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Create ResumeA graduate CV builder should help you create a CV that proves three things quickly: what you studied, what you can do, and why an employer should trust you with responsibility even if you have limited work experience. In the UK job market, graduate CVs are usually screened fast, especially for entry level roles, schemes, internships, and junior positions. That means your CV cannot rely on vague potential. It needs clear structure, relevant evidence, strong wording, and sensible positioning.
The biggest mistake I see graduates make is treating a CV like a life summary. It is not. A graduate CV is a hiring document. Its job is to reduce doubt. A recruiter is not reading it to admire your journey. They are checking whether you look credible, relevant, organised, and worth interviewing.
A good graduate CV builder is not just a formatting tool. Formatting matters, but the real value is helping you decide what belongs on the page, what should be removed, and how to present your experience so it makes sense to a recruiter or hiring manager.
Most graduate CV problems are not caused by lack of talent. They are caused by poor translation. Graduates often have useful experience, but they describe it in a way that sounds too academic, too passive, or too vague. They write things like “worked in a team” or “good communication skills” and assume the employer will understand the value. Employers rarely work that hard. Harsh, but true.
A strong graduate CV builder should help you shape your CV around:
The role you are applying for
The skills the employer is likely to screen for
The evidence you can prove from university, work, volunteering, projects, placements, societies, part time jobs, or personal initiatives
The language recruiters and applicant tracking systems can recognise
The level of responsibility expected from a graduate candidate
The aim is not to pretend you have five years of experience. The aim is to show that your experience is relevant enough, your thinking is structured enough, and your potential is supported by evidence.
For most UK graduate applications, your CV should be clean, direct, and easy to scan. I would usually recommend one to two pages depending on your experience. One page is fine if you are applying for internships or you have limited experience. Two pages are acceptable if you have placements, projects, volunteering, leadership roles, part time work, or technical skills worth showing.
A strong graduate CV structure usually includes:
Name and contact details
Short professional profile
Education
Relevant experience
Projects or achievements
Skills
Additional experience
Volunteering, societies, or leadership
Certifications or training
You do not need every section. You need the right sections for your situation. This is where many graduates go wrong. They copy a template and fill every box because the template told them to. That is how you end up with a CV that looks busy but says very little.
The order should reflect your strongest evidence. If your degree, dissertation, or academic projects are most relevant, education can come high up. If you completed an internship, placement, or serious part time job, experience should come before less relevant academic detail.
A recruiter is always asking one quiet question: “Where is the strongest proof?” Put that proof where it can be seen quickly.
Your CV profile should be short, specific, and grounded. This is not the place for motivational language, personal dreams, or recycled phrases like “hardworking team player with excellent communication skills.” Those phrases do not hurt because they are bad English. They hurt because they are empty.
A good graduate CV profile should answer:
What type of graduate are you?
What field or role are you targeting?
What relevant strengths can you actually evidence?
What makes your background useful for this employer?
Weak Example
Recent graduate with strong communication skills, excellent teamwork abilities, and a passion for learning. Looking for an exciting opportunity where I can grow and contribute to a successful company.
Why this fails: It could belong to almost any graduate applying for almost any role. It does not help the recruiter understand your direction, relevance, or evidence.
Good Example
Business Management graduate with experience in customer facing retail work, university consultancy projects, and data led market research. Strong interest in entry level commercial, operations, and account management roles where client communication, problem solving, and organised follow up are important.
Why this works: It shows direction, relevant experience, and a clear link between the candidate’s background and the roles they are targeting.
Your profile does not need to be dramatic. It needs to be useful. Think of it as a positioning statement, not a personality introduction.
Education matters on a graduate CV, especially in the UK where many graduate employers use degree subject, classification, university projects, modules, and dissertation topics as part of early screening. But education should not read like a university transcript unless the role specifically requires academic detail.
For your degree, include:
Degree title
University name
Dates attended or graduation year
Classification if strong or required
Relevant modules if they support the role
Dissertation or final year project if relevant
Academic achievements if meaningful
Good Example
BA Business Management, University of Leeds, 2023 to 2026
Expected classification: 2:1
Relevant modules: Consumer Behaviour, Business Analytics, Strategic Management, Digital Marketing
Final year project: Analysed customer retention strategies among UK subscription businesses using survey data and competitor research
This works because it gives the employer useful clues. It does not just say “I studied business.” It shows commercial relevance, analytical thinking, and subject matter alignment.
For GCSEs and A levels, keep it brief unless you are applying for roles where specific grades matter. Many UK employers simply want to see English and Maths. Do not waste half a page listing every subject if it does not strengthen your application.
A recruiter will not reject you because your GCSE Geography is not lovingly displayed. I promise.
This is where graduate CVs usually fall apart. Many graduates think limited experience means weak CV. Not always. A graduate with part time retail work, group projects, volunteering, society leadership, and strong academic work can often look more employable than someone with an impressive sounding internship described badly.
The trick is to write experience through the lens of employer value.
Do not only describe what you did. Explain what skills, judgement, responsibility, or impact it proves.
For each role or activity, include:
Role title
Organisation
Location if useful
Dates
Three to five focused bullet points
Evidence of responsibility, results, tools, stakeholders, or outcomes
Weak Example
Retail Assistant, Tesco
Served customers
Worked on tills
Helped the team
Improved communication skills
Good Example
Retail Assistant, Tesco, Manchester
Supported customers in a high volume store environment, handling product queries, returns, and payment issues professionally
Managed till transactions accurately during busy periods while maintaining strong attention to detail
Coordinated with colleagues to restock shelves, manage queues, and resolve customer issues quickly
Developed confidence working under pressure, prioritising tasks, and communicating clearly with different customer types
Why this works: It turns ordinary work into credible workplace evidence. Graduate employers do not only care whether the job title sounds impressive. They care whether you have proven reliability, customer awareness, pressure handling, accuracy, and responsibility.
Part time work is often underrated by graduates and underrated badly. I have seen hiring managers respond positively to retail, hospitality, care, tutoring, call centre, warehouse, and admin experience because those roles show resilience and accountability. The key is writing them properly.
If you are a graduate without much formal work experience, projects can do serious heavy lifting. This is especially true for roles in technology, finance, marketing, consulting, engineering, data, design, policy, research, and business operations.
A project section can include:
Dissertation
Final year project
Group consultancy project
Technical project
Research project
Portfolio project
Case competition
Business plan
Data analysis project
Design or creative project
The mistake is writing project titles without explaining the value. A project called “Marketing Strategy Report” tells me almost nothing. A project that explains the problem, method, tools, and outcome tells me much more.
Good Example
University Consultancy Project, Retail Market Entry Strategy
Worked in a team of five to assess market entry options for a UK based sustainable fashion brand
Conducted competitor research, customer segmentation, pricing analysis, and SWOT evaluation
Produced a final recommendation focused on online acquisition, student ambassador partnerships, and regional pop up events
Presented findings to academic assessors, receiving positive feedback for commercial reasoning and clarity of recommendations
This does not pretend the project was a corporate job. It frames academic work in business relevant language. That is the right move.
For technical graduates, include tools and methods naturally. For example:
Built a Python based data cleaning script to process survey responses and identify missing values, duplicates, and response patterns
Created Power BI dashboards to visualise sales trends, customer segments, and regional performance
Used SolidWorks to design and test a prototype component as part of a mechanical engineering group project
Recruiters do not always understand every technical detail, but they do understand evidence. Tools, outputs, methods, and outcomes help them see substance.
Your skills section should not become a dumping ground for every nice quality you think you possess. “Leadership, teamwork, communication, organisation, problem solving, time management” is not a skills section. It is a graduate CV bingo card.
A useful graduate CV skills section should include a mix of:
Technical tools
Software
Languages
Analytical skills
Role relevant methods
Industry specific knowledge
Practical workplace skills supported elsewhere in the CV
For example, a graduate applying for marketing roles might include:
Google Analytics
Canva
Meta Business Suite
SEO keyword research
Content planning
Email marketing basics
Market research
Customer segmentation
Excel
A finance graduate might include:
Excel
Financial modelling basics
Data analysis
Bloomberg Market Concepts
Power BI
Accounting principles
Forecasting
Risk analysis
Research reporting
A software graduate might include:
Python
JavaScript
SQL
GitHub
React
APIs
Unit testing
Agile project work
Debugging
The key is credibility. If you list it, be ready to discuss it. Nothing kills trust faster than a graduate claiming advanced Excel and then looking traumatised when someone asks about pivot tables. Be ambitious, yes. Do not cosplay competence.
Applicant tracking systems are used widely across the UK, especially by larger employers, recruitment agencies, graduate schemes, and companies handling high application volumes. But there is a lot of nonsense advice online about ATS. Some people talk about it as if it is a magical robot deciding your future while sipping a latte. The reality is usually more boring, which is somehow worse.
ATS software helps employers collect, filter, search, and organise applications. It may parse your CV, match keywords, store candidate information, and help recruiters search for relevant skills. It does not mean your CV should be stuffed with keywords or written for a machine instead of a human.
To make your graduate CV ATS friendly:
Use clear section headings such as Education, Experience, Skills, and Projects
Avoid overly designed layouts with text boxes, icons, columns, and graphics
Use standard job titles and skill terms where possible
Include relevant keywords naturally from the job advert
Save your CV as a PDF unless the employer asks for Word format
Keep formatting clean and readable
Do not hide keywords in white text or use strange tricks
The best ATS strategy is simple: write a clear CV that reflects the role properly. Recruiters still read CVs. Hiring managers still make decisions. ATS can help your CV get found, but it cannot rescue weak positioning.
Tailoring your CV does not mean starting from zero every time. That is how graduates burn out after six applications and start calling the job market “a social experiment.” Understandable, but not productive.
The smarter approach is to create a strong master CV, then adjust the most visible and relevant parts for each role.
Focus on tailoring:
Your profile
Your skills section
The order of your bullet points
The examples you emphasise
The keywords from the job advert
The projects or modules you highlight
The job title direction if you are applying across related roles
For example, if you are applying for marketing assistant roles, your CV should emphasise content, campaigns, customer insight, digital tools, and market research. If you are applying for operations roles, the same background might emphasise organisation, process improvement, customer flow, coordination, and data tracking.
The experience may be the same. The framing changes.
This is one of the biggest recruiter realities candidates miss: employers do not evaluate your full life equally. They evaluate the version of your background that you place in front of them. If you make the relevant parts hard to find, you are quietly damaging your own application.
Before sending your CV, check it like a recruiter would. Not emotionally. Not hopefully. Practically.
Your graduate CV should pass these checks:
Is the target role or direction clear within the first few seconds?
Can a recruiter quickly see your degree, university, and relevant experience?
Does your profile explain your positioning rather than use generic personality claims?
Have you included relevant projects if your work experience is limited?
Are your bullet points written around evidence, responsibility, tools, outcomes, or transferable value?
Have you removed irrelevant filler?
Are your skills credible and connected to the role?
Does the CV contain keywords from the job advert naturally?
Is the formatting clean and ATS friendly?
Is the CV tailored for the type of role you are applying for?
Would a hiring manager understand why you are applying for this role?
Have you checked spelling, grammar, dates, and consistency?
That last point sounds basic because it is. It also matters. A typo will not always ruin a CV, but if the role requires accuracy and your CV has careless mistakes, the employer will notice the contradiction.
Most weak graduate CVs are not terrible. They are just unclear. That is almost worse because the candidate has something to offer, but the CV fails to make the case.
The most common mistakes include:
Writing a profile full of soft skills with no role direction
Treating education as a list rather than useful evidence
Hiding strong projects near the bottom
Describing part time work too casually
Listing skills without showing where they were used
Using a design heavy template that is hard to read
Applying with the same CV for unrelated roles
Overusing phrases like “passionate”, “motivated”, and “fast learner”
Focusing on duties instead of contribution
Forgetting that hiring managers want evidence, not vibes
One mistake deserves special attention: trying to sound more senior than you are. Graduate CVs should sound professional, but not inflated. If you describe a university group project like you personally transformed a multinational business, you create doubt. Good recruiters can smell exaggeration. Hiring managers can smell it too, usually before the first coffee.
Be confident, but keep it believable.
Recruiters and hiring managers are not always looking for the same thing at the same stage.
A recruiter screening graduate CVs usually looks for:
Basic eligibility
Degree relevance
Location and work rights
Role alignment
Keywords and skills
Clear experience
Evidence of communication and organisation
Reasons to shortlist rather than reasons to guess
A hiring manager usually looks deeper at:
Whether the candidate can learn quickly
Whether their examples show maturity
Whether they understand the role
Whether they can handle responsibility
Whether they seem coachable
Whether their background suggests practical judgement
Whether they can contribute without needing constant hand holding
This is why graduate CVs need both structure and substance. A recruiter may shortlist you because your CV is relevant and clear. A hiring manager may interview you because your examples suggest you can think, communicate, and adapt.
The best graduate CVs do not just say “I am ready to work.” They quietly prove it.
Use this as a practical structure when building your CV. Adapt it based on your background and the type of role you are targeting.
Name
Email | Phone | Location | LinkedIn | Portfolio or GitHub if relevant
Professional Profile
Two to four lines summarising your degree, target role direction, relevant experience, and strongest evidence.
Education
Degree, university, dates, classification, relevant modules, dissertation, final year project, academic achievements.
Relevant Experience
Internships, placements, part time work, volunteering, campus roles, freelance work, tutoring, customer service, admin, leadership.
Projects
Academic projects, technical projects, research, consultancy work, portfolio work, competitions, business simulations.
Skills
Technical tools, software, languages, analytical methods, role relevant capabilities.
Additional Experience or Activities
Societies, volunteering, leadership, sports, mentoring, events, fundraising, student ambassador work.
Certifications and Training
Short courses, online certifications, industry training, licences, or software credentials that genuinely support your target role.
This layout works because it gives the reader a logical journey. It answers the obvious questions before the recruiter has to go digging. That matters more than graduates realise. In busy UK hiring processes, clarity is not a nice extra. It is a competitive advantage.
No internship does not mean no value. It means you need to use other evidence properly. Plenty of UK graduates do not have formal internships, especially if they worked part time, had caring responsibilities, commuted, changed direction, or simply did not have access to polished networks.
Use evidence from:
Part time jobs
University projects
Volunteering
Societies
Student ambassador work
Tutoring
Freelance projects
Online courses
Personal projects
Family business support
Competitions
Community work
The key is not pretending these are the same as corporate internships. The key is showing what they prove.
For example, hospitality can prove pressure handling, customer communication, multitasking, and reliability. Tutoring can prove explanation skills, patience, subject knowledge, and planning. Society leadership can prove event coordination, stakeholder communication, budget awareness, and organisation.
Employers are not only hiring experience. For graduate roles, they are hiring evidence of potential. But potential without evidence is just hope in a blazer.
A standout graduate CV is not necessarily the prettiest CV. It is the clearest, most relevant, and most believable one.
Your CV stands out when:
It has a clear career direction
It explains relevance quickly
It uses specific examples instead of generic claims
It turns ordinary experience into employer value
It shows tools, methods, outcomes, and responsibility
It is tailored to the role without sounding forced
It is easy to read
It avoids exaggeration
It feels like a real person with real evidence
Graduates often think they need to sound impressive. What they actually need is to sound useful, credible, and ready to learn.
That difference matters. “Impressive” can become vague very quickly. “Useful” is practical. Employers hire useful.
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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