HR doesn't care if you were school prefect 7-8 years ago: What to say, what not to say in your CV

While the resume must mention all factually correct information, candidates should not shy away from personalising it according to the job role they are applying to.

Remember when online pundits and career advisers were making a case for video resumes; around the time that SnapChat and Instagram were taking off around the world? Or when they encouraged you to write the one-page minimalist CV in the pre-Linktree age?

In hindsight, some work trends simply can't get the job done, while some others may just be ahead of their time. As artificial intelligence (AI) tools again rejig what is possible to do, to create a CV that stands out, we asked human resources professionals their opinion on what works and what doesn't when it comes to your curriculum vitae.

How not to write your CV

Video resumes may have seems like a revolutionary idea in resume building at the time, but it turned out to be low on the practicality quotient. Not only was it too much effort for candidates to make them, but some recruiter also had difficulty receiving the heavy video files in their relatively small office mail inboxes, sort and assess them and then choose.

To be sure, video vs analogue CV isn't the only major shift in recent years when it comes to writing resumes that stand out. Several additions have been made to resumes and subsequently deleted, including candidate photo, skill bars, and hyperlinks to home addresses on Google Maps, among others.

The double-whammy: Amid all this, candidates would sometimes forget to include what is actually necessary in a resume. This can spell disaster, especially now in the age of applicant tracking systems (ATS). ATS is software HR teams use to screen applications using predefined job role requirements such as experience, skills, and certification. Getting a resume/CV past this stage becomes extremely critical because many companies now use this software.

Below are a few tips on how to make your resume work in the digitally-equipped future:

How to write your CV: To-the-point information

Career experts suggest candidates always mention information to the point that is directly relevant to HR. In the ‘About’ sections, sometimes candidates introduce themselves using too many poetic and abstract words.

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“A torchbearer of hard work” is an example of phrases that need to be avoided in the introduction. Being simple and straightforward can help candidates stand out because HR professionals tend to prefer clear information that can be processed in double-quick time, especially when they are vetting dozens of candidates for a single position.

A full address is another red flag. HR eventually will have your full address during document submissions during the hiring process. It is recommended to avoid mentioning house numbers, street names, etc. Just a city name will give the idea to HR if the candidate needs to relocate or be based in the same city and his/her workplace

Credibility of skills

By definition, measurement is the process of quantifying the attributes and comparing them to a reference. However, when candidates use bars or percentages to define their grasp on a certain skill, it's futile because there is no reference to measure if you have, let’s say 70 percent, hold on to that skill.

Similarly, mentioning certifications, diplomas or awards that candidates have received can boost the resume and ascertain the credibility of your skills. But the awards should be recognized such as from the previous or current organisation or competition.

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According to to Bimaljeet Singh Bhasin, CEO of Adda247's skilling and higher education business, including outdated details, like high school awards or internships from over a decade ago can detract from the relevance of your resume and cause hiring managers to overlook your more recent experiences.

Use of photos/graphics

While including photos and graphics may help photographers and graphic designers catch the attention of recruiters, it doesn't necessarily help others.

“Undoubtedly, all resumes should contain the contact’s information, while such personal facts as age, marital status, religious beliefs or photo can be excluded. On the one hand, they are irrelevant to the job, while, on the other hand, may introduce some form of unconscious bias,” said Divya Sachdeva, a career and college counsellor.

She added that an applicant should focus on the qualities and experience needed for a particular job, allowing the resume to be evaluated fairly.

Learn personalisation

While the resume must mention all factually correct information, candidates should not shy away from personalising it according to the job role they are applying to.

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For instance, if one is applying for a senior role in a business development (BD) job, the candidate should highlight more how he/she excels in managing a team rather than individual achievements. The focus should be on making the resume directly relevant to the job role.

Use of AI

While taking the help of artificial intelligence (AI) tools may help candidates add value to their resume, solely depending on them is not recommended. GenAI tools such as ChatGPT, Gemini etc can generate a resume quickly, often within minutes, by using templates and filling in details based on user input.

However, AI-generated resumes might lack the personal nuances and unique storytelling that can make a resume stand out. Further, some AI tools may have biases based on their training data, which can affect how certain experiences or skills are highlighted.

Hence, AI tools should be used in parts. For instance, AI can analyze job descriptions and suggest keywords and phrases to include, increasing the chances of passing through ATS.

Avoid negative connotations

Experts say candidates should usually avoid any negative comments or info that can turn against the candidates. For instance, highlighting one is still learning a skill that is the major requirement for the job would not bode well with the hiring managers.

“Explicitly mentioning weaknesses showcase that you are constantly looking for negative and you have negative and regressive mindset, while companies are looking for candidates who are lively, vivacious and have progressive mindset,” said Dheeraj Sharma, Director of Skills and Career Services at Sharda University.

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