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Create ResumeAn entry level CV needs to prove three things quickly: you understand the role, you have relevant potential, and you can be trusted to do the basics well. In the UK job market, most entry level candidates do not lose out because they lack experience. They lose out because their CV makes the recruiter work too hard to understand their value.
Your CV should not apologise for being early in your career. It should position your education, transferable skills, work experience, volunteering, projects, internships, part time jobs, and achievements in a way that feels relevant to the job you want. Recruiters are not expecting a senior career history. They are looking for evidence of judgement, communication, reliability, learning ability, and practical fit.
An entry level CV is not a life story. It is not a school record. It is not a list of everything you have ever done because you are worried the page looks empty.
The real job of an entry level CV is to make a recruiter or hiring manager think: this person may be early in their career, but they look relevant, organised, and worth speaking to.
That matters because entry level hiring is often noisy. Employers may receive hundreds of applications from students, graduates, school leavers, career changers, and candidates with limited formal work experience. Many of those CVs look almost identical because candidates copy the same generic advice: “hard working”, “team player”, “passionate”, “eager to learn”. None of that is wrong, but none of it proves much either.
When I screen an entry level CV, I am not looking for perfection. I am looking for signals. Small signals, sometimes. Has the candidate understood the job? Have they shown relevant strengths? Have they explained their experience clearly? Have they made sensible choices about what to include and what to leave out?
A strong entry level CV does not pretend you have five years of experience. It shows that you have enough evidence to be taken seriously for the next step.
For most UK entry level candidates, this structure works well:
Contact details
Professional profile
Key skills
Education
Relevant experience
Additional experience
Projects, volunteering, or extracurricular experience
Certifications or training
Interests, only if useful
This structure is simple, ATS friendly, and easy for recruiters to scan. The order can change depending on your strongest evidence. If your education is most relevant, place it near the top. If you have internships, placements, part time work, or volunteering that strongly supports the role, bring that higher.
What you should not do is hide your best evidence because you think CVs must follow one fixed formula. They do not. A CV should be structured around relevance.
For example, a graduate applying for a finance analyst role should not bury a strong university project involving Excel, financial modelling, or data analysis at the bottom under “Other”. That project may be more relevant than a part time retail job. On the other hand, a candidate applying for a customer service role should absolutely show retail, hospitality, reception, or call handling experience clearly, even if it was part time.
Recruiters read CVs through the lens of the vacancy. Your structure should help them connect your background to that vacancy quickly.
Your contact section should be boring in the best possible way. This is not where you need creativity.
Include:
Full name
Phone number
Professional email address
Town or city and country
LinkedIn profile, if it is complete and relevant
Portfolio, GitHub, website, or online work samples, if relevant
You do not need to include your full home address. In the UK, town or city is usually enough unless an employer specifically requests more detail later.
Use a professional email address. I know this sounds painfully basic, but entry level CVs still arrive with email addresses created when someone was thirteen and clearly going through a phase. Hiring managers may not reject you purely because of an odd email address, but it creates unnecessary noise. Your CV already has enough work to do. Do not make it fight your inbox identity crisis as well.
Your professional profile should be three to five lines. It should explain who you are, what you are targeting, and what relevant strengths you bring.
The mistake many entry level candidates make is writing a profile that says nothing specific.
Weak Example
A hard working and motivated individual with excellent communication skills who is looking for an exciting opportunity to grow and develop in a professional environment.
This is not terrible. It is just invisible. I have read some version of this thousands of times. It gives me no role direction, no evidence, and no reason to keep reading with interest.
Good Example
Business Management graduate applying for entry level operations and administration roles, with experience supporting customer queries, maintaining records, and coordinating student society events. Confident using Microsoft Office, handling deadlines, and communicating with different stakeholders. Looking for a role where I can support organised, efficient day to day business operations.
This works because it gives the recruiter a direction. It connects education, experience, skills, and target role. It does not overclaim.
For an entry level CV, the profile should answer:
What type of role are you applying for?
What background or education is relevant?
What practical strengths can you already show?
What kind of employer problem can you help with?
Avoid phrases like “I am passionate about success” or “I thrive in fast paced environments” unless you back them up with evidence. Employers do not hire passion in the abstract. They hire people who can do the work, learn quickly, communicate well, and not create avoidable problems.
A skills section can help an entry level CV, especially when your experience is limited. But it needs to be targeted.
Do not list every skill you have ever heard of. A recruiter can tell when a candidate has copied keywords from multiple job adverts and thrown them into a CV like confetti. The problem is not that keywords are bad. The problem is that unsupported keywords feel empty.
For an entry level CV, your skills should be a mix of practical, technical, and transferable skills relevant to the role.
For example, for an entry level administrator role, useful skills might include:
Microsoft Office
Data entry
Email communication
Diary coordination
Document formatting
Customer service
Record keeping
Attention to detail
Time management
For an entry level marketing role, useful skills might include:
Social media scheduling
Content writing
Canva
Google Analytics basics
Email marketing support
Market research
Campaign reporting
Copy editing
Brand awareness
For an entry level IT support role, useful skills might include:
Windows troubleshooting
Ticket logging
Customer support
Hardware setup
Basic networking knowledge
Microsoft 365
Password resets
Remote support tools
Documentation
The trick is to choose skills that match the role and can be supported somewhere else in the CV. If you list “stakeholder management” but your experience does not show any stakeholder interaction, it may look inflated. At entry level, inflated language can work against you because it makes the CV feel less believable.
Recruiters trust specific, grounded language more than impressive wording with no evidence behind it.
For many entry level candidates in the UK, education is one of the strongest parts of the CV. That is completely fine. Use it properly.
Include:
Degree, A levels, BTEC, T levels, apprenticeship, or relevant qualification
Institution name
Dates or expected completion date
Grade, if strong or required
Relevant modules, if useful
Dissertation, project, or coursework, if relevant
Academic achievements, if meaningful
Do not overload this section with every school detail if you have higher education or stronger experience. Once you have a degree, employers rarely need a full breakdown of every GCSE unless the role specifically asks for Maths and English.
A strong education section might look like this:
BA Business Management, University of Manchester, Manchester
2022 to 2025
Relevant modules included Operations Management, Business Analytics, Consumer Behaviour, and Project Management. Completed a final year project analysing customer retention strategies for UK subscription businesses, using survey data and Excel analysis.
This is much better than simply writing the degree title. It gives the recruiter usable context.
For school leavers, the education section may carry more weight. You can include coursework, leadership roles, awards, practical assignments, or subject strengths if they support the role.
The hiring reality is simple: if your work history is light, recruiters look harder at education, projects, volunteering, and evidence of responsibility. Give them something useful to work with.
A common entry level mistake is thinking part time jobs, weekend work, hospitality shifts, retail work, babysitting, tutoring, delivery work, volunteering, or family business support do not count.
They absolutely can count.
The issue is not whether the job was glamorous. The issue is whether you explain the value properly.
A part time retail job can show customer service, cash handling, complaint resolution, teamwork, stock control, reliability, and working under pressure. A hospitality role can show speed, communication, organisation, conflict handling, and shift discipline. Tutoring can show explanation skills, patience, planning, and subject knowledge.
What recruiters do not need is a flat task list.
Weak Example
Worked in a shop. Served customers. Used the till. Helped with stock.
This tells me what the job was, but not how you performed or what skills you built.
Good Example
Retail Assistant, Tesco, Birmingham
2023 to 2025
Served customers in a busy store environment, handling enquiries, payments, returns, and complaints professionally
Supported stock replenishment and product presentation to maintain availability during peak trading periods
Balanced part time shifts alongside university deadlines, showing reliability, time management, and consistent attendance
Trained two new starters on till processes, store procedures, and customer service expectations
This is still honest entry level experience, but it is positioned properly. It shows responsibility and workplace behaviour.
Employers hiring at entry level care about whether you can turn up, communicate, learn, follow processes, manage pressure, and deal with people. Many part time roles prove exactly that.
Good CV bullet points do not just describe duties. They show relevance, action, and outcome.
Use this simple structure:
Action + context + skill or result
You do not need huge numbers or dramatic achievements. Entry level candidates often force fake metrics into CVs because they have been told every bullet needs a number. Numbers are useful when real, but awkward when invented or stretched.
A good bullet can show value without pretending you transformed the business before your second lunch break.
Weak Example
Responsible for social media.
Good Example
Weak Example
Helped with admin.
Good Example
Weak Example
Worked in a team.
Good Example
Your bullet points should make the recruiter understand what you actually did and why it matters for the role.
For entry level CVs, useful bullet themes include:
Customer interaction
Problem solving
Accuracy
Organisation
Communication
Teamwork
Deadlines
Data handling
Research
Process following
Do not write bullets that sound senior if the work was junior. Recruiters can usually sense when a CV is trying too hard. Clear and credible beats inflated and suspicious.
If you have no formal work experience, your CV can still be strong. But you need to use other evidence properly.
You can include:
Academic projects
University or college coursework
Volunteering
Student societies
Sports leadership
Personal projects
Online courses
Certifications
Family business support
Community involvement
Freelance or informal work
Portfolio work
Competitions or challenges
The key is to translate these into employer relevant evidence.
For example, a computer science student with no job history might include:
Personal Project: Budget Tracking Web App
Built a simple budget tracking application using HTML, CSS, JavaScript, and Firebase
Created user input forms, spending categories, and basic reporting features
Used GitHub to manage version control and document project progress
A psychology graduate applying for HR roles might include:
University Research Project: Workplace Motivation
Researched employee motivation theories and analysed survey responses from student participants
Developed written recommendations based on findings, improving ability to interpret people data and communicate insights clearly
Presented findings to a seminar group, building confidence in structured communication
A school leaver applying for an apprenticeship might include:
Young Enterprise Project
Worked with a small team to create, price, market, and sell a product during a school business challenge
Supported customer conversations, basic budgeting, and social media promotion
Learned how planning, communication, and accountability affect team performance
This is what candidates often miss: employers are not only evaluating paid work. They are evaluating evidence of behaviour. Have you taken responsibility for something? Have you completed something? Have you worked with people? Have you learned a tool? Have you solved a problem?
That evidence can come from different places.
Use this template as a structure, but adapt it to the role. A template is a starting point, not a personality replacement.
Full Name
Town or City, UK
Phone Number
Professional Email
LinkedIn or Portfolio Link
Professional Profile
Entry level candidate applying for roles in [target area], with experience in [relevant experience, education, project, or transferable background]. Confident in [skill one], [skill two], and [skill three], with a strong interest in supporting [relevant employer need]. Known for being organised, reliable, and quick to learn new systems and processes.
Key Skills
Skill relevant to the role
Skill relevant to the role
Skill relevant to the role
Skill relevant to the role
Skill relevant to the role
Skill relevant to the role
Education
Qualification, Institution, Location
Dates
Relevant modules, coursework, projects, or achievements connected to the role.
Relevant Experience
Job Title, Organisation, Location
Dates
Bullet showing action, context, and relevant skill
Bullet showing responsibility, communication, or problem solving
Bullet showing reliability, outcome, achievement, or workplace behaviour
Additional Experience
Job Title or Activity, Organisation, Location
Dates
Bullet showing transferable skill
Bullet showing teamwork, organisation, customer service, or initiative
Projects, Volunteering, or Extracurricular Experience
Project or Role Name
Bullet explaining what you did
Bullet explaining tools, skills, or methods used
Bullet explaining outcome, learning, or relevance
Certifications and Training
Course or certification name, provider, year
Course or certification name, provider, year
Interests
Include interests only if they add something relevant, memorable, or credible. Avoid generic lists unless they genuinely support your application.
Aisha Khan
Birmingham, UK
07123 456789
linkedin.com/in/aishakhan
Professional Profile
Business Management graduate applying for entry level operations and administration roles, with experience in customer service, event coordination, and data handling. Confident using Microsoft Office, maintaining accurate records, and communicating with customers, colleagues, and university stakeholders. Looking for a role where I can support organised, efficient, and reliable business operations.
Key Skills
Administration support
Customer service
Microsoft Word, Excel, and PowerPoint
Email communication
Data entry and record keeping
Event coordination
Time management
Team collaboration
Education
BA Business Management, Birmingham City University, Birmingham
2022 to 2025
Relevant modules included Operations Management, Business Analytics, Project Management, and Organisational Behaviour. Completed a final year project on improving customer retention for UK subscription businesses, using survey data and Excel to identify common cancellation patterns.
Relevant Experience
Student Society Events Coordinator, Birmingham City University, Birmingham
2024 to 2025
Coordinated room bookings, event schedules, supplier communication, and attendee updates for student society events
Maintained spreadsheets to track attendance, budgets, and event planning actions
Communicated with students, university staff, and committee members to keep events organised and well attended
Helped improve event preparation by creating a checklist for recurring tasks and deadlines
Customer Assistant, Sainsbury’s, Birmingham
2022 to 2024
Served customers in a busy retail environment, handling enquiries, payments, refunds, and complaints professionally
Supported stock replenishment, product presentation, and store standards during peak trading periods
Balanced part time work with university deadlines, showing reliability, organisation, and strong attendance
Trained new team members on till processes, customer service expectations, and store procedures
Additional Experience
Volunteer Reception Support, Local Community Centre, Birmingham
2023
Welcomed visitors, answered basic enquiries, and directed people to the correct services or staff members
Updated sign in records and supported simple administrative tasks with attention to detail
Built confidence speaking with people from different backgrounds in a professional setting
Certifications and Training
Microsoft Excel Basics, LinkedIn Learning, 2024
Introduction to Project Management, OpenLearn, 2024
Interests
I enjoy organising community events, reading about business operations, and learning practical Excel skills through online tutorials.
This CV works because it does not try to make Aisha look senior. It makes her look relevant. It gives the recruiter enough evidence to connect her background to administration and operations roles.
Most weak entry level CVs fail for predictable reasons. The frustrating part is that many of these mistakes are easy to fix.
Using a generic profile
If your profile could be copied into any CV for any job, it is not doing enough. Recruiters should know what role you want and why you are relevant within a few seconds.
Listing duties without showing value
“Worked in a team” is not enough. What team? What context? What did you contribute? What skill did it show?
Hiding relevant projects
Academic and personal projects can be valuable, especially for technical, creative, marketing, finance, data, and business roles. Do not bury them at the bottom if they are your strongest evidence.
Overusing soft skills
Communication, teamwork, and organisation matter. But if you list them without proof, they become wallpaper. Show them through experience and examples.
Trying to sound too senior
Entry level candidates sometimes use language like “strategic leadership”, “stakeholder optimisation”, or “business transformation” for work that was much simpler. That does not make the CV stronger. It makes it harder to trust.
Making the CV too long
Most entry level CVs should be one page, sometimes two if there is genuinely enough relevant content. If you need three pages at entry level, something has probably gone wrong.
Forgetting the job advert
The job advert tells you what the employer is likely to screen for. If the advert mentions Excel, customer service, attention to detail, and diary management, your CV should show those things where honestly possible.
Using decorative formatting that breaks ATS systems
Many UK employers use applicant tracking systems. Your CV should be clean, readable, and easy to parse. Avoid text boxes, graphics, columns that scramble, icons that replace words, and overdesigned templates that look nice but read badly.
At entry level, recruiters and hiring managers are usually not asking, “Has this person done the exact job before?” If they were, it would not really be entry level.
They are asking:
Does this person understand the type of work?
Have they shown useful transferable skills?
Can they communicate clearly?
Do they seem reliable?
Are they likely to learn quickly?
Have they made an effort to tailor the CV?
Is there enough evidence to justify an interview?
Hiring managers also look for risk. This is the part candidates often do not see.
Entry level hiring carries risk because the employer may need to train you. That is normal, but your CV should reduce the perceived risk. You do that by showing evidence of responsibility, consistency, accuracy, communication, and willingness to learn.
For example, a hiring manager may not expect you to know their internal systems. But if your CV shows you learned new tills, booking tools, spreadsheet processes, or university systems quickly, that helps. They may not expect you to manage clients independently. But if your CV shows customer service experience, complaint handling, or professional communication, that helps too.
Recruitment is rarely about one perfect requirement. It is about the overall picture. A strong entry level CV gives enough positive signals for someone to think, “This candidate is worth a conversation.”
Tailoring does not mean rewriting your entire CV every time. It means adjusting the emphasis so the most relevant information is easiest to see.
Start with the job advert. Look for repeated themes. Employers often reveal their priorities through the language they use.
If the advert mentions “attention to detail”, “accurate records”, and “data entry”, your CV should show accuracy and admin evidence. If it mentions “customer focused”, “communication”, and “handling enquiries”, bring customer facing experience higher. If it mentions “analytical”, “Excel”, and “reporting”, show education projects, coursework, or experience involving data.
A simple tailoring process:
Adjust your professional profile to match the role type
Reorder skills so the most relevant ones appear first
Bring the most relevant experience or projects higher
Rewrite bullet points to reflect the employer’s priorities
Use similar terminology to the advert where honest and natural
Remove irrelevant details that distract from your fit
This is not cheating. This is positioning. Hiring is a relevance exercise.
One warning: do not tailor yourself into a different person. If you exaggerate too much on the CV, the interview usually exposes it. And if the interview does not, the job might. Neither is a lovely afternoon.
For most UK entry level candidates, one page is ideal. Two pages can work if you have enough relevant content, such as internships, placements, volunteering, projects, certifications, and part time work.
The question is not “How long can my CV be?” The better question is: How much relevant evidence do I have?
A one page CV is not automatically better if it leaves out important proof. A two page CV is not automatically bad if every section earns its space. But long, padded entry level CVs are painful to read and usually weaken the application.
Keep it focused. Every line should help the recruiter understand your fit for the role.
Do not include:
Full paragraphs about hobbies with no relevance
Every school activity from years ago
Long lists of generic personality traits
Repeated duties across similar jobs
References, unless requested
Salary expectations, unless requested
Personal details such as marital status, date of birth, or nationality, unless there is a specific legal or role related reason
Modern UK CVs should be direct, professional, and relevant. You are not trying to fill space. You are trying to create confidence.
Before you apply, check your CV like a recruiter would.
Is the target role clear within the first few seconds?
Does the profile say something specific and useful?
Are the strongest selling points near the top?
Are the skills relevant to the job advert?
Does the education section show useful context?
Are part time jobs, projects, or volunteering positioned properly?
Do bullet points show action and evidence, not just duties?
Is the formatting clean and ATS friendly?
Is the CV written in UK English?
Have you removed vague claims that are not backed up?
Would a hiring manager understand why you are applying?
Have you checked spelling, dates, spacing, and consistency?
A strong entry level CV does not need to be dramatic. It needs to be clear, relevant, and credible.
The candidates who get interviews are not always the ones with the most experience. Often, they are the ones who explain their experience better. That is especially true at entry level, where the difference between a weak CV and a strong CV is often not the background itself, but the way it is positioned.
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.
Initiative
Learning new systems
Handling pressure
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