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Create ResumeRecruiters do not read CVs like books. They scan them quickly, looking for evidence that you match the role, can do the work, and are worth moving forward in the hiring process. In the UK job market, that usually means your CV needs to make your relevance obvious within seconds, before the recruiter has to work too hard to understand you. I look first for job titles, recent experience, sector fit, key skills, progression, stability, achievements, and any obvious mismatch with the role. A strong CV does not make the recruiter hunt for the point. It answers the hiring question quickly: can this person do this specific job, in this specific context, better than the other applicants?
Most candidates think recruiters read CVs to discover their full potential. I wish hiring worked that romantically, but it usually does not.
Recruiters read CVs to reduce risk.
That is the blunt version. When I open a CV, I am not thinking, “Let me fully understand this person’s life story.” I am thinking:
Does this person broadly match what the hiring manager asked for?
Can I explain this candidate to the employer clearly?
Is there enough evidence here to justify a conversation?
Will this candidate look credible next to others in the shortlist?
Is there anything that creates doubt, confusion, or unnecessary risk?
This is why good candidates sometimes get rejected. Not because they are not capable, but because the CV does not make their capability clear enough.
A recruiter is often working with a role specification, hiring manager expectations, salary range, location requirements, notice period considerations, sector preferences, and competing applicants. Your CV is being read inside that reality, not in a calm little bubble where everyone has unlimited time and emotional patience.
The first time a recruiter looks at your CV, they are usually not reading every word. They are forming a fast judgement.
That judgement is not always final, but it is powerful. It decides whether your CV gets a proper read or a polite rejection.
In the first scan, I am usually looking at:
Your current or most recent job title
Your current or most recent employer
The industries or sectors you have worked in
The dates of employment
Your location or ability to work in the required location
Your core skills and tools
Whether your experience matches the level of the role
That is why clarity matters so much. A messy CV does not just look untidy. It increases perceived risk. If I cannot quickly understand what you do, what level you operate at, and why you are relevant, I have to make assumptions. In recruitment, assumptions rarely help the candidate.
Whether your CV looks easy or difficult to assess
This first scan is where many candidates lose the recruiter.
Not because the recruiter is lazy. Because hiring is comparative. Your CV is not being read in isolation. It is being compared against other people who may have made their relevance clearer.
A common mistake is writing a CV as if the reader already understands your background. They do not. The recruiter may understand the market, but they do not automatically understand your exact value unless you show it clearly.
For example, writing “responsible for operations” tells me almost nothing. Operations in a small local business is different from operations across a multi site national organisation. Operations with five people is different from operations with two hundred. Operations with budget ownership is different from general coordination.
Recruiters are not just looking for words. They are looking for scale, context, and proof.
The top third of your CV carries more weight than many candidates realise. It frames everything that follows.
If that opening section is vague, generic, or overloaded with soft skills, the recruiter starts reading with uncertainty. If it is clear, specific, and aligned with the role, the rest of the CV is easier to trust.
A good professional summary should explain what you are, where you add value, and what kind of role you fit.
A weak summary sounds like this:
Weak Example
“Motivated and hardworking professional with excellent communication skills and a passion for delivering results.”
This could belong to almost anyone. It gives me no hiring information.
A stronger version sounds like this:
Good Example
“Commercially focused HR Advisor with experience supporting employee relations, policy implementation, recruitment coordination, and manager guidance across UK retail and hospitality environments.”
This tells me level, function, key areas, and sector context. I can immediately place the candidate.
The mistake many people make is trying to sound impressive instead of sounding useful. Recruiters are not searching for polished adjectives. They are searching for relevance.
Your current job title tells the recruiter where to anchor you. If your title is unusual, internal, inflated, or vague, explain it through the bullets underneath.
For example, “Client Success Partner” could mean account management, onboarding, customer service, renewals, implementation, or a mix of everything. If the title is unclear, the content below it has to do more work.
This is especially important in the UK job market, where job titles can vary wildly between companies. A “Manager” in one organisation may have full people management and budget responsibility. In another, it may be a senior individual contributor title with no direct reports.
Recruiters know this, so they look for evidence behind the title.
Recruiters notice dates quickly because dates help them understand stability, progression, recency, and gaps.
This does not mean every gap is a problem. Career breaks, redundancy, caring responsibilities, studying, relocation, and health related breaks happen. The issue is not usually the gap itself. The issue is unexplained confusion.
If there is a gap, give it a simple explanation where appropriate. You do not need to over disclose. You just need to stop the recruiter inventing their own story.
Recruiters look for skills that match the vacancy, but not in a keyword stuffing way. A CV that lists every possible skill under the sun feels desperate and unfocused.
For ATS purposes, yes, relevant keywords matter. But once a human is reading, the question becomes: where have you actually used these skills, and at what level?
A skills section can help, but it should not carry the whole CV. If your skills are not reflected in your experience, they look decorative.
Candidates often imagine recruiters ticking boxes mechanically. Sometimes that happens, especially in high volume recruitment. But for professional roles, CV screening is usually more nuanced.
A recruiter is often translating between the job description, the hiring manager’s actual priorities, and the candidate market.
That matters because job descriptions are not always honest or well written. Some are copied from old templates. Some describe three jobs in one. Some ask for five years of experience in a tool that has only been widely used for two. Lovely little hiring fairy tales.
So recruiters do not always screen against every line equally. They usually separate the role requirements into three categories.
These are the criteria that are genuinely necessary.
For example:
Right to work in the UK, where sponsorship is not available
Required professional qualification
Specific technical skill
Sector experience where the learning curve would be too high
Location or hybrid working requirement
Salary alignment
If you miss a genuine must have, a strong CV may still not move forward. This is not always personal. Sometimes the requirement is fixed.
These are things the employer wants, but may compromise on if the candidate is strong elsewhere.
For example:
Experience in a similar industry
Knowledge of a certain software platform
Exposure to a particular customer type
Previous experience in a similar size organisation
A certain number of years in a comparable role
This is where positioning matters. If you do not have the exact background, you need to show transferable evidence clearly.
These are the extras that can strengthen your application but rarely carry it alone.
For example:
Additional certifications
Exposure to another market
Extra software knowledge
Language skills
Side projects
Many candidates over focus on nice to haves and under explain the must haves. That is backwards. Your CV needs to prove the core match first, then add extra value.
A recruiter keeps reading when the CV gives them confidence.
Not perfection. Confidence.
There is a difference.
A perfect looking CV with vague content is not strong. A slightly imperfect CV with clear, relevant evidence can still perform very well.
The CVs that keep my attention usually have a few things in common.
The strongest CVs do not make me translate too much.
If the vacancy is for a Finance Manager, I want to quickly see management accounts, budgeting, forecasting, stakeholder reporting, month end, team leadership if required, systems, and business partnering where relevant.
If the role is for a Marketing Executive, I want to see campaign delivery, content, social media, email marketing, analytics, agency coordination, CRM, and results.
This sounds obvious, but many CVs are written around what the candidate has done, not what the role needs to see.
A better CV connects both.
Recruiters and hiring managers care about what you did, but they care more when they can see why it mattered.
Weak bullets describe tasks.
Strong bullets show contribution.
Weak Example
“Managed social media channels and created content.”
Good Example
“Managed LinkedIn, Instagram, and email content across monthly campaigns, increasing qualified inbound enquiries and improving campaign reporting for the sales team.”
The second version gives me more to work with. It shows channel ownership, campaign activity, commercial relevance, and internal impact.
You do not need to quantify every bullet. Not every job produces neat numbers. But you do need to show outcomes, scale, improvement, ownership, or complexity.
Recruiters look at whether your career makes sense for the role.
That does not mean you need a perfect linear path. Many strong candidates have squiggly careers. But your CV needs to help the recruiter understand the story.
If you changed industries, explain the transferable thread. If you moved from permanent work into contracting, make the pattern clear. If you stepped sideways for better experience, show what you gained.
The recruiter is not judging career change itself. They are judging whether your background makes sense for the job in front of them.
One of the biggest missed opportunities on CVs is lack of context.
A hiring manager wants to know the environment you worked in.
For example:
Was the company a start up, SME, public sector body, charity, consultancy, or global corporate?
Did you support five stakeholders or fifty?
Did you manage local, national, or international work?
Did you inherit a messy process or maintain an already mature one?
Were you hands on, strategic, operational, or a mix?
Without context, achievements can look smaller than they are, or bigger than they should. Both can cause problems.
A recruiter is trying to place your experience accurately. Help them do that.
Rejection is not always about being unqualified. Sometimes it is about doubt.
A recruiter may reject a CV because the match is weak, but also because the CV creates too many unanswered questions.
A generic CV feels like it has been sent to everyone.
That is not automatically fatal, but it is a problem when the role needs a specific fit. In competitive UK hiring processes, especially for professional, managerial, and specialist roles, a generic CV rarely beats a targeted one.
Generic content often sounds like this:
Excellent communicator
Strong team player
Results driven professional
Works well under pressure
Passionate about success
These phrases are not evil. They are just not enough. They do not prove anything.
Recruiters need evidence. Hiring managers need reasons. Generic language gives neither.
This is a big one.
Sometimes candidates apply for roles that are too junior, too senior, or simply different from their actual background. That does not mean they are not capable, but it creates a positioning issue.
For example, if you are applying for a senior leadership role but your CV is full of task based bullets, you may look too operational.
If you are applying for a hands on delivery role but your CV only talks about strategy, you may look too far removed from the work.
Recruiters read for level constantly. They ask:
Has this person operated at the level required?
Can they manage the complexity?
Are they too senior for the salary and scope?
Will they be satisfied in this role?
Is this a realistic move?
That last question matters more than candidates think. If a move does not look realistic, recruiters may worry about salary expectations, motivation, retention, or whether the candidate has applied properly.
Some CVs bury the best evidence on page three. This is painful to see because the candidate may be strong, but the CV is making the reader work too hard.
Recruiters are not treasure hunters. We should not need a tiny spade and a head torch to find your value.
Put the most relevant information where it can be seen quickly. If a requirement is important for the role, do not hide it in an old bullet under an unrelated job.
Claims are easy. Evidence is harder.
A CV that says “strategic leader” but only lists admin tasks creates a credibility gap. A CV that says “commercially minded” but gives no business context does the same.
Recruiters notice when the language and the evidence do not match.
This is especially common when candidates use inflated CV templates or AI generated wording without grounding it in their real experience. The CV sounds impressive for about six seconds, then collapses when you look for substance.
Formatting does matter, but not because recruiters are obsessed with pretty documents.
It matters because difficult formatting slows down decision making.
Common issues include:
Dense paragraphs
Tiny font
Overdesigned layouts
Icons that confuse ATS systems
Important information placed in graphics or text boxes
Too many columns
Inconsistent dates
No clear section structure
For most UK job applications, clean and simple beats clever and decorative. You want the recruiter focused on your suitability, not trying to decode the layout.
Your employment history is usually the most important part of the CV. It tells the recruiter what you have actually done, recently and repeatedly.
The most recent role usually gets the most attention. Older roles matter less unless they are especially relevant.
For each role, recruiters are usually looking for:
The employer and industry
Your job title and level
How long you were there
What you were responsible for
What you achieved
Whether the role matches the vacancy
Whether your career direction makes sense
If you did something ten years ago, it may still matter, but it rarely carries the same weight as recent experience.
This is why career changers, returners, and candidates moving back into an old field need to position carefully. You cannot assume the recruiter will connect the dots.
If your most relevant experience is not your most recent experience, your CV needs to make that relevance visible through your summary, skills, and selected achievements.
Responsibilities tell the recruiter what you owned.
Good responsibility bullets answer questions like:
What function did you support?
Who did you work with?
What processes, systems, or projects did you manage?
What decisions were you trusted with?
What level of stakeholder did you influence?
Vague responsibility bullets are a missed opportunity because they flatten your experience.
“Handled customer queries” could mean basic email responses or complex complaint resolution across regulated accounts. The recruiter should not have to guess.
Achievements show what changed because you were there.
This is where many CVs are too timid. Candidates often list duties but fail to show performance.
Useful achievement signals include:
Improved a process
Reduced cost
Increased revenue
Saved time
Improved customer satisfaction
Supported growth
Delivered a project
Reduced risk
Strengthened reporting
Improved team performance
The key is not to exaggerate. Hiring managers can smell inflated achievements. Use real, grounded impact.
Good Example
“Improved weekly reporting process by consolidating manual spreadsheets into one shared dashboard, reducing reporting time for the team and improving visibility for senior stakeholders.”
That is useful because it shows a practical improvement, not just a grand claim.
Candidates often worry that recruiters see one gap or short role and immediately reject them. Sometimes yes, if there is a repeated unexplained pattern. But usually, the real issue is uncertainty.
Recruiters are not shocked that life happens. They are concerned when the CV gives them no way to understand it.
A short gap usually does not need much explanation. A longer gap may benefit from a simple line.
For example:
Career break for family responsibilities
Redundancy followed by active job search
Relocation to the UK
Full time study and professional development
Contract ended and seeking permanent opportunity
You do not need to provide personal details. You just need to make the timeline understandable.
Short roles are not automatically bad. Contract roles, fixed term projects, redundancy, restructuring, and unsuitable company fits happen.
The issue is pattern and explanation.
If you have several short roles, label contracts clearly. If a role ended because of redundancy, state it simply if it helps. If you moved for progression, make the move make sense.
Recruiters look for whether short tenure is explainable or whether it suggests poor judgement, performance issues, or lack of commitment. That may sound harsh, but it is part of risk assessment.
Career changes can work very well, but only when the CV explains the bridge.
Do not expect the recruiter to do the transferability work for you.
If you are moving from hospitality into customer success, show client communication, complaint handling, account ownership, systems use, retention, and service recovery.
If you are moving from teaching into learning and development, show training design, stakeholder management, facilitation, assessment, coaching, and content creation.
A career change CV needs to say, “I may come from a different background, but here is the evidence that I can do this work.”
Applicant tracking systems matter, but they are often misunderstood.
An ATS is not a magical robot rejecting every CV because you used the wrong synonym. It is usually a system that stores, organises, searches, filters, and tracks applications. Some employers use screening questions or automated ranking features, but in many UK hiring processes, a human still plays a major role.
That said, keywords still matter because recruiters search by skills, titles, qualifications, tools, and industry terms.
If a recruiter is looking for a Payroll Manager with Sage, pensions, HMRC reporting, and UK payroll legislation, those terms need to appear naturally in the CV if they reflect your experience.
The mistake is keyword stuffing.
A keyword stuffed CV might pass a basic search but fail the human read. It feels unnatural and often lacks substance.
The better approach is to use relevant language in the right places:
Professional summary
Key skills section
Job title context
Employment history bullets
Certifications and systems sections
Project descriptions
Use the same language the market uses, but ground it in evidence.
For example, do not just list “stakeholder management.” Show who the stakeholders were, what you influenced, and what outcome you supported.
This is where candidates often get misled.
A CV can look polished and still perform badly.
A CV can have a nice template, strong wording, and tidy formatting, but if it does not answer the hiring question, it will not shortlist consistently.
A shortlist ready CV does three things well.
The recruiter should be able to understand your fit without building the argument for you.
This means your CV should reflect the role you are applying for. Not by lying. Not by copying the job description. By selecting and presenting your real experience in the most relevant way.
Recruiters often have to present candidates to hiring managers. That means your CV needs to give them clear reasons to advocate for you.
A recruiter can sell this:
“Strong HR Advisor with UK employee relations experience across multi site retail, confident supporting managers with absence, disciplinaries, grievances, policy advice, and recruitment coordination.”
A recruiter cannot easily sell this:
“Hardworking individual with good people skills and a positive attitude.”
The second may be true, but it is not enough.
A strong CV answers obvious questions before they become concerns.
For example:
If your job title is unclear, explain your remit
If your company is unknown, describe the business context
If you had a gap, clarify it simply
If you changed career, show the transferable link
If your achievements are impressive, ground them in context
The goal is not to remove every possible question. The goal is to avoid unnecessary doubt.
This is the part candidates rarely see.
After reviewing CVs, recruiters and hiring managers do not usually discuss every tiny detail. They discuss fit, risk, evidence, and trade offs.
The conversation often sounds more like this:
“They have the technical experience, but I am not sure they have managed at this level.”
“Strong background, but their salary expectations may be above range.”
“Good sector match, but the CV does not show enough stakeholder exposure.”
“They look capable, but I cannot see recent hands on experience.”
“Interesting profile, but the career moves need explaining.”
“This one looks immediately relevant. Worth speaking to.”
That is why your CV has to support a decision, not just describe your past.
Hiring managers are rarely looking for the most decorated candidate. They are looking for the safest strong match. Someone who can do the job, fit the environment, solve the problem, and not create a hiring headache.
This is also why being “overqualified” can sometimes work against candidates. Employers may worry you will leave quickly, expect more money, become bored, or struggle with the role scope. If you are applying below your previous level, your CV needs to explain motivation and fit carefully.
A recruiter friendly CV is not about pleasing recruiters for the sake of it. It is about making sure your value is not lost in translation.
Your opening should make your professional identity clear.
Ask yourself:
What role am I positioning myself for?
What level am I operating at?
What industries or environments are relevant?
What core problems do I solve?
What should the reader remember about me?
Avoid summaries that sound like personality descriptions. Focus on professional positioning.
Do not save your strongest evidence for later.
If the role requires project management, make sure project management appears clearly in your recent experience. If it requires leadership, show team size, leadership scope, and decision making. If it requires UK regulatory knowledge, name the relevant legislation, frameworks, or compliance exposure where appropriate.
A useful CV bullet usually contains three elements:
What you did
The context or scale
The result, purpose, or value
Weak Example
“Worked on reports for management.”
Good Example
“Prepared weekly performance reports for senior managers, highlighting service trends, operational risks, and actions required to improve team response times.”
The good version tells me what kind of reporting, who it served, and why it mattered.
Candidates often keep old content because they worked hard for it. I understand the instinct. But your CV is not an archive. It is a positioning document.
If something does not support your target role, reduce it.
This applies to:
Very old jobs
Irrelevant training
Generic hobbies
Repeated duties
Outdated software
School details that no longer matter
Long personal statements
A CV should be complete enough to be credible, but focused enough to be persuasive.
For most UK roles, use a simple structure:
Name and contact details
Professional summary
Key skills
Employment history
Education and qualifications
Additional information where relevant
Avoid heavy graphics, photos, icons, and complicated layouts unless you are in a field where portfolio presentation genuinely matters. Even then, your CV still needs to be readable.
There is a lot of CV advice online. Some of it is useful. Some of it is recycled nonsense wearing a blazer.
Here are the misconceptions I see most often.
This is partly true and partly misleading.
The first scan may be very quick. But if the CV looks relevant, the recruiter will spend longer on it. The issue is not that recruiters refuse to read. The issue is that many CVs fail the first relevance check.
Your job is to earn the longer read.
In the UK, two pages is common and often sensible. But the rule is not as rigid as people make it sound.
A graduate may only need one page. A senior executive may need more than two. A contractor with many projects may need a carefully structured longer CV.
The better question is: is every section earning its place?
Length is not the problem. Waste is the problem.
Sometimes systems filter applications, especially when there are screening questions or knockout criteria. But many rejections still come from human judgement.
Blaming the ATS can stop candidates from fixing the real issue: the CV does not show enough relevant evidence.
Yes, make your CV ATS friendly. Use clear headings, relevant keywords, and simple formatting. But do not forget the human reader.
No, not always.
Recruiters may understand the sector, but they cannot read your mind. Hiring managers cannot either. If your CV implies value but does not explain it, you are relying on generosity and guesswork.
That is not a strategy.
Only relevant detail makes the CV stronger.
Too much detail can bury the point. A strong CV is selective. It gives the recruiter enough information to trust you, without forcing them through every task you have ever completed.
Before you send your CV for a UK role, read it like a recruiter would.
Ask these questions:
Can I understand the candidate’s target role within the first few seconds?
Does the summary explain level, function, and relevant experience?
Are the most important skills visible and backed up in the employment history?
Does the recent experience clearly match the role requirements?
Are achievements specific enough to prove value?
Are dates, job titles, and employers easy to follow?
Are career gaps or short roles explained where needed?
Is the CV written for this role, not just any role?
Does the CV reduce doubt or create more questions?
Could a recruiter confidently explain this candidate to a hiring manager?
That final question is the one I wish more candidates asked.
Your CV is not only for getting past a system. It is for helping a human being understand, trust, and present your value.
A CV is not your autobiography. It is not a confession document. It is not a storage unit for every responsibility you have ever carried.
The real goal of a CV is to create enough confidence for the next step.
That next step may be a recruiter call, hiring manager review, interview invitation, or talent pool conversation. Whatever the process, your CV has one job: to make the reader believe you are worth progressing.
This is why the best CVs are not always the fanciest. They are the clearest.
They show:
What you do
Where you have done it
At what level
With what tools, people, processes, or responsibilities
What impact you had
Why you make sense for the role
When a recruiter reads your CV and can quickly answer those questions, your chances improve.
Not because you played a trick. Because you made the hiring decision easier.
And in recruitment, making the right decision easier is one of the most underrated advantages a candidate can have.
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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