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Create ResumeA mature worker CV should not try to hide your experience, but it should control how that experience is presented. In the UK job market, the strongest CVs for mature workers focus on recent relevance, measurable impact, current skills, and clear career positioning. The mistake I see most often is candidates treating their CV like a full employment archive. That usually works against them. Recruiters and hiring managers are not trying to read your life story. They are trying to answer one question quickly: can this person solve our current problem better than the other candidates? Your CV needs to make that answer obvious without accidentally making your age, employment history length, or older qualifications the main story.
A mature worker CV has a slightly different job from an entry level or early career CV. It needs to show depth without looking dated, confidence without sounding overqualified, and stability without suggesting resistance to change.
That is where many mature candidates get caught. They think the issue is age. In reality, the issue is usually perception.
Hiring managers rarely say, “This person is too old.” They say things like:
“I’m not sure they’ll be hands on enough.”
“They may be too senior for the role.”
“Their experience looks a bit dated.”
“Will they adapt to our systems?”
“I’m not sure this is the right level for them.”
That is employer language. What it often means is that the CV has not positioned the candidate properly.
A strong mature worker CV should reassure the reader on four things:
The biggest mistake is including too much.
I know that sounds unfair because mature workers usually have more to offer. But in recruitment, more information does not automatically create more confidence. Sometimes it creates more questions.
A CV that lists every job since the 1980s or 1990s can make the reader focus on age before they focus on value. A CV with older systems, outdated job titles, old training courses, and long descriptions of early roles can quietly signal that your strongest experience may be behind you, even when that is not true.
That is the frustrating part. The candidate may be excellent, but the CV is doing poor positioning.
For most mature workers, the CV should focus heavily on the last 10 to 15 years. Earlier roles can be summarised briefly under an earlier career section, especially if they support your credibility without needing full detail.
This is not about deleting your career. It is about editing it intelligently.
Your CV is not a legal record of everything you have ever done. It is a selection document. Its purpose is to get you shortlisted for a specific type of role.
You are current
You are relevant
You are adaptable
You understand the level of role you are applying for
This does not mean pretending to be younger. Please do not do that. It means making sure your CV is judged on your fit for the role, not on assumptions created by unnecessary dates, old terminology, or a career history that goes back further than the hiring manager’s patience.
Recruiters do not read CVs in the romantic way candidates imagine. Nobody sits there with a cup of tea admiring your career journey from start to finish. Lovely idea. Rarely happens.
The first scan is usually fast. The recruiter is looking for:
Recent job titles
Relevant industry experience
Clear match to the vacancy
Current tools, systems, or technical skills
Level of responsibility
Evidence of results
Employment gaps or confusing career moves
Salary or seniority mismatch risk
With mature worker CVs, recruiters are also quietly checking whether the CV feels current. That does not mean trendy. It means clear, focused, modern, and aligned with today’s hiring expectations.
A mature candidate can be rejected not because they lack ability, but because the CV creates unanswered doubts.
For example, a hiring manager may wonder:
Are they applying because they genuinely want this role, or because they could not find something at their previous level?
Will they accept direction from a younger manager?
Are they comfortable with modern software and hybrid working?
Are they still motivated, or are they winding down?
Will they expect a salary outside the range?
Some of those assumptions are unfair. I agree. But pretending they do not exist is not useful. Your CV needs to reduce the risk of those assumptions forming in the first place.
A mature worker CV should include the same core sections as a modern UK CV, but the emphasis matters more.
The best structure is usually:
Name and contact details
Professional profile
Key skills
Recent career history
Earlier career summary
Education and qualifications
Technical skills or systems
Optional additional information if relevant
Do not include your date of birth, marital status, full address, nationality, National Insurance number, or a photo. None of that belongs on a modern UK CV.
Your location can be broad, such as “Manchester” or “London,” but you do not need your full home address. Your email address should look professional, and your phone number should be easy to spot.
A LinkedIn profile can help if it is current and consistent with the CV. If your LinkedIn looks abandoned or gives away unnecessary detail that your CV carefully edited, fix that first.
Your professional profile is important because it sets the frame for the whole CV. For mature workers, this section should not read like a nostalgic summary of a long career. It should position you for the role you want now.
Avoid phrases like:
“Over 30 years of experience”
“A seasoned professional”
“Extensive career spanning several decades”
“Mature and reliable worker”
“Seeking an opportunity to use my experience before retirement”
These may be true in some form, but they can trigger the wrong mental picture. They make age the headline.
Instead, lead with role fit, current capability, and commercial value.
Weak Example
Reliable professional with over 35 years of experience across administration, customer service, and office support. I am hardworking, loyal, and looking for a role where I can use my long career experience.
Good Example
Practical and highly organised office administrator with strong experience supporting busy teams, managing customer queries, maintaining accurate records, and improving day to day processes. Confident using Microsoft Office, CRM systems, and digital communication tools, with a calm, professional approach to handling competing priorities.
The second version feels current. It tells the employer what the candidate can do now. It does not make the length of experience the main selling point.
For most UK job applications, include detailed work history for the last 10 to 15 years. That is usually enough for recruiters to assess relevance, progression, and current capability.
Older roles can be summarised if they still matter.
A good earlier career section might look like this:
Earlier Career
Previous experience includes customer service, team administration, and retail operations roles across high street and business support environments. Built strong foundations in client communication, stock control, complaint handling, scheduling, and team coordination.
That is enough. You do not need six full pages of early roles with dates from decades ago.
There are exceptions. If an older role is directly relevant to the job you want now, you can include it, but keep it concise. For example, if you are returning to finance after a career break and your earlier finance role is relevant, include it strategically. Just do not let older experience overpower recent evidence.
The hiring question is not “what have you ever done?” It is “what evidence proves you can do this job now?”
You should include employment dates for your recent roles. Removing all dates can look suspicious and may make the recruiter work harder than necessary. That rarely helps.
Use years rather than months if your career history is long or if month level detail creates unnecessary clutter.
For example:
Operations Manager, Brightline Services, Leeds
2018 to 2025
That is clean and acceptable.
For older roles, you can group them without detailed dates if they are not central to the application.
Education dates are different. You usually do not need to include the year you completed school, college, or university if it was a long time ago. The qualification matters more than the year.
Instead of:
BA Business Studies, University of Birmingham, 1989
Use:
BA Business Studies, University of Birmingham
This is not dishonest. It is normal CV editing. You are not required to give employers clues they do not need.
A mature worker CV can look outdated for reasons that have nothing to do with age. Often, it is formatting, language, or content choices.
Common signs that make a CV feel old fashioned include:
Long paragraphs with no clear structure
Objective statements at the top
Personal details that are no longer expected
Full addresses
Old software listed as a major skill
Too much emphasis on duties rather than outcomes
Phrases like “references available upon request”
Multiple pages of early career detail
Formal but vague language that says little
Tables, text boxes, or heavy formatting that may not read well in an applicant tracking system
A modern CV should be clean, readable, and focused. Use clear headings. Keep formatting simple. Do not use decorative borders, graphics, or photos. They rarely help in UK recruitment and can make the document harder to process.
This is especially important if you are applying through an applicant tracking system. ATS software is not impressed by design flourishes. It reads structure, keywords, job titles, dates, and content. A simple CV usually performs better than a visually complicated one.
The right skills depend on the role, but mature workers often underplay the exact skills employers value most.
Many candidates write things like “reliable,” “hardworking,” and “punctual.” Those are fine, but they are baseline expectations. They do not differentiate you enough.
Better skills for a mature worker CV often include:
Stakeholder communication
Customer handling
Process improvement
Team coordination
Staff training
Complaint resolution
Operational problem solving
Supplier management
Budget awareness
Compliance and record keeping
Scheduling and planning
Conflict management
Digital administration
CRM systems
Microsoft Office
Reporting and data accuracy
Coaching or mentoring
The key is to connect skills to the job description. Do not dump every skill you have collected over your career. That makes the CV feel unfocused.
A good mature worker CV says, “Here is the experience that matters for this role.”
A weak one says, “Here is everything I have ever done. Please work out what matters.”
Recruiters will not always do that work for you.
Bullet points should show responsibility, scope, and impact. Mature workers often write duty based bullets because they assume the job title speaks for itself. It does not.
A weak bullet says what you were responsible for. A strong bullet shows what you handled, improved, delivered, or influenced.
Weak Example
Responsible for dealing with customers and answering telephone calls.
Good Example
Managed high volume customer enquiries by phone and email, resolving issues calmly and maintaining accurate records in the CRM system.
Weak Example
Worked as part of a team and helped with office administration.
Good Example
Supported a busy office team with diary coordination, document control, supplier communication, and weekly reporting, helping managers maintain smooth day to day operations.
Weak Example
Trained new members of staff.
Good Example
Coached new team members on internal systems, customer handling standards, and daily procedures, improving confidence and reducing avoidable errors during onboarding.
Notice the difference. The good examples still sound realistic. They do not exaggerate. They simply give the recruiter something useful to evaluate.
This is a real issue for mature workers, especially if you are applying for a role below your previous level or moving into a less senior position.
The mistake is assuming employers will be grateful to get someone with more experience. Sometimes they are. Sometimes they worry.
When a hiring manager sees a highly experienced candidate applying for a more junior role, they may wonder:
Will this person stay?
Will they become frustrated?
Will they expect quick promotion?
Will they challenge the manager too much?
Can we afford them?
Are they applying only because the market is difficult?
Again, not always fair. But real.
Your CV can reduce this concern by aligning your profile with the role level. If you are applying for a hands on role, show hands on work. If you are moving away from senior management, reduce the emphasis on board level strategy and increase the emphasis on delivery, support, customer service, operations, or practical contribution.
For example, instead of leading with:
Senior executive with extensive strategic leadership experience across multinational environments.
You might write:
Commercially aware operations professional with strong experience improving processes, supporting teams, resolving practical business issues, and delivering reliable service in fast paced environments.
That second version is still strong, but it does not scream “I will be bored by Tuesday.”
Many mature workers have career gaps. Redundancy, caring responsibilities, illness, relocation, semi retirement, study, and family commitments are all common. The CV does not need to turn these into dramatic explanations.
Be clear, calm, and brief.
For example:
Career Break
2022 to 2024
Took a planned career break for family responsibilities. Now fully available and seeking a long term role in administration and customer support.
Or:
Redundancy and Career Transition
2023 to 2024
Role ended following organisational restructure. Completed additional training in Excel, customer service systems, and digital administration while actively seeking a suitable position.
The key is to remove mystery. Recruiters are more comfortable with a clear explanation than a strange gap they have to interpret themselves.
Do not over explain. A CV is not the place for a personal essay. Give enough context to stop assumptions, then move back to value.
If you are returning to work after a long break, your CV needs to build confidence quickly. The employer needs to see that you are ready, available, and realistic about the role.
Focus on:
Relevant previous experience
Recent training or volunteering
Transferable skills
Digital confidence
Practical availability
Motivation for returning
Evidence that you understand current workplace expectations
A return to work profile might look like this:
Professional Profile
Organised and dependable customer service professional returning to work after a career break, with previous experience in retail, administration, and client support. Confident handling customer queries, maintaining accurate records, supporting team operations, and learning new systems quickly. Now seeking a stable role where I can contribute strong communication skills, reliability, and practical problem solving.
This works because it deals with the return directly but does not apologise for it. That matters. Mature candidates sometimes write as if they are asking for permission to rejoin the workforce. Do not do that. Position yourself as someone with useful skills who is ready to contribute.
Use this as a practical structure. Adapt it to the role rather than copying it blindly.
Name
Location
Phone
Professional Profile
A concise summary of your current value, target role, relevant experience, and strongest strengths. Keep this focused on what you offer now, not the total length of your career.
Key Skills
Skill aligned with the target role
Skill aligned with the target role
Skill aligned with the target role
Relevant system, tool, or technical capability
Communication, service, operational, or leadership skill where relevant
Practical strength supported by your work history
Career History
Job Title, Company, Location
Year to Year
Briefly explain the scope of the role in one or two lines.
Achievement or responsibility linked to the job you want
Evidence of impact, improvement, service quality, savings, accuracy, or efficiency
Relevant system, tool, process, or stakeholder responsibility
People, customer, operational, technical, or commercial responsibility where relevant
Job Title, Company, Location
Year to Year
Briefly explain the role.
Relevant bullet point
Relevant bullet point
Relevant bullet point
Earlier Career
Summarise older experience in a short paragraph or grouped section. Keep it relevant and avoid excessive detail.
Education and Qualifications
Qualification, institution
Relevant training or certification
Recent course if it supports your current job target
Technical Skills
Microsoft Office
CRM system
Data entry or reporting tools
Industry specific systems where relevant
Video meeting platforms or collaboration tools if useful
Additional Information
Only include this section if it genuinely helps. You may include right to work, driving licence, professional memberships, or availability if relevant to the role.
Margaret Lewis
Birmingham
07900 000000
linkedin.com/in/margaretlewis
Professional Profile
Highly organised customer service and administration professional with strong experience supporting busy teams, resolving customer queries, maintaining accurate records, and improving day to day office processes. Confident using Microsoft Office, CRM systems, email platforms, and digital filing tools. Known for calm communication, reliable follow through, and practical problem solving in customer facing and operational environments. Now seeking a customer support or administrative role within a stable UK organisation.
Key Skills
Customer service and complaint handling
Office administration and diary coordination
CRM updates and accurate data entry
Microsoft Word, Excel, Outlook, and Teams
Supplier and internal stakeholder communication
Document control and digital filing
Process improvement and team support
Training and supporting new starters
Career History
Customer Service Coordinator, Westbridge Housing Services, Birmingham
2017 to 2025
Supported residents, contractors, and internal teams within a busy housing services environment, handling enquiries, coordinating appointments, and maintaining accurate service records.
Managed high volume phone and email enquiries, resolving routine issues and escalating complex cases to the correct department
Updated CRM records accurately to support service tracking, compliance reporting, and follow up actions
Coordinated repair appointments between residents, contractors, and housing officers, reducing missed communication and improving service flow
Supported complaint handling by gathering information, checking records, and preparing clear case notes for managers
Helped train new team members on call handling, internal processes, and CRM use
Identified recurring enquiry issues and suggested clearer email templates, helping reduce avoidable follow up calls
Office Administrator, Greenfield Facilities Ltd, Coventry
2010 to 2017
Provided administrative support across facilities, maintenance, and customer service functions for a regional service provider.
Maintained digital and paper records for service visits, supplier invoices, and customer correspondence
Prepared weekly reports for managers using Excel, improving visibility of outstanding jobs and response times
Liaised with suppliers and contractors to confirm appointments, chase updates, and resolve scheduling issues
Supported office diary management, meeting coordination, and document preparation for senior staff
Handled customer queries professionally, maintaining a calm approach during urgent or sensitive situations
Earlier Career
Previous experience includes customer service, retail supervision, and general administration roles across UK service environments. Built strong foundations in client communication, team coordination, stock control, problem resolution, and accurate record keeping.
Education and Qualifications
NVQ Level 3 Business Administration
GCSEs including English and Maths
Recent online training in Microsoft Excel and customer service communication
Technical Skills
Microsoft Word
Microsoft Excel
Microsoft Outlook
Microsoft Teams
CRM systems
Digital filing systems
Email management platforms
Additional Information
Full UK driving licence. Available for permanent full time or part time roles.
Tailoring does not mean rewriting your entire CV every time. It means adjusting the emphasis so the recruiter sees the match quickly.
Start with the job advert. Look for:
Job title language
Required skills
Systems mentioned
Sector experience
Level of responsibility
Customer, team, technical, or operational priorities
Repeated words or phrases
Then reflect the relevant language naturally in your CV. Do not stuff keywords. Make the match obvious.
For example, if the advert asks for “customer complaint handling,” do not only write “dealt with people.” Say “handled customer complaints.” Recruiters are not mind readers, and applicant tracking systems are even less generous.
If the role is in the UK public sector, NHS, education, housing, local authority, or charity sector, pay attention to compliance, safeguarding, confidentiality, equality, record keeping, and stakeholder communication. These terms can matter.
If the role is in private sector operations, focus more on efficiency, customer experience, process improvement, cost awareness, productivity, and service delivery.
The best CVs are not generic documents. They are targeted evidence.
Some information weakens your CV or distracts from your value.
Avoid including:
Date of birth
Marital status
Number of children
Full home address
Old school dates
Every job you have ever had
Outdated training unless still relevant
Salary history
Reasons for leaving every role
References available upon request
A photo
Personal statements about being mature, older, or near retirement
Long lists of hobbies unless directly relevant
Also be careful with phrases that sound humble but reduce your authority.
Avoid:
“Despite my age”
“Although I have been out of work”
“I am willing to learn even at this stage”
“I know younger candidates may have more modern experience”
“I am looking for something less demanding”
These phrases create doubts the employer may not have had yet. Do not hand them a reason to hesitate.
Say what you bring. Say it clearly. Then stop.
This is one of the most important parts of a mature worker CV. You do not need to pretend all your experience is recent. You do need to show that your way of working is current.
Mention modern systems and working practices where relevant:
CRM systems
Microsoft Teams
SharePoint
Excel reporting
Online booking systems
Digital filing
Hybrid communication
Video meetings
Customer portals
Compliance platforms
Online learning
Data accuracy
GDPR awareness
Remote team coordination
You do not need to oversell this. A simple, credible mention is enough.
For example:
Good Example
Confident using Microsoft Office, Teams, CRM systems, and digital records to support customer communication, reporting, and daily administration.
This line does useful work. It quietly reassures the employer that you are not stuck in a paper based office from 1997.
Mature worker CVs are often rejected for one of five reasons:
The CV looks too broad and not targeted enough
The candidate appears overqualified for the role
Recent experience is unclear
Skills look outdated
The CV creates concerns about adaptability or salary expectations
The uncomfortable truth is that many of these concerns can be fixed through positioning.
You cannot control every bias in recruitment. Age bias exists, even when companies dress it up in polite language. But you can control whether your CV gives people easy reasons to make lazy assumptions.
Your CV should not shout, “I have been working for decades.”
It should say, “I understand this role, I can do the work, and here is the evidence.”
That is a much stronger message.
Before sending your CV, check it against this list:
Is the CV focused on the role you want now?
Does the profile show current value rather than career length?
Are the last 10 to 15 years clearly presented?
Have older roles been shortened or summarised?
Are education dates removed where they are unnecessary?
Does the CV include current systems, tools, or working practices?
Are bullet points specific and evidence based?
Does the CV avoid language that makes age the headline?
Is the format simple, modern, and ATS friendly?
Would a recruiter understand your fit within 20 seconds?
That last question matters. If the answer is no, the CV is not ready.
A mature worker CV should give the reader confidence quickly. It should make your experience feel useful, relevant, and easy to place into the role. When you get that right, your career history becomes an advantage instead of a distraction.
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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