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Create ResumeA CV looks too broad when it tries to present you as suitable for too many different roles at once. The result is usually not “versatile”. It is unclear. In the UK job market, recruiters and hiring managers are not reading your CV slowly with a cup of tea and a generous imagination. They are trying to work out, very quickly, what role you fit, what level you operate at, and why you are relevant to this vacancy. If your CV feels scattered across multiple job titles, industries, skills, and career directions, the reader has to do too much interpretation. That is where good candidates get missed.
The fix is not to remove everything interesting. The fix is to create a clearer professional direction, prioritise the most relevant evidence, and make your experience look intentional rather than random.
A broad CV is not the same as a strong generalist CV. This is where many candidates get caught.
A strong generalist CV still has a clear commercial purpose. It might show someone who can manage operations, coordinate projects, support stakeholders, solve problems, and keep a business moving. That is broad experience, but it still points towards a recognisable type of role.
A CV that looks too broad usually does something different. It makes the reader think, “I cannot tell what this person actually wants to do next.”
That reaction matters because hiring is not only about whether you are capable. It is about whether the employer can quickly see the match between you, the role, and the business problem they are hiring for.
A CV often looks too broad when it includes:
Too many possible job directions
A profile that claims several identities at once
Skills from multiple roles with no clear hierarchy
Achievements that do not support the target role
Job descriptions that read like task lists rather than positioning
Most candidates assume a broad CV gives them more options. I understand the logic. If you show everything you can do, surely more employers will find something they like.
In practice, it often works the other way.
A hiring manager is not looking for “someone who could probably do lots of things”. They are looking for someone who makes sense for this specific role. Recruiters are also screening against a brief, not trying to redesign your career direction for you. If your CV feels like it could be used for five different types of jobs, it may not feel convincing for any one of them.
What employers often say is:
“We are looking for someone more relevant.”
What they often mean is:
“We cannot see the strongest connection between this person’s background and the role we need to fill.”
There is a difference.
A broad CV can create several quiet doubts:
Is this candidate genuinely interested in this role, or just applying widely?
Will they stay if something more aligned comes up?
Are they too general for a specialist position?
A mix of junior, senior, technical, creative, operational, and strategic language without structure
No obvious target role, sector, level, or value proposition
Here is the blunt recruiter reality: when a CV looks too broad, the candidate may be experienced, capable, and hardworking, but the hiring manager cannot immediately place them. In recruitment, unclear positioning is expensive. It slows decisions down. And when employers have clearer candidates in the pile, they often choose clarity over potential.
Are they too senior, too junior, or simply difficult to level?
Do they understand what this job actually requires?
Will the hiring manager need to spend too much time figuring out their fit?
That last one sounds harsh, but it is real. Hiring managers are busy. Recruiters are busy. Applicant tracking systems may help organise applications, but humans still make judgement calls. A CV that needs too much decoding is at a disadvantage.
When someone tells me their CV looks too broad, I usually do not assume they lack good experience. More often, the experience is there, but the positioning is weak.
Positioning means the reader can understand:
What you do
What level you operate at
What problems you solve
Which roles you are suitable for
Why your background makes sense for the vacancy
A broad CV usually fails because it gives information without direction.
For example, a candidate might mention customer service, administration, project coordination, marketing support, data entry, stakeholder management, event planning, reporting, training, diary management, and process improvement.
Individually, none of those things are bad. Together, with no clear priority, they become noise. The reader cannot tell whether the candidate is applying for an office manager role, a project coordinator role, an executive assistant role, a marketing assistant role, or an operations role.
The candidate may think, “But I have done all of those things.”
The recruiter thinks, “Fine, but what are you selling me for this job?”
That is the shift you need to make. Your CV is not an archive of everything you have ever done. It is a positioning document. It should help the employer make the right decision quickly.
You cannot fix a broad CV properly until you decide what the CV is for.
This does not mean you can only apply for one job title forever. It means each version of your CV needs a clear target. One CV can be positioned for project coordinator roles. Another can be positioned for operations manager roles. Another can be positioned for customer success roles.
Trying to make one CV do everything is where the damage starts.
Before rewriting anything, ask yourself:
What job title am I mainly targeting?
What level am I aiming for?
Which industry or business environment is most relevant?
What problems does this role usually solve?
What evidence do I have that proves I can solve those problems?
What information on my CV distracts from that message?
This is not fluffy personal branding. This is basic hiring logic. If the employer is hiring a project coordinator, they want to see coordination, deadlines, stakeholders, documentation, project tracking, communication, risk awareness, and delivery support. If your CV leads with unrelated admin, sales, marketing, and customer service points before it gets to project work, you are making the reader work backwards.
A focused CV does not hide your wider experience. It organises it around the role you want next.
The profile is often where broad CV problems are most obvious.
Many candidates write a profile that tries to cover every possible angle:
Weak Example
“Motivated and adaptable professional with experience in administration, customer service, marketing, project support, sales, operations, communication, problem solving, teamwork, and leadership. Seeking a challenging role where I can use my skills and grow.”
This says almost nothing useful. It sounds flexible, but it does not position the candidate. It also uses the kind of vague language that recruiters see constantly. Motivated. Adaptable. Team player. Strong communicator. Lovely words, but they do not help me decide where you fit.
A better profile gives the reader a clear professional identity.
Good Example
“Project support professional with experience coordinating timelines, documentation, stakeholder updates, and operational administration across busy commercial teams. Strong background in keeping projects organised, tracking actions, improving internal processes, and supporting managers with accurate reporting. Now targeting project coordinator and delivery support roles where structure, communication, and follow through are central to the role.”
This version is much stronger because it answers the real screening question: “What kind of candidate is this?”
Notice what it does:
It gives the candidate a clear professional label
It highlights relevant responsibilities
It connects experience to target roles
It removes unrelated claims
It sounds specific without being overcomplicated
Your profile should not be a personality paragraph. It should be a positioning paragraph.
A broad CV often has a skills section that looks like someone emptied a drawer onto the page.
You might see:
Microsoft Office
Leadership
Communication
Social media
CRM
Data analysis
Customer service
Diary management
Budgeting
Training
Sales
Problem solving
Event planning
Project management
Administration
Again, some of these may be useful. The problem is that they are all given equal weight. A hiring manager cannot tell what matters most.
Instead, build a skills hierarchy based on the job target.
For a project coordinator CV, the most relevant skills might be:
Project coordination and delivery support
Stakeholder communication
Project documentation and reporting
Action tracking and deadline management
Risk and issue escalation
Process improvement
Meeting coordination and minutes
Microsoft Excel, Teams, SharePoint, Asana, Trello, Jira, or Monday.com where relevant
For an operations role, the skills hierarchy might be different:
Operational administration
Workflow improvement
Supplier and stakeholder coordination
Reporting and data accuracy
Process documentation
Team support and scheduling
Customer issue resolution
Compliance and internal procedures
The skill itself is not enough. Relevance is what matters.
A good skills section should make the target role feel obvious. If it makes the reader think, “This person could do anything,” it has probably gone too wide.
Most broad CVs are written from the candidate’s memory rather than the employer’s needs. That is why they often read like a list of everything the person was responsible for.
A stronger CV reframes experience around transferable evidence.
Let’s say you worked in a customer service role but now want an operations coordinator position. You do not need to describe every customer interaction. You need to show the parts of the role that connect to operations.
Weak Example
“Answered customer queries, handled complaints, processed orders, responded to emails, updated records, worked with colleagues, and helped with general tasks.”
This is not terrible, but it is flat. It sounds like a generic customer service job description.
Good Example
“Managed high volume customer queries while maintaining accurate order records, escalating recurring issues to operations teams, and identifying process gaps that affected response times. Supported smoother workflows by updating internal trackers, coordinating with warehouse and finance teams, and improving the accuracy of customer status updates.”
This version does something important. It changes the reader’s perception. The candidate is no longer just “customer service”. They now look like someone who understands process, coordination, accuracy, escalation, and internal workflow.
That is how you fix broad experience. You do not pretend it was something else. You extract the relevant hiring evidence.
Not everything needs equal space.
This is difficult for candidates because people are emotionally attached to experience they worked hard for. I get it. If you did the work, you want credit for it. But your CV is not a full career memoir. It is a decision making document.
If a detail does not support the target role, you have three options:
Remove it
Shorten it
Reframe it
For example, if you are applying for HR coordinator roles and your CV includes a lot of hospitality experience, you do not need five bullets about serving customers, managing tables, and handling payments. You might keep one or two points that show people management, rota coordination, conflict handling, training, compliance, or fast paced administration.
The aim is not to erase your background. The aim is to stop irrelevant information from competing with relevant information.
A common mistake is giving the most space to the oldest or least relevant role simply because it had the most tasks. That is backwards. CV space should be earned by relevance, not by how busy the job felt at the time.
Sometimes a CV looks too broad because the job titles are unclear, unusual, or misleading.
This is common in smaller companies, start ups, charities, family businesses, and international organisations where job titles can mean different things in different markets. A “Business Executive” in one company could be sales, operations, administration, account management, or general chaos with a laptop.
If your job title does not clearly explain your function, add context.
Example
Business Support Executive
Operational administration, stakeholder coordination, and reporting support for a growing professional services team.
That short line helps the reader understand the role quickly.
You can also clarify mixed roles without inventing a new title. For example:
Office Administrator
Supported office operations, supplier coordination, customer enquiries, and internal reporting across a team of 25.
This is especially useful in the UK job market where recruiters may be comparing your CV against fairly specific job titles. If your title is vague but your responsibilities are relevant, do not leave the reader guessing.
Many broad CVs are created by capable people who have been useful in messy workplaces.
You know the type. The person who was hired for one thing, then slowly became the person everyone relied on for everything. Admin, reporting, onboarding, customer issues, supplier chasing, events, invoices, team coordination, a bit of HR, a bit of marketing, and probably fixing the printer because apparently that is also a career path.
That background can be valuable. But on a CV, it needs discipline.
The mistake is presenting yourself as someone who “does everything”. Employers rarely hire for everything. They hire for a defined problem.
So instead of saying:
Weak Example
“I was responsible for a wide range of duties across the business.”
Say:
Good Example
“Provided cross functional operational support across administration, reporting, supplier coordination, and internal process improvement, with a focus on improving team organisation and reducing day to day delivery issues.”
The second version still shows range, but it gives the range a purpose.
That is the difference between broad and strategically flexible.
Achievements are one of the best ways to fix a broad CV because they show where you created value.
But not all achievements help your positioning.
If you are targeting operations roles, achievements around process improvement, efficiency, accuracy, cost control, service delivery, stakeholder management, and workflow will carry more weight than unrelated achievements around social media engagement or event attendance.
If you are targeting customer success roles, achievements around retention, onboarding, customer satisfaction, account growth, issue resolution, and product adoption are more relevant.
A broad CV often includes achievements from every direction. That can make the candidate seem unfocused. Select achievements that support the role you want.
Strong achievement examples might include:
Improved monthly reporting accuracy by introducing a shared tracker used by operations and finance teams
Reduced customer response delays by restructuring inbox categories and escalation routes
Coordinated onboarding documentation for new starters, improving consistency across hiring managers
Supported delivery of multiple internal projects by tracking actions, deadlines, and stakeholder updates
Identified recurring process issues and worked with managers to improve handover between teams
These examples are not flashy for the sake of it. They show patterns employers care about: ownership, structure, improvement, coordination, and measurable impact.
A useful test is this: after reading your achievements, would the hiring manager be more confident that you can do the target role? If not, the achievement may be impressive but irrelevant.
A focused CV does not mean starting again for every single application. That would be exhausting, and frankly most people will not do it consistently.
Instead, create a strong base CV for each role family.
For example, you might have:
One CV for project coordinator roles
One CV for operations coordinator roles
One CV for customer success roles
One CV for executive assistant roles
Each version should have a different profile, skills hierarchy, achievement selection, and responsibility emphasis.
Then, for individual applications, adjust the language based on the job advert. Look at what the employer repeats. Repeated requirements usually tell you what matters most.
Pay attention to:
Job title and level
Required tools and systems
Main responsibilities
Industry language
Stakeholder types
Reporting lines
Commercial priorities
Required experience versus desirable experience
Do not copy the advert word for word. That looks lazy and sometimes ridiculous. But do mirror the employer’s language where it accurately reflects your experience.
For example, if the advert says “stakeholder management” and your CV says “liaised with people”, use the stronger, more relevant phrase. If the advert says “process improvement” and you have genuinely improved workflows, make that visible.
Applicant tracking systems may scan for relevance, but the bigger issue is human interpretation. Good tailoring helps both.
Some candidates really do have varied careers. Career changers, returners, contractors, freelancers, portfolio professionals, military leavers, international candidates, and people from start ups often have backgrounds that do not fit neatly into one box.
That does not mean your CV is doomed. It means you need more intentional framing.
The key is to find the thread.
The thread might be:
Solving operational problems
Managing stakeholders
Improving processes
Supporting senior leaders
Coordinating projects
Building client relationships
Leading teams through change
Turning messy information into organised action
Once you identify the thread, your CV should be built around it.
For example, a candidate moving from hospitality management into office operations should not position themselves as “hospitality professional seeking a new challenge”. That tells the employer what they are leaving, not what they are bringing.
A stronger angle would be:
“Operations focused manager with experience leading teams, managing rotas, handling suppliers, resolving customer issues, and improving day to day service delivery in fast paced environments.”
That gives the employer a bridge.
The mistake career changers make is assuming the employer will build the bridge for them. They usually will not. Your CV has to do that work.
Once you have rewritten your CV, check whether it still feels unfocused.
Your CV may still be too broad if:
The reader cannot identify your target role within the first few seconds
Your profile could apply to almost anyone
Your skills section includes everything you have ever touched
Your most relevant experience is buried halfway down the page
Your bullets describe tasks without showing role relevance
You use several different professional identities in one CV
Your achievements point in too many unrelated directions
You are relying on the employer to “see potential” rather than showing fit
A focused CV should make the reader’s job easier. They should not have to translate your background, guess your direction, or assemble your value from scattered clues.
One of the simplest tests is to cover your name and ask: “What role does this person appear to be applying for?”
If the answer is not clear, your CV needs more focus.
Use this framework before rewriting. It keeps you out of the trap of editing random sentences without fixing the actual positioning problem.
Choose the role family you are targeting. Not twenty job titles. One main direction.
For example:
Project coordinator
Operations assistant
HR administrator
Customer success manager
Executive assistant
Marketing executive
Finance administrator
Every role exists because the employer has a problem to solve. Work out what that problem is.
A project coordinator role may exist because projects are slipping, stakeholders need updates, deadlines need tracking, and managers need support.
An HR administrator role may exist because onboarding, employee records, compliance, and hiring coordination need to be handled accurately.
A customer success role may exist because clients need better onboarding, retention, account support, and issue resolution.
Once you understand the problem, you can choose the right evidence.
Look through your experience and choose proof that supports the target role.
This may include:
Relevant responsibilities
Measurable achievements
Systems and tools
Stakeholder exposure
Industry knowledge
Process improvements
Team or client impact
Do not include everything just because it is true. Truth is not enough. Relevance wins.
Put the most relevant evidence where it will be seen fastest.
That usually means:
Strong profile at the top
Focused key skills section
Relevant achievements near the top of each role
Less relevant experience shortened
Older roles compressed where needed
The order of information shapes the reader’s judgement. Use it properly.
A mixed message is anything that makes the employer question your direction.
For example, if you are applying for data analyst roles but your profile heavily emphasises marketing, administration, customer service, and events, the employer may not see you as a serious data candidate.
You may still mention transferable experience, but your main message must stay consistent.
A focused CV gives me a sense of confidence. I can quickly understand what the candidate does, where they fit, and why they may be worth speaking to.
It does not mean the CV is perfect. It means the direction is clear.
A focused CV usually does three things well:
It tells me the candidate’s professional identity
It gives me evidence that matches the vacancy
It removes unnecessary distractions
That is what many candidates underestimate. Recruiters are not only looking for impressive experience. We are looking for understandable relevance.
A broad CV says, “I have done many things.”
A focused CV says, “Here is why my experience makes sense for this role.”
That second message is much easier to shortlist.
The biggest mistake is cutting too much and making the CV thin. Focus does not mean deleting every transferable skill. It means connecting the right skills to the right target.
Another mistake is going too keyword heavy. Some candidates try to fix a broad CV by stuffing the profile and skills section with phrases from job adverts. The result can feel artificial. Keywords help only when they are backed by evidence.
Candidates also make the mistake of using one vague summary for all applications. A profile such as “experienced professional with a diverse background” is usually a warning sign. Diverse can be useful, but only if you explain the value of that diversity.
Another common issue is overcorrecting into a job title you have not earned. If your background is mostly administration, do not suddenly position yourself as a senior project manager because you supported projects. That creates a different problem: credibility. Position yourself accurately, but strategically.
The final mistake is assuming the reader will understand your career story from context. They will not. They are comparing your CV against a role, a shortlist, a hiring brief, and other candidates. Your story needs to be clear without a phone call.
The best way to fix a CV that looks too broad is to stop treating it as a full history and start treating it as a targeted argument. Every section should support the same conclusion: this candidate makes sense for this type of role.
That means your profile, skills, achievements, job descriptions, and even the amount of space given to each role should all point in the same direction.
You do not need to become a narrow person. You need a narrower CV message.
That distinction matters.
In modern UK hiring, especially when employers are dealing with high application volumes, clarity is not a bonus. It is part of being competitive. A focused CV helps recruiters shortlist you faster, helps hiring managers understand your fit, and helps you avoid being dismissed as “interesting but not quite right”.
That phrase, by the way, is often employer language for “we could not work out exactly where to put them.”
Do not let your CV create that problem.
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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