Research shows recruiters spend just six to seven seconds scanning a CV before deciding whether to read further. In high-volume markets, particularly the temporary and contract roles I recruit for, that initial review is necessarily quick.
That doesn’t mean we dismiss people lightly. As recruiters, we’re looking for reasons to progress candidates. However, when a role attracts hundreds of applications, your relevance needs to be immediately clear.
If your CV doesn’t quickly signal alignment – to a human or to an AI screening tool – it may not move forward. With platforms like SEEK and LinkedIn as well as many Applicant Tracking Systems (ATS/CRMs/HRIS) using embedded AI, applications are often ranked against the job ad before a recruiter reviews them. If key terminology or core requirements aren’t visible, strong candidates can be overlooked.
This isn’t about writing for robots. It’s about ensuring both technology and people can instantly see your fit.
When I provide feedback to candidates who were unsuccessful at application stage, it typically falls into two areas:
- It didn’t pass the initial scan.
At first glance, we’re asking: Can I clearly see this person matched the skills and requirements of the role? - Another candidate met the criteria more obviously.
You may have met several requirements, but someone else demonstrated stronger alignment.
In those first seconds, we focus on:
- Job titles and employers
- Relevant skills and keywords (often drawn directly from the advert)
- Clear, logical formatting
Small details can determine whether you receive that first phone call.
Before you apply, consider these practical adjustments.
- Avoid being too general
If your CV could be sent to ten different roles unchanged, it isn’t tailored enough. Your CV should demonstrate why you’re suitable for this role. Don’t rely on your cover letter to carry the message – it may not be read if the CV doesn’t pass the first scan.
- Make the first page count
Your opening page should clearly communicate:
- Who you are
- What you do
- What you’ve achieved
- Why you’re a strong match
If key information is buried further down, it may never be seen.
- Include a clear Key Skills section
Position this near the top and keep it relevant:
- Prioritise the most relevant capabilities
- Mirror terminology from the job advert (only where accurate)
- Use recognised industry terms and system names
If the role requires Salesforce experience and you have it, state it clearly. This isn’t keyword stuffing – it’s making relevance obvious.
- Present your experience logically
List roles in reverse chronological order, with your most recent position first. Out-of-order experience slows the reader and creates confusion.
If your job title is highly creative or very company-specific, consider adding a more standard industry equivalent. Director of First Impressions does sound pretty cool, but unique titles can limit search visibility and database matches.
- Include dates and context
Always show employment dates (month and year is sufficient). If a role was contract or fixed-term, note this. It prevents assumptions about short tenure. Briefly clarify career gaps for study, parenting, travel etc.
- Focus on presentation
Avoid dense paragraphs, tiny fonts, inconsistent formatting and visual clutter. Your CV should be easy to scan. A practical tip: ask someone outside your industry to review it. If they struggle to understand what you do, chances are a hiring manager will too.
Recruitment has evolved and so has the way CVs are assessed. While the Interchange Bench team take care to look beyond surface detail and support candidates wherever possible, the reality is in a competitive market, clarity and alignment matter.
When you understand how applications are reviewed – both manually and through technology – you move from guessing to positioning yourself strategically.
In today’s market, the first win isn’t the interview. It’s being seen.
Carla Hewitt, Consultant
Carla has a history of working in dynamic and fast-paced environments. As a Consultant with the Interchange Bench, she manages temporary and contract roles, and provides candidate care. Prior to her current role, she worked part-time with Interchange Bench while playing a key role in the daily operations of Slade Group: coordinating teams, overseeing administrative functions, managing the CRM system and supporting overall business efficiency. View full profile…