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Create ResumeAn NHS CV needs to show three things quickly: that you meet the essential criteria, understand patient care standards, and can work safely in a busy healthcare environment. A good NHS CV is not just a list of duties. It should make it easy for recruiters, hiring managers, and shortlisting panels to see your clinical or non-clinical suitability, your NHS values, your relevant experience, and your impact. In the UK job market, especially for NHS roles, vague wording is where strong candidates often lose ground. If your CV makes the panel hunt for evidence, they usually will not hunt for long. They will shortlist the candidate who makes the match obvious.
An NHS CV has a very practical job. It needs to prove that you are safe, suitable, relevant, and worth interviewing.
That sounds obvious, but many NHS CVs fail because they are written like a job description rather than an application document. Candidates list what they were responsible for, but they do not show how they performed, what standards they worked to, what systems they used, what type of patients or service users they supported, or how their work helped the team.
When I look at an NHS CV, I am not reading it like a biography. I am reading it against the vacancy. I am looking for evidence. That is how most NHS shortlisting works too. Whether the role is clinical, administrative, operational, support based, or leadership focused, the CV must help the reader connect your experience to the person specification.
A strong NHS CV should show:
Clear alignment with the job description and person specification
Relevant NHS, healthcare, care sector, public sector, or transferable experience
Evidence of patient focus, confidentiality, safeguarding, communication, teamwork, and professionalism
Role specific skills, systems, qualifications, registrations, and training
Below is a realistic NHS CV example for a healthcare support worker applying for an NHS role in the UK. The structure can be adapted for many NHS roles, including healthcare assistant, administrator, receptionist, ward clerk, clinical support worker, care coordinator, medical secretary, team leader, or junior operational roles.
Aisha Khan
Healthcare Support Worker
Birmingham, UK
07123 456789
LinkedIn: linkedin.com/in/aishakhan
Practical achievements that show reliability, judgement, quality, efficiency, or improved outcomes
A clean, readable structure that works for recruiters, hiring managers, and applicant tracking systems
The strongest NHS CVs are not the longest. They are the clearest.
Compassionate and reliable healthcare support worker with experience supporting patients in busy care and community settings. Confident assisting with personal care, observations, mobility support, infection prevention, documentation, and communication with patients, families, nurses, and multidisciplinary teams. Known for staying calm under pressure, treating patients with dignity, and following safeguarding, confidentiality, and health and safety procedures. Now seeking an NHS healthcare support worker role where I can contribute to safe, respectful, patient centred care.
Patient care and dignity
Personal care support
Infection prevention and control
Basic observations and escalation
Safeguarding awareness
Confidentiality and GDPR
Communication with patients and families
Mobility and manual handling support
Care documentation
Teamwork in busy healthcare environments
Calm response to pressure
NHS values and patient centred care
Healthcare Assistant
Rosewood Residential Care Home, Birmingham
March 2023 to Present
Support residents with daily personal care, mobility, nutrition, hydration, continence care, and emotional wellbeing while maintaining dignity and choice.
Record care notes accurately after each shift, ensuring changes in presentation, appetite, mood, mobility, and skin condition are documented and escalated appropriately.
Assist nurses with routine observations, including temperature, pulse, blood pressure, respiration, and oxygen saturation, following agreed procedures and escalation guidance.
Follow infection prevention procedures, including PPE use, hand hygiene, cleaning routines, waste disposal, and isolation guidance during infection outbreaks.
Communicate respectfully with residents, relatives, nurses, visiting professionals, and colleagues to support continuity of care and reduce confusion for vulnerable residents.
Supported a new handover checklist that improved shift communication and reduced missed updates around falls risk, fluid intake, and medication related observations.
Completed mandatory training in safeguarding adults, moving and handling, infection control, fire safety, equality and diversity, and basic life support.
Care Assistant
HomeCare Plus, West Midlands
June 2021 to February 2023
Delivered person centred care to adults in their own homes, supporting washing, dressing, meal preparation, medication prompts, mobility, companionship, and daily routines.
Built trust with service users by communicating patiently, respecting privacy, and adapting support to individual needs, preferences, culture, and communication style.
Identified and reported changes in health, behaviour, home safety, and safeguarding concerns to supervisors, helping ensure timely follow up and appropriate support.
Managed visits across a daily rota, maintaining punctuality, accurate records, and professional communication during delays or changes.
Supported service users with dementia, reduced mobility, long term conditions, and anxiety, using reassurance and clear communication to reduce distress.
Level 3 Diploma in Health and Social Care
Birmingham Adult Education Service
Completed 2022
GCSEs including English and Maths
Birmingham
Completed 2019
Basic Life Support
Safeguarding Adults
Infection Prevention and Control
Moving and Handling
Equality, Diversity and Inclusion
Fire Safety
Food Hygiene Awareness
Dementia Awareness
Electronic care records
Daily care notes
Incident reporting
Handover documentation
Confidential patient and service user information handling
Volunteer Befriender
Local Community Support Group, Birmingham
September 2020 to May 2021
Provided weekly companionship calls to isolated older adults during periods of reduced social contact.
Escalated wellbeing concerns to the volunteer coordinator where individuals appeared distressed, confused, or at risk.
Developed patient, clear, and supportive communication skills with vulnerable people.
Available on request.
This CV works because it does not just say the candidate is caring. It proves it through evidence.
That distinction matters. Lots of candidates write that they are compassionate, organised, hardworking, and passionate about helping people. I do not dislike those words, but on their own they do not carry much weight. In NHS recruitment, the stronger question is: where is the proof?
The example above shows practical NHS relevant evidence through:
Patient dignity
Infection prevention
Safeguarding
Escalation
Observations
Documentation
Communication with families and professionals
Training
Pressure and shift based work
Continuity of care
This is what a shortlisting panel can actually use.
A hiring manager does not simply think, “This person sounds nice.” They think, “This person seems to understand the environment, the risks, the pace, and the standards.”
That is a much stronger position.
The best NHS CV format is clear, evidence led, and easy to scan. You do not need a decorative layout. In fact, for many NHS applications, a heavily designed CV can work against you because it makes the information harder to extract.
Use this structure:
Name and contact details
Professional profile
Key skills
Employment history
Education and qualifications
Professional registration if relevant
Training and certifications
Systems and technical skills
Voluntary experience if relevant
References
For clinical roles, your registration should be visible near the top. For example, nurses should include NMC registration, paramedics should include HCPC registration, and doctors should include GMC registration where relevant. For non-clinical NHS roles, systems, administration experience, stakeholder communication, confidentiality, and service delivery evidence may matter more.
The mistake I see often is candidates putting the most important information too low down. If the role requires NHS experience, clinical registration, SystmOne, EMIS, RiO, ESR, Trac, waiting list management, rota coordination, safeguarding training, or specific patient facing experience, do not bury it near the bottom like an afterthought.
Shortlisting is not a treasure hunt. Help the reader.
Your NHS CV profile should be short, specific, and targeted. It should tell the reader what you do, what environment you understand, and why you are relevant to the role.
A weak profile usually sounds like this:
Weak Example
I am a hardworking and passionate individual with excellent communication skills. I work well independently and as part of a team. I am looking for a role where I can grow and develop my career.
The problem is not that this is “wrong”. The problem is that it could belong to almost anyone applying for almost any job. That is why it does not help much.
A stronger NHS profile sounds like this:
Good Example
Patient focused healthcare assistant with experience supporting adults with personal care, mobility, nutrition, observations, infection prevention, and accurate care documentation. Confident working in busy shift based environments, communicating with patients and families, and escalating concerns to nurses and senior staff. Now seeking an NHS healthcare support worker role where I can contribute to safe, respectful, and compassionate care.
This works because it gives the recruiter useful evidence quickly.
For an NHS administrator, the profile might look like this:
Good Example
Organised NHS administrator with experience managing patient appointments, confidential records, telephone enquiries, clinic coordination, and communication with clinical teams. Confident using healthcare systems, prioritising urgent requests, and supporting smooth patient pathways in busy service environments. Known for accuracy, calm communication, and maintaining professionalism when handling sensitive information.
This is much better than saying “excellent admin skills”. It explains the kind of admin that matters in the NHS.
An NHS CV should include the information that helps the employer assess your suitability against the role. That sounds simple, but candidates often include information they personally feel proud of while missing the information the panel actually needs.
Include:
Relevant job titles and employers
Dates of employment
Clinical, care, administrative, operational, or support experience
Patient or service user groups you have worked with
Systems, tools, and documentation experience
Qualifications and registrations
Mandatory training and healthcare related certifications
Examples of safeguarding, confidentiality, escalation, or risk awareness
Achievements related to quality, efficiency, patient experience, team support, or service improvement
Voluntary work if it strengthens your healthcare or public service suitability
Do not include unnecessary personal details such as date of birth, marital status, National Insurance number, full home address, or a photograph. UK employers do not need these on a CV, and including them can make the document feel outdated.
For NHS roles, the goal is not to look impressive in a vague way. The goal is to look relevant, safe, and credible.
Tailoring your NHS CV does not mean rewriting your whole life every time you apply. It means making the most relevant evidence easier to see.
The NHS job description and person specification are not decorative documents. They are basically telling you how you will be assessed. Candidates ignore them, then wonder why they are not shortlisted. That is like sitting an exam and refusing to read the questions.
Look carefully at:
Essential criteria
Desirable criteria
Required qualifications
Required experience
Values and behaviours
Systems or technical skills
Patient groups or service areas
Communication requirements
Safeguarding or risk responsibilities
Then reflect that evidence naturally in your CV.
For example, if the role asks for “experience working in a busy patient facing environment”, do not simply write “customer service experience”. Explain the environment.
Weak Example
Provided customer service and answered queries.
Good Example
Handled high volume telephone and face to face enquiries from patients and relatives, responding calmly to appointment questions, delays, sensitive concerns, and urgent requests while maintaining confidentiality.
The second version does not exaggerate. It translates the experience into NHS relevant evidence.
That is the skill many candidates miss. They assume the recruiter will connect the dots. Sometimes they will. Often they will not, because they are screening too many applications and working to criteria.
The best NHS CV skills depend on the role, but there are common skill areas that often matter across healthcare, administration, support, and operational NHS roles.
For patient facing roles, useful skills may include:
Patient care
Compassion and dignity
Safeguarding
Infection prevention
Manual handling
Basic observations
Escalation of concerns
Documentation
Communication with patients and families
Confidentiality
Teamwork
Emotional resilience
For NHS administration roles, useful skills may include:
Appointment booking
Patient records
Clinic coordination
Waiting list support
Telephone handling
Data accuracy
Confidential information handling
Microsoft Office
NHS systems
Diary management
For management or senior NHS roles, useful skills may include:
Service improvement
Staff supervision
Performance monitoring
Stakeholder management
Governance awareness
Budget awareness
Workforce planning
Risk management
Change implementation
The trick is not to dump every possible NHS related phrase into your skills section. That looks desperate and unfocused. Choose the skills that match the vacancy and then prove them in your employment history.
A skills section without evidence is just a wish list.
Your NHS CV bullet points should show what you did, who you supported, how you worked, and why it mattered.
A useful structure is:
Action
Context
Standard or skill
Outcome
For example:
Weak Example
Responsible for admin duties.
This tells me almost nothing.
Good Example
Coordinated clinic bookings, patient calls, appointment changes, and record updates for a busy outpatient service, helping reduce missed communication between patients and clinical staff.
This tells me the environment, the tasks, the service relevance, and the impact.
For clinical or care support roles:
Weak Example
Helped patients and worked with nurses.
Good Example
Supported nurses with patient observations, mobility assistance, personal care, documentation, and escalation of concerns during busy ward shifts, maintaining dignity and infection control standards.
Again, the stronger version gives the panel something to assess.
The hiring reality is simple: vague CVs create doubt. Specific CVs reduce doubt.
Many candidates think achievements must be dramatic. They imagine awards, promotions, huge projects, or major savings. In NHS recruitment, achievements are often much more practical.
Good NHS CV achievements can include:
Improving handover quality
Reducing appointment errors
Supporting faster patient communication
Helping maintain accurate records
Training new staff
Improving stock control
Supporting audit preparation
Reducing complaints through better communication
Helping patients feel informed and respected
Contributing to safer processes
Managing high volume workloads without losing accuracy
A good achievement does not need to shout. It needs to show value.
For example:
Good Example
Introduced a simple spreadsheet tracker for outstanding clinic letters, helping the team monitor delays and reduce missed follow ups.
That is not glamorous. But it shows initiative, organisation, patient pathway awareness, and practical problem solving. In NHS environments, those things matter.
Another example:
Good Example
Supported a revised shift handover process by highlighting changes in residents’ mobility, nutrition, and falls risk, helping colleagues prioritise care more safely.
This is strong because it shows awareness of risk and continuity of care. That is far more meaningful than “excellent team player”.
The most common NHS CV mistake is writing too generally. The second most common mistake is assuming that caring about the NHS is enough.
Caring matters. Motivation matters. Values matter. But they do not replace evidence.
Common mistakes include:
Using a generic CV for every NHS role
Repeating the job description without showing examples
Listing duties without impact
Hiding essential qualifications or registrations
Using vague phrases such as “good communication skills” without context
Forgetting systems, patient groups, caseloads, settings, or service types
Making the CV too long without adding useful evidence
Using a design that makes the CV harder to scan
Overloading the CV with keywords but not proving them
Including irrelevant personal information
Another quiet mistake is writing in a way that sounds passive.
For example, “involved in patient care” is weaker than “supported patients with personal care, mobility, observations, and escalation of concerns”. “Involved in” often makes me wonder what you actually did. Hiring managers wonder the same thing.
Be clear. Do not make the reader guess.
NHS recruiters and hiring managers usually read your CV with the vacancy in mind. They are not simply asking, “Is this a good person?” They are asking, “Can this person do this role, in this setting, with these patients, risks, systems, pressures, and standards?”
That is an important difference.
In real shortlisting, the reader is often looking for evidence against essential criteria. If the job requires experience with confidential records, they want to see it. If it requires patient facing communication, they want to see it. If it requires leadership, they want examples. If it requires registration, they need it clearly visible.
The behind the scenes reality is that many perfectly capable candidates are rejected because their CV makes the evidence too hard to find. Not because they could not do the job. Because the application did not prove it clearly enough.
This is especially true in the UK public sector, where recruitment processes can be structured, criteria based, and documentation heavy. The panel may need to justify why someone was shortlisted. Your CV should make that justification easy.
Think of your CV as evidence, not decoration.
Many NHS applications are processed through online systems, and your CV may be searched, screened, or reviewed alongside structured application answers. This does not mean you should stuff your CV with keywords like a robot trying to win a supermarket loyalty scheme. It means you should use the same clear language the role uses, where it genuinely matches your experience.
Relevant NHS CV keywords may include:
Patient centred care
Safeguarding
Infection prevention
Confidentiality
GDPR
Multidisciplinary team
Clinical documentation
Appointment booking
Patient records
Waiting lists
Referrals
Escalation
Risk awareness
Service improvement
Governance
NHS values
Equality, diversity and inclusion
Use keywords naturally in context.
Weak Example
Patient care, patient care, patient care, NHS, NHS, NHS, safeguarding, communication, teamwork.
That is not a CV. That is keyword soup.
Good Example
Maintained accurate patient records, handled confidential information in line with GDPR, and escalated safeguarding concerns according to service procedures.
This is better because the keywords are supported by real work.
Candidates often ask whether an NHS CV needs a personal statement. The answer depends on what you mean.
On a CV, a short professional profile at the top is useful. It should summarise your relevance in a few focused lines.
For an NHS Jobs application, you may also need a supporting information section. That is different. Supporting information is usually longer and should directly address the person specification with examples.
Do not confuse the two.
Your CV profile should answer: “Why does this person look relevant at a glance?”
Your supporting information should answer: “How does this person meet the essential and desirable criteria?”
A common mistake is using the same generic paragraph for both. That weakens the application. The CV profile should be sharp and brief. The supporting information should be more detailed and evidence based.
Here is a shorter example of how an NHS administrator CV section might look.
Daniel Roberts
NHS Administrator
Manchester, UK
07123 456789
Organised healthcare administrator with experience supporting patient bookings, telephone enquiries, confidential records, data entry, and clinic coordination in busy public facing environments. Confident managing sensitive information, prioritising urgent requests, and communicating professionally with patients, relatives, clinicians, and external services. Seeking an NHS administrative role supporting efficient, accurate, and patient focused service delivery.
Patient appointment booking
Confidential records management
Telephone and email enquiries
Clinic coordination
Data entry and accuracy
Microsoft Office
Patient communication
GDPR and confidentiality
Referral administration
Team support
Prioritisation under pressure
Medical Receptionist
Northgate GP Practice, Manchester
January 2022 to Present
Manage patient telephone enquiries, appointment bookings, prescription queries, and general reception duties in a busy GP practice.
Update patient records accurately, ensuring confidential information is handled professionally and in line with GDPR requirements.
Liaise with GPs, nurses, patients, pharmacies, and external services to support timely communication and continuity of care.
Prioritise urgent requests, distressed callers, and appointment pressures while remaining calm, respectful, and clear.
Support daily clinic preparation, document scanning, referral administration, and follow up tasks.
Helped reduce repeat patient calls by improving the clarity of appointment instructions and signposting information given at reception.
This example works because it shows NHS relevant administration. It is not just “office experience”. It is patient facing, confidential, time sensitive, and service focused.
For most NHS roles, a CV should usually be around two pages. Senior, specialist, academic, medical, or consultant level CVs may be longer because publications, clinical experience, audits, leadership roles, research, and specialist training can be relevant.
The real rule is not page count. The real rule is usefulness.
A two page CV full of vague duties is too long. A three page CV full of relevant specialist evidence may be appropriate. The problem is not length itself. The problem is making the reader work through irrelevant information.
For most candidates applying to NHS support, admin, healthcare assistant, nursing, allied health, junior management, or operational roles, aim for a focused two page CV with the most relevant evidence on the first page.
Your first page should quickly show:
Role target
Relevant profile
Key skills
Current or most relevant experience
Essential qualifications or registration
If the strongest evidence only appears halfway down page two, the structure needs work.
There are some things that do not belong on a modern NHS CV.
Avoid including:
Date of birth
Marital status
National Insurance number
Full home address
Photograph
Unrelated hobbies unless genuinely relevant
Salary expectations
Reasons for leaving every job
Long paragraphs about personal motivation without evidence
References with full contact details unless requested
You also do not need to include every task from every job. Your CV is not a storage cupboard. Do not shove everything in and hope the reader finds something useful.
For older roles, keep the detail shorter unless the experience is directly relevant. Recent and relevant roles deserve more space.
Before sending your NHS CV, check it against the vacancy like a recruiter would.
Ask yourself:
Is the role I am applying for immediately clear?
Does my profile match the NHS role, not just any job?
Have I shown evidence against the essential criteria?
Are my qualifications, training, and registration easy to find?
Have I included relevant systems, patient groups, service settings, or documentation experience?
Do my bullet points show impact, standards, or outcomes?
Have I removed vague phrases that do not prove anything?
Is the CV easy to scan in under one minute?
Does it sound like I understand the realities of NHS work?
Would a shortlisting panel be able to justify interviewing me based on this CV?
That last question is the one candidates often forget. Your CV is not just there to impress. It is there to help the panel make a defensible decision.
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.
Referral processing
Communication with clinical teams
Patient pathway improvement
Reporting and analysis
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