make sense?
Are overlapping roles accurate and understandable?
Have you avoided making a short role look suspicious by hiding too much?
In the UK market, career gaps are not automatically a problem. People take time out for caring responsibilities, redundancy, study, relocation, health, travel, maternity, business attempts, and personal reasons. What creates concern is confusion.
If you had a six month gap after redundancy, a simple line such as “Career break following redundancy, focused on professional development and job search” may be enough. You do not need to write a dramatic explanation. You just need to remove unnecessary doubt.
If you worked contract roles, say so. A CV with several six month roles can look unstable until the recruiter realises they were fixed term contracts. Clarity changes the interpretation.
Skills sections are useful when they help recruiters quickly identify relevant capabilities. They become weak when they turn into a dumping ground for generic words.
Avoid filling your skills section with terms like communication, teamwork, problem solving, leadership, organisation, and attention to detail unless the rest of your CV proves them properly. These are baseline expectations, not differentiators.
A stronger skills section should reflect the role you are targeting. For example, depending on your profession, this might include:
Technical systems
Programming languages
CRM platforms
Financial reporting
Employment law knowledge
Account management
Case management
Procurement
Data analysis
Forecasting
Campaign management
Project delivery
Stakeholder engagement
Process improvement
Compliance
People management
The key is relevance. If you are applying for a UK HR Advisor role, employee relations, case management, absence management, disciplinary processes, grievance handling, HRIS, and employment legislation may matter more than generic “people skills”. If you are applying for a Data Analyst role, SQL, Power BI, Excel, Python, dashboarding, data cleaning, stakeholder reporting, and commercial insight may matter more.
Before applying, check whether every skill listed supports the job you want. If it does not, remove it or replace it with something stronger.
Some CV mistakes are basic, but they still matter because they create doubt. The issue is not that one typo makes you unemployable. The issue is what avoidable errors suggest about care, judgement, and attention.
Before applying, check:
Your name is clear at the top
Your phone number is correct
Your email address is professional
Your LinkedIn URL works if included
Your location is clear enough for UK employers to understand commute or work eligibility context
Job titles, company names, and dates are consistent
Spelling and grammar have been checked carefully
Formatting is consistent throughout
Font size is readable
The file name looks professional
The correct CV version is attached
That last one sounds obvious until you have seen how often candidates upload the wrong file. Old CVs, draft CVs, CVs with tracked changes, and files named things like “new final final version real final” do not create the strongest first impression. A bit of digital dignity goes a long way.
Use a simple file name such as:
Simar Malhi CV Account Manager
Or:
Simar Malhi CV Finance Business Partner
Do not overcomplicate it.
In the UK, most CVs are usually around two pages, but context matters. Senior executives, academics, contractors, technical specialists, and project based professionals may need more space. Early career candidates may need less.
The better question is not “how long should my CV be?” It is “does every part of this CV earn its place?”
A CV can be too long because it includes irrelevant detail. It can also be too short because it removes the evidence needed to make the candidate competitive. Minimalism is not automatically professional. Sometimes it is just under selling.
Before applying, check whether:
Your most relevant experience gets enough space
Older roles are shortened appropriately
Repeated duties are not duplicated across every job
Your strongest achievements appear early
Your education section is proportionate to your career stage
Hobbies are only included if they genuinely add useful context
The layout helps the reader scan quickly
One thing I often notice is candidates giving equal space to every role because they want the CV to look neat. But hiring is not neat. Hiring is based on relevance. If your latest role is the closest match, it deserves more detail. If a role from ten years ago is no longer relevant, it does not need half a page.
Your CV should be easy to skim, but it should not be empty. Good structure makes evidence easier to find.
Candidates are often told to “sell themselves”, which is partly true, but dangerous when misunderstood. A CV should be confident. It should not sound inflated.
Recruiters are constantly checking for credibility. If every bullet point claims that you transformed, revolutionised, spearheaded, maximised, optimised, and delivered exceptional results, the language starts to feel exaggerated. Especially if there is no evidence behind it.
Before applying, check whether your claims are believable. Strong CV writing is specific, not theatrical.
Weak Example
“Revolutionised the entire customer journey and delivered outstanding results through exceptional leadership.”
This sounds impressive until you ask what it actually means. It gives no scale, no method, no evidence, and no context.
Good Example
“Reviewed customer onboarding feedback and introduced a clearer handover process between sales and support, reducing repeated customer queries during the first month.”
This is more grounded. It shows action and impact without pretending the candidate personally saved the empire.
Hiring managers trust specific evidence more than dramatic language. If your CV sounds like a sales brochure, tone it down. If it sounds like a job description, sharpen it up. The sweet spot is confident, clear, and evidence led.
Use this checklist before every application, especially for roles you genuinely care about.
Role alignment: Have I adjusted the CV to match this specific vacancy?
First impression: Can a recruiter understand my target role and fit within the first half page?
Profile: Does my summary explain my relevant background clearly instead of using generic personality claims?
Keywords: Have I included important terms from the job advert where they genuinely match my experience?
Work experience: Are my most relevant roles detailed enough?
Achievements: Have I included outcomes, improvements, scale, or evidence of value?
Responsibilities: Have I avoided copying generic job duties without showing how I performed?
ATS readability: Is the formatting clean, simple, and readable by recruitment systems?
Dates: Are employment dates clear, consistent, and honest?
Gaps: Have I explained anything that may create unnecessary confusion?
Skills: Is my skills section relevant to the role, not just a list of generic traits?
Contact details: Are my phone number, email address, location, and LinkedIn details correct?
File format: Have I followed the employer’s requested file type?
File name: Is the document named professionally?
Proofreading: Have I checked spelling, grammar, spacing, punctuation, and formatting?
Evidence: Would a hiring manager see clear proof that I can do the job?
Relevance: Is anything taking up space without helping my application?
Consistency: Does the CV match my LinkedIn profile and application answers?
Final attachment check: Am I uploading the correct version?
This checklist is not about making the CV perfect in some imaginary way. It is about making it effective. A strong CV reduces doubt, increases relevance, and helps the employer understand your value quickly.
Some CV advice makes candidates obsess over the wrong things. I see people spend ages choosing between two fonts while ignoring the fact that their achievements are vague. That is like polishing the shop window while the shelves are empty.
Before applying, do not overfocus on:
Tiny design changes that do not improve readability
Fancy templates that make the CV harder to parse
Overly creative layouts for traditional UK employers
Generic personal statements
Adding every task you have ever done
Making the CV sound more “professional” by removing all personality and clarity
Stuffing in keywords without evidence
Hiding career gaps in a way that creates more suspicion
Copying CV examples that do not fit your role or level
Design matters, but structure matters more. Keywords matter, but evidence matters more. Confidence matters, but credibility matters more.
The CV that wins is not always the prettiest one. It is the one that makes the hiring decision easier.
Your CV is ready to send when it answers the employer’s main question clearly: why should we speak to this person for this role?
You should be able to look at the vacancy, then look at your CV, and see a clear connection between the two. If that connection is weak, the recruiter may not fix it for you.
A strong ready to send CV usually has:
A clear professional direction
Relevant keywords used naturally
Evidence of performance
Clean formatting
No unexplained confusion
Stronger detail in the most relevant roles
A credible tone
Enough context for the hiring manager to understand scope
No avoidable errors
A clear reason to invite you to interview
The final test is simple. If someone who does not know you reads your CV, would they understand what you do, where you add value, and why you fit the job? If yes, send it. If no, fix that before applying.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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