Let’s be honest—writing your CV can feel like throwing darts in the dark. You’re told to “stand out,” “keep it short,” “be creative but professional,” and somehow also “tailor it for every role.” What does that even mean in real-world terms? More importantly, what are recruiters really looking for when they read your CV—and why won’t they just come out and say it?

If you’re a jobseeker navigating the competitive South African job market, this blog is for you. We’ll take a clear, no-fluff look at what recruiters want from your CV, how to meet those expectations, and how to avoid the silent deal-breakers that might be holding you back.

First Impressions Matter: Structure and Simplicity Win

Recruiters spend an average of 6–10 seconds scanning a CV before deciding whether to keep reading. Yes, seconds. That means formatting is everything. Recruiters won’t say it, but if your CV looks like a wall of text or uses five different fonts, it’s going straight to the “no” pile.

What They Really Want:

• A clean, professional layout with clear sections: personal info, summary, work experience, education, skills.
  
• A simple font like Arial or Calibri (size 11–12).
  
• No photos unless required by the industry (this isn’t LinkedIn).
  
• Two pages maximum for most jobseekers.
  

Pro tip: Save your CV as a PDF to avoid layout issues when it’s opened on different devices. Recruiters won’t chase you for a cleaner version—they’ll just move on.

A Strong Summary Says More Than a Cover Letter

The personal summary at the top of your CV is your headline pitch. Think of it as your LinkedIn bio’s more polished cousin. It’s often the first—and sometimes the only—thing a recruiter reads in full.

What They Really Want:

• A short paragraph (3–4 lines) that explains who you are professionally.
  
• Your current role or most recent job title.
  
• Your key strengths or core skill set.
  
• Your career goals in relation to the job you’re applying for.
  

Don’t waffle. This section should be clear, confident, and tailored to the role. Avoid vague clichés like “hard-working team player”—show it through specifics.

Job Titles and Timelines That Make Sense

Gaps in employment aren’t always a dealbreaker, but they do raise questions. A recruiter’s first instinct is to look for stability, growth, and alignment between your roles and the position they’re hiring for.

What They Really Want:

• Clear job titles that reflect your actual role (avoid over-inflated terms unless accurate).
  
• Dates that show a logical timeline.
  
• Bullet points that highlight key responsibilities and achievements in each role.
  
• No unexplained gaps. If you took time off to study, care for family, or freelance—just say so.
  

Recruiters aren’t judging your life journey—they just need context to make sense of it.

Results, Not Responsibilities

One of the biggest mistakes candidates make is listing what they were “responsible for” rather than what they actually achieved. Recruiters don’t want a job description—they want proof that you made things happen.

What They Really Want:

• Quantifiable achievements (“Increased social media engagement by 60%” > “Managed social media accounts”).
  
• Action verbs like “led,” “developed,” “implemented,” “streamlined.”
  
• Evidence that you’ve added value—not just clocked in.
  

Even if your role was admin-heavy, think about how you improved efficiency, helped your team, or solved a problem.

Hard Skills First—Soft Skills Come Later

Yes, being a great communicator or a strong leader is important. But in a sea of applications, recruiters are scanning for hard skills first. Especially if they’re using an Applicant Tracking System (ATS), which scans for keywords related to the job description.

What They Really Want:

• A skills section with technical abilities or industry-specific tools (e.g., Excel, HubSpot, AutoCAD, Python).
  
• Keywords pulled directly from the job advert.
  
• Certifications or short courses relevant to the role.
  

Soft skills like “teamwork” or “adaptability” can be demonstrated through achievements or discussed in the interview. Lead with what gets you through the door.

Tailored, Not Generic

Here’s the part recruiters wish they could shout from the rooftops: Don’t send the same CV to every job. They can tell. And it’s the #1 reason your CV might be overlooked.

What They Really Want:

• A CV that speaks directly to the job posting.
  
• Highlighted experience and skills that match the job requirements.
  
• A summary and achievements that show you’ve done your homework.
  

Yes, it takes more time. But tailoring your CV for each application shows initiative, effort, and alignment—all things recruiters love.

Proof That You’re Invested in Your Career

Hiring managers are looking for candidates who are serious about their professional growth. If you haven’t completed a short course, updated your certifications, or taken on any new responsibilities in the past two years, it can raise a red flag.

What They Really Want:

• Evidence of ongoing development—even a free online course shows initiative.
  
• Industry memberships, certifications, or relevant webinars/conferences.
  
• A LinkedIn profile that matches your CV.
  

You don’t need to have multiple degrees. You just need to show that you’re not standing still in a fast-moving world.

The Subtle Power of Presentation

It’s not just what you say—it’s how you say it. A typo, inconsistent spacing, or incorrect punctuation can make a recruiter think you lack attention to detail. A sloppy CV = a sloppy candidate. Fair or not, that’s how it lands.

What They Really Want:

• Zero spelling or grammar errors. Use tools like Grammarly and always proofread.
  
• Consistent formatting—same bullet style, line spacing, and font size throughout.
  
• A tone that’s professional but personable.
  

And yes—get someone else to check it. A fresh pair of eyes can catch what you miss.

Give Them a Reason to Say Yes

Recruiters are busy people. Their job is to find the best fit quickly and confidently. Your CV isn’t just a summary of what you’ve done—it’s your first audition. Your chance to show that you’re the right person before you even walk into the room.

At Recruit SA, we see hundreds of CVs every week. The ones that stand out aren’t always from the most experienced candidates—they’re from the ones who communicate their value with clarity, purpose, and professionalism.

You’ve got the skills. Now make sure your CV does them justice.

Need more tips to make your CV interview-ready?

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