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Create ResumeA strong LinkedIn profile helps job seekers appear in recruiter searches, make a credible first impression, and support the story already shown in their CV. In the UK job market, LinkedIn is not just a networking site. It is often where recruiters check whether a candidate looks relevant, active, contactable, and professionally consistent. The biggest mistake I see is treating LinkedIn like a copied CV or, worse, an empty placeholder with a job title and no context. Recruiters do not need your life story, but they do need enough evidence to understand what you do, where you fit, and why you may be worth approaching. Your LinkedIn profile should make your positioning obvious within seconds.
A lot of job seekers think LinkedIn only matters when they are actively posting, networking, or applying for senior roles. That is not how recruiters use it.
Recruiters use LinkedIn as a search tool, credibility check, sourcing database, and quick screening shortcut. Sometimes I find candidates on LinkedIn before I ever see their CV. Sometimes I check LinkedIn after reading a CV because something needs confirming. Sometimes a hiring manager looks at a profile after an interview because they want to understand the candidate’s professional background more clearly.
This is where candidates often underestimate the platform. LinkedIn is not doing one job. It is doing several jobs at once.
Your LinkedIn profile can help you:
Appear in recruiter searches for relevant roles
Show a clearer version of your professional identity
Reinforce the information on your CV
Demonstrate industry relevance without needing to post constantly
Make it easier for recruiters to contact you
When recruiters view a LinkedIn profile, they are usually not admiring the design or reading every line with a cup of tea. They are trying to answer a few practical questions quickly.
They want to know:
What does this person actually do?
Are they relevant for the role I am hiring for?
Is their experience recent and credible?
Do their job titles, companies, and responsibilities make sense?
Are there enough keywords for the role, industry, or skill set?
Does the profile support or contradict the CV?
Can I contact them easily?
Reduce uncertainty before interview selection
Help hiring managers understand your experience in context
The profile does not need to be loud. It does not need to sound like a motivational speaker trapped inside a laptop. It needs to be clear, searchable, credible, and aligned with the roles you want.
That is the difference between a LinkedIn profile that exists and a LinkedIn profile that works.
Do they look like someone worth shortlisting, approaching, or introducing?
This is why vague LinkedIn profiles underperform. A profile that says “passionate professional with a proven track record” tells me almost nothing. A profile that says “Operations Manager specialising in warehouse efficiency, supplier coordination, stock control, and team leadership across fast paced UK retail environments” gives me useful search signals and decision making context.
Recruiters are not looking for perfection. They are looking for relevance.
Hiring managers are similar, but their concern is slightly different. They want to know whether your background looks strong enough to trust. They are often less interested in keywords and more interested in whether your experience feels substantial, consistent, and suitable for the level of responsibility.
That means your LinkedIn profile needs to serve both audiences:
Recruiters need searchable clarity
Hiring managers need credible evidence
Employers need consistency
You need positioning that supports your next move
Most weak profiles fail because they only think about one audience, or worse, no audience at all.
The purpose of your LinkedIn profile is not to repeat your CV word for word. It is to position you clearly for the work you want.
Your CV is usually a formal application document. LinkedIn is more public, more searchable, and more flexible. It gives recruiters a broader picture of your professional identity, but it still needs focus. A scattered profile makes you look harder to place.
For job seekers, a strong LinkedIn profile should do three things.
Recruiters search by job titles, skills, industries, tools, certifications, and responsibilities. If your profile does not contain the language recruiters use, you may simply not appear in relevant searches.
This does not mean stuffing your profile with every keyword you have ever heard. It means using the natural language of your target roles.
For example, if you are targeting project coordinator roles in the UK, your profile should naturally include terms such as project coordination, stakeholder management, project plans, reporting, timelines, risks, budgets, suppliers, internal teams, and delivery support where accurate.
If you only write “organised team player”, you are making recruiters work too hard.
There is a fine line between confident positioning and LinkedIn nonsense.
Candidates sometimes write as though every role was transformational, strategic, high impact, and dynamic. I understand why. People want to sound impressive. But recruiters become very good at spotting language that feels bigger than the evidence.
Clear beats dramatic.
A good LinkedIn profile explains the kind of problems you solve, the environments you work in, the tools you use, the people you support, and the outcomes you contribute to.
Recruitment is partly a process of removing uncertainty. If your LinkedIn profile is incomplete, inconsistent, outdated, or vague, it creates small doubts.
Small doubts matter because recruiters and hiring managers are often comparing several similar candidates. If one profile is clear and another creates confusion, the clearer candidate has an advantage.
A strong profile does not guarantee interviews. Nothing does. But it removes unnecessary friction.
Your LinkedIn headline is one of the most important parts of your profile because it appears in searches, connection requests, comments, and profile previews. Yet many job seekers waste it.
The default approach is usually:
Weak Example
Marketing Manager at ABC Company
That is not terrible, but it is limited. It tells me your current title and employer, but not your specialism, market, level, or direction.
A stronger headline gives recruiters more useful context.
Good Example
Marketing Manager | B2B Campaigns | Lead Generation | SaaS and Professional Services
This works better because it gives search signals and positioning. It tells me what kind of marketing, what commercial focus, and what sectors may be relevant.
For job seekers who are unemployed, between roles, changing direction, or returning to work, the headline matters even more. Do not let LinkedIn define you only by your last job title if that title does not support where you are going next.
Weak Example
Currently seeking new opportunities
This is one of the most common LinkedIn profile mistakes. It says you are available, but it does not say what you do. Recruiters do not usually search “currently seeking new opportunities”. They search for skills, titles, industries, and functions.
Good Example
Customer Service Advisor | Complaint Resolution | CRM Systems | Retail and Contact Centre Experience
This makes the candidate searchable and understandable. Availability can be shown elsewhere on the profile, but the headline should still carry professional value.
A useful headline usually includes:
Target role or professional identity
Core specialisms
Industry or function context
Key tools, skills, or commercial focus
Level or scope where useful
Avoid cramming in too much. If the headline reads like a keyword cupboard has fallen over, it weakens trust.
The About section is where many LinkedIn profiles become either too vague or too self promotional. This section should not be a speech. It should explain your professional positioning in a way that helps recruiters quickly understand your background, strengths, and direction.
The best About sections for job seekers usually answer:
What kind of professional are you?
What type of work do you do best?
Which industries, environments, or functions do you understand?
What skills or outcomes are you known for?
What kind of role are you now targeting?
What makes your background relevant?
In the UK hiring market, clarity is especially important because many roles receive high application volumes. Recruiters are not short of profiles to review. They are short of time and certainty.
A good About section does not need to be long. It needs to be specific.
Weak Example
I am a hardworking and motivated professional with excellent communication skills and a passion for delivering results. I enjoy working in fast paced environments and I am now looking for my next opportunity.
This sounds familiar because thousands of people write some version of it. The problem is not that it is wrong. The problem is that it gives no real evidence.
Good Example
I am a customer service and operations professional with experience across retail, ecommerce, and contact centre environments. My work has focused on resolving customer issues, improving response times, supporting order management, and helping teams handle high volume periods without service standards dropping.
I am particularly strong in roles where customer experience, process improvement, and team coordination overlap. I have used CRM systems, order management platforms, shared inboxes, and reporting tools to keep service delivery organised and visible.
I am now looking for customer operations, service coordinator, or team support roles where I can bring practical problem solving, calm communication, and strong follow through.
This version works because it gives context. It tells me the environments, responsibilities, strengths, tools, and target direction. It sounds human without becoming fluffy.
The test I use is simple: after reading your About section, could a recruiter explain what you do to a hiring manager in one sentence? If not, it needs sharpening.
The Experience section is where job seekers often go wrong. Some leave it almost empty. Some paste their CV bullets without adapting them. Some write job descriptions so generic they could belong to anyone in the company.
LinkedIn experience should be detailed enough to support your credibility, but not so overloaded that it becomes unreadable.
Recruiters need to understand:
Your role scope
The type of company or environment
Your key responsibilities
Tools, systems, and processes used
Stakeholders or teams supported
Achievements or improvements where relevant
Progression, promotions, or expanded responsibility
A job title alone is not enough because titles vary wildly between companies. One “Account Manager” may be doing sales, another may be doing client success, another may be doing admin with a fancy title. Hiring managers know this too. They do not trust titles without context.
For each role, aim to include a short paragraph or a few tight bullets explaining what you actually did.
Weak Example
Responsible for admin tasks, customer support, reporting, and assisting the team.
This is too thin. It gives no scale, setting, or meaningful responsibility.
Good Example
Supported a busy sales and operations team across customer queries, order processing, CRM updates, weekly reporting, and supplier coordination. Acted as the first point of contact for clients, helped resolve delivery issues, maintained accurate records, and prepared performance updates for managers.
This is stronger because it gives a recruiter something to work with. It shows function, pace, stakeholders, tools, and responsibilities.
For more senior candidates, the Experience section should also show commercial scope. Senior hiring managers want to understand scale.
Useful details may include:
Team size
Budget responsibility
Revenue ownership
Market coverage
Stakeholder level
Regional or international scope
Transformation, growth, turnaround, or operational complexity
Again, do not exaggerate. Inflated LinkedIn profiles often collapse during interviews. If you claim strategic leadership but can only explain task execution, the gap will show quickly.
LinkedIn keywords matter because recruiters use search filters and Boolean searches to find candidates. But keyword optimisation is not about forcing repeated phrases into every section.
Recruiters search for combinations of:
Job titles
Skills
Tools and systems
Certifications
Industry terms
Product categories
Methodologies
Seniority levels
Location indicators
Languages
Function specific terms
For example, a recruiter looking for a finance analyst in London may search for terms such as financial analysis, forecasting, budgeting, Excel, Power BI, variance analysis, stakeholder reporting, month end, commercial finance, FP and A, and London.
If your profile only says “finance professional with strong analytical skills”, you may look polished but remain invisible.
The trick is to use the language of your target jobs naturally across your headline, About section, Experience section, Skills, and certifications.
Do this by looking at several job descriptions for the roles you want and noticing repeated language. Not every phrase deserves to be copied, but repeated requirements usually reveal how the market describes that role.
Common keyword areas to include where accurate:
Core job titles and target titles
Technical tools and software
Sector terminology
Project types
Customer types
Regulations or compliance areas
Reporting lines or stakeholder groups
Certifications and qualifications
Commercial outcomes
Where candidates go wrong is adding keywords they cannot defend. This is risky. Recruiters may find you, but interviews expose weak claims quickly.
If you write “advanced Excel”, be ready to explain what that means. If you write “stakeholder management”, be ready to describe stakeholders, conflict, expectations, and outcomes. If you write “project management”, be ready to explain timelines, risks, dependencies, and delivery.
Keywords get you found. Evidence gets you taken seriously.
People sometimes dislike this part because it feels superficial. I get it. Hiring should be about capability. But your LinkedIn profile is still a professional trust signal, and small details shape first impressions.
Your profile photo does not need to be a studio portrait. It should simply look clear, current, professional, and recognisably like you. In the UK job market, a clean headshot with good lighting is usually enough.
Avoid photos that are:
Cropped from a wedding or night out
Too blurry or distant
Overly filtered
Inconsistent with the professional image you want to project
Missing entirely
A missing photo is not automatically a disaster, but it can make the profile feel inactive or incomplete. Recruiters are human. Complete profiles tend to feel more trustworthy.
Your banner image is less important, but it should not distract. A simple industry relevant banner, neutral background, city skyline, or professional visual is fine. Avoid motivational quotes unless they genuinely fit your brand. Most do not. Some look like they were designed by a productivity app having a breakdown.
Contact details matter too. If you are open to opportunities, make it easy for recruiters to reach you. Depending on your comfort level, you can include an email address in your About section or ensure your LinkedIn messaging settings allow contact.
The easier you make the next step, the less likely you are to lose opportunities through friction.
The Open to Work feature can be useful, but job seekers should use it thoughtfully.
There are two main ways to show availability:
Visible to recruiters only
Visible publicly with the green frame
Neither option is automatically right or wrong. The right choice depends on your situation.
If you are currently employed and confidentially searching, visible to recruiters only is usually safer. It signals availability without broadcasting your search publicly.
If you are unemployed, freelancing, recently made redundant, or openly searching, the public option may help your network understand that you are available. It can increase visibility and invite referrals.
What matters is that your profile still explains what kind of work you want. “Open to work” alone is not positioning. It is availability.
The mistake I see is candidates switching it on and expecting recruiters to understand the rest. Recruiters still need role clarity, keywords, credible experience, location relevance, and a reason to contact you.
Also, be specific with job titles in your Open to Work settings. If you include too many unrelated roles, you may look unfocused. A candidate open to HR Assistant, Marketing Executive, Project Manager, Office Manager, Recruiter, and Business Analyst roles may be flexible, but to a recruiter they can look unclear.
Flexibility is useful. Lack of direction is not.
LinkedIn recommendations can strengthen a profile, especially for candidates in client facing, leadership, consultancy, freelance, sales, HR, project, and service based roles. But they only help when they are specific.
A vague recommendation saying “great person to work with” is pleasant, but it does not carry much hiring weight.
A useful recommendation explains:
The working relationship
The type of work delivered
Strengths observed in practice
Results or reliability
How the candidate handled challenges
Why the person would recommend them professionally
For example, a recommendation from a manager saying you consistently handled complex customer escalations, improved team reporting, and built strong internal relationships is much more useful than a generic compliment.
Endorsements are weaker than recommendations, but they can still support keyword relevance. If you are endorsed for skills aligned with your target roles, that can add small supporting signals. I would not obsess over endorsements, but I would make sure your Skills section reflects your actual target direction.
The Skills section should not be a random drawer of everything you have ever touched.
Prioritise skills that match the roles you want next, such as:
Role specific technical skills
Industry tools
Commercial or operational skills
People management skills
Analysis and reporting skills
Customer or stakeholder management skills
Languages where relevant
Certifications or regulated knowledge
Remove or deprioritise outdated skills that distract from your current positioning.
One of the biggest misconceptions about LinkedIn is that job seekers need to post constantly to be taken seriously.
You do not.
For most job seekers, LinkedIn activity is useful, but it does not need to become a second job. Recruiters are not expecting every accountant, engineer, administrator, nurse, analyst, or project manager to publish thought leadership every Tuesday morning.
What helps is activity that shows you are professionally present and engaged.
Useful LinkedIn activity can include:
Following relevant companies
Connecting with recruiters in your field
Commenting thoughtfully on industry posts
Sharing occasional insights or learning
Engaging with professional communities
Updating your profile when your role changes
Posting about availability with clear role direction
If you do post, keep it relevant. You do not need dramatic career storytelling unless it suits you. A practical post explaining what kind of role you are seeking, what experience you bring, and where you are based can be more useful than a polished inspirational essay.
For UK job seekers, local relevance helps. Mention cities, regions, hybrid preferences, relocation openness, or sector focus where appropriate. Recruiters often work with location based constraints, even when a role looks flexible on paper.
The hidden truth is this: most recruiters are not judging you for not posting. They are judging whether your profile gives enough relevant information to act on.
Most LinkedIn mistakes are not dramatic. They are small gaps that make recruiters hesitate, skip, or misunderstand your profile.
This is the most common problem. Phrases like “results driven professional”, “strong communicator”, and “passionate about excellence” do not explain what you do.
Recruiters need specifics. What function? What industry? What systems? What level? What outcomes? What role direction?
Vague language feels safe, but safe often becomes forgettable.
Your LinkedIn does not need to be identical to your CV, but the dates, job titles, employers, and core story should be consistent.
If your CV says you were a Senior Project Manager but LinkedIn says Project Coordinator for the same period, that raises questions. If dates do not match, recruiters wonder whether there is a gap, mistake, or something being hidden.
Sometimes it is innocent. Sometimes candidates forget to update LinkedIn. But recruiters do not know that. They only see inconsistency.
Availability is useful, but identity matters more. Recruiters search for candidates by role relevance, not just job seeking status.
Replace empty availability language with clear positioning.
If your About section could be copied onto 500 other profiles, it is not helping you. Add context, role focus, tools, environments, and the type of problems you solve.
A list of employers and titles is not enough. Add enough detail to show scope, responsibilities, and relevance.
This is a painful one because many job seekers are trying to be practical. They think being open to many roles increases their chances. Sometimes it does. But on LinkedIn, too much variety can weaken your positioning.
If you are applying for different role types, build your profile around the strongest common thread. For example, customer operations, administration, coordination, and support roles may share enough overlap. But marketing, HR, finance, software development, and office management on one profile can look scattered unless there is a clear explanation.
If your Skills section is full of outdated or irrelevant skills, LinkedIn may not position you correctly. Prioritise skills that match your next step, not just your past.
An outdated current role, old photo, missing About section, or incomplete experience can make a recruiter wonder whether you are active on the platform. That matters because recruiters do not want to waste time messaging candidates who may never reply.
LinkedIn search optimisation is not about tricking the algorithm. It is about making your profile easier to find and easier to understand.
Start by identifying your target role cluster. This means choosing a focused group of roles that share similar skills, language, and hiring criteria.
For example:
HR Assistant, People Administrator, HR Coordinator
Data Analyst, Reporting Analyst, Business Intelligence Analyst
Marketing Executive, Digital Marketing Executive, Campaign Executive
Operations Manager, Logistics Manager, Warehouse Operations Manager
Customer Success Manager, Account Manager, Client Relationship Manager
Once you know your role cluster, update your profile around that direction.
Your profile should include relevant keywords in:
Headline
About section
Current and previous experience
Skills section
Certifications
Featured section where relevant
Recommendations where possible
Open to Work preferences
The key is natural repetition across relevant sections. Do not dump keywords into one paragraph. LinkedIn and recruiters both respond better to coherent context.
A good recruiter search profile usually has:
A clear professional title
A defined function or specialism
Industry context
Tools and systems
Seniority indicators
Location relevance
Evidence of responsibilities and outcomes
Contactability
For UK roles, location still matters more than some candidates expect. Even with hybrid and remote work, many employers still have location preferences, office attendance rules, right to work requirements, regional salary bands, and commute expectations. Include your location clearly, especially if you are open to London, Manchester, Birmingham, Leeds, Bristol, Edinburgh, Glasgow, Cardiff, Belfast, or remote UK based roles.
Do not hide useful information because you assume recruiters will ask. They may not. They may simply move to the next profile.
Your LinkedIn profile and CV should work together, but they should not be clones.
Your CV is usually tailored for a specific application. LinkedIn is broader, but still focused around your professional positioning.
Think of it this way:
Your CV says, “Here is why I match this role.”
Your LinkedIn says, “Here is the professional context that makes this match believable.”
When recruiters compare the two, they are looking for alignment. They want the story to make sense.
A good LinkedIn profile can strengthen your CV by showing:
Professional consistency
Wider context behind your roles
Recommendations or social proof
Industry engagement
Career progression
Clear positioning
Relevant skills and tools
A credible public presence
But a poor LinkedIn profile can weaken a strong CV. This happens when LinkedIn looks abandoned, contradicts the CV, or presents a completely different professional direction.
For example, if your CV is tailored for business analyst roles but LinkedIn still presents you as an office administrator with no mention of process improvement, stakeholder requirements, data analysis, systems, or project support, recruiters may question the shift.
This does not mean every career change must look perfectly linear. Many strong candidates have non linear careers. But you need to explain the bridge.
Recruiters are much more comfortable with career changes when they can see transferable logic.
Career changers need to be especially careful with LinkedIn because unclear positioning can make them look less relevant than they are.
If you are changing careers, your profile should not pretend your past does not exist. It should connect your past experience to your future direction.
For example, someone moving from retail management into HR might highlight:
People management
Scheduling and workforce planning
Employee relations exposure
Training and onboarding
Performance conversations
Conflict resolution
Policy implementation
HR qualification or CIPD study if relevant
The profile should make the transition understandable. Recruiters do not need a dramatic reinvention story. They need logic.
Employment gaps also need sensible handling. You do not need to over explain every personal detail on LinkedIn. But if there is a visible gap, consider whether a short entry helps, especially for career breaks, study, caregiving, relocation, redundancy, freelance work, or training.
For example:
Good Example
Career break focused on relocation and professional development, including completion of CIPD Level 3 modules and continued learning in UK employment practices.
This is calm and factual. No drama. No apology.
For redundancy, avoid sounding defensive. Redundancy is common in the UK job market and does not carry the stigma candidates often fear. What matters is how clearly you position yourself for the next role.
Recruiters often focus on searchability and relevance. Hiring managers often focus on credibility and fit.
When a hiring manager checks LinkedIn, they may notice:
Whether your background matches the role level
Whether your experience looks stable or fragmented
Whether your achievements seem realistic
Whether your professional identity is clear
Whether your communication style feels credible
Whether your profile supports the interview impression
Whether your network, activity, or recommendations add trust
Hiring managers are not always LinkedIn experts, but they are good at spotting uncertainty. If your profile is unclear, over inflated, or inconsistent, they may not reject you immediately, but it can affect confidence.
The phrase “not sure about this one” is more damaging than candidates realise. Hiring decisions are often not made from one big red flag. They are made from accumulated small doubts.
Your LinkedIn profile should remove avoidable doubts.
This is especially important for competitive roles where several candidates meet the basic requirements. At that point, small credibility signals can influence who gets the interview, who gets progressed, and who feels safest to hire.
Use this checklist to review your profile like a recruiter would.
Your headline should clearly show what you do and where you fit.
Check whether it includes:
Your target role or professional identity
Key specialisms or skills
Industry or function context
Useful tools, methods, or commercial focus
Clear language recruiters would actually search
Your About section should explain your professional story without waffle.
Check whether it answers:
What work you do
What environments you understand
What problems you help solve
What skills or tools you bring
What roles you are targeting
Why your background is relevant
Your Experience section should give enough evidence to support your credibility.
Check whether each relevant role includes:
Scope of responsibility
Key tasks and outcomes
Stakeholders or teams
Tools and systems
Industry context
Achievements where appropriate
Progression or expanded duties
Your Skills section should support your target direction.
Check whether it includes:
Skills from your target job descriptions
Technical tools you can actually use
Industry specific terminology
Transferable skills with evidence
Current skills rather than outdated clutter
Your profile should feel active and professional.
Check whether you have:
A clear photo
Accurate dates and job titles
Consistency with your CV
Updated location
Contact options
Relevant recommendations if possible
A sensible Open to Work setup if applicable
The best test is to view your profile as a stranger. Would a recruiter understand your value within thirty seconds? If not, simplify and sharpen.
These are not templates to copy word for word. They are examples of how positioning changes depending on the situation.
Good Example
Business Management Graduate | Customer Operations | Data Reporting | Administration and Process Improvement
This headline works because it does not rely only on “graduate”. It gives recruiters functional direction.
A useful About section might explain academic background, work experience, internships, part time roles, tools used, and target roles. Graduate profiles should avoid sounding too broad. “Open to any opportunity” may be honest, but it does not help recruiters place you.
Good Example
HR Advisor | Employee Relations | Policy Guidance | UK Employment Processes | CIPD Level 5
This works because it combines title, specialism, market context, and qualification. For UK HR roles, CIPD and employment process language can be valuable search signals.
Mid career candidates should show scope, not just tasks. Recruiters want to see whether you can operate independently, handle stakeholders, and manage complexity.
Good Example
Operations Director | Multi Site Leadership | Process Improvement | Retail and Logistics Operations
Senior candidates need to show scale. A senior profile should include team size, business scope, transformation, commercial ownership, board exposure, regional responsibility, or operational complexity where accurate.
Senior candidates often make the mistake of being too abstract. Words like “strategic leader” are not enough. Show what you led, how big it was, and what changed.
Good Example
Customer Operations Professional | Moving into HR Coordination | People Support | Training and Employee Administration
This is honest and directional. It does not pretend the candidate already has years of HR experience, but it makes the bridge visible.
Career changers need to connect the dots because recruiters usually will not do that work for them.
Good Example
Project Coordinator | Stakeholder Support | Reporting | Returning to Project Delivery Roles in the UK
This works because it gives a clear role direction and handles the return without over explaining.
Returning candidates should focus on current readiness, relevant skills, and practical availability. The profile should not read like an apology.
A strong LinkedIn profile works because it makes the recruiter’s job easier. A weak one fails because it creates extra interpretation.
Clear job positioning
Relevant keywords used naturally
Specific experience details
Consistency with your CV
Evidence of tools, systems, industries, and outcomes
Professional but human language
Clear availability and contactability
Focused target roles
Recommendations with specific context
Location relevance for the UK market
Empty slogans
Overly broad positioning
Keyword stuffing
Old or incomplete experience
Conflicting CV and LinkedIn dates
No clear target role
Inflated achievements without evidence
Unprofessional or missing profile photo
Skills that do not match target roles
The harsh but useful truth is that recruiters do not have time to decode unclear profiles. If your profile makes them work too hard, they may simply move on.
That is not fair, but it is real.
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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