Getting Your CV Basics Right

Nick Allwood, Director & Co-Founder of RedGreen Partners offers some insight in how to get ahead of your competition when it comes to finalising your CV.  

At RedGreen Partners we want to secure every candidate we work with their dream role. As you would expect this isn’t a reality as there are other people who do what we do and many other channels to sourcing a new role.    

So, in the absence of being able to make everybody’s dream come true personally, I’d like to offer some things worth considering on your CV to help you navigate your 2025 HR career search. Whether you’re new to job seeking, or feel you aren’t getting the breaks your experience deserves from the applications you’ve made previously, I hope there will be some advice here that will assist you. 

CV Essentials 

Whether your CV is being reviewed by somebody like myself (and any application to RedGreen Partners will be reviewed by a human), or an AI tool, there are areas on its layout I would suggest as essential. If you’re not including them, I can assure you your ‘competition’ are – and it’s a competitive recruitment market currently in the HR space. 

Who do you work for? 

The Company name isn’t enough, irrespective of the size and reputation of business. 

Give a brief introduction that includes industry, headcount, revenues, ownership structure as a bare minimum when describing who you work for. If it’s a large Organisation, break down by your division. 

Here’s why… 

Some hiring managers are often accused of being blinkered to only looking inside of the same industry when recruiting talent. Which can prove frustrating for everybody. If you have not worked in that sector, then you may be able to offer similarity to make yourself attractive in another way. Working in a similar size business or a similar ownership structure can be hugely important from a hiring perspective. If you fail to demonstrate this then some roles may pass you by when your CV is being reviewed. 

If you wish to appear as the credible, commercially focussed HR professional you are, then give some financial highlights related to your employer. List some financial performance figures at the outset; be they revenues, profits, EBITDA, series funding round or budgets if you’re not in a revenue generating business. 

Career Key Achievements 

Do you have a handful of your career key achievements that ideally span the breadth of your experience on page 1 of your CV? If not, then consider adding them.  

Here’s why... 

With the volume of applications being received (see my article on Applying for a HR role in 2025) for job advertisements currently you need to capture the CV reviewer’s attention immediately.  Be that human or an AI screening tool. 

If you achieved something earlier on in your career that you are still proud of, the likelihood of this being discovered becomes less the further you go back on your CV.  This is true of some AI based searching functions also.  

KEY is the defining word here. Don’t dilute by having more than 3-5. As a bonus, you may find some interviews will centre on these achievements too. If you’ve listed them as work you’re proud of, you will give off a natural passion and enthusiasm when discussing them with a potential line manager. 

Notice Period 

Are you looking at permanent or fixed term contract opportunities where candidates who apply are often on a notice period? Is your notice period less than the generally expected 3 months (or 6 - 12 months at Exec level)? Or you have a cast iron exit date that is less than this?  Add it to your CV.   

Here’s why...

This could make the difference in a recruiter choosing to speak to you versus another similar profile where it will be assumed they are the ‘standard’ notice period for your level of role.  Any advantage to speak to you needs promoting.  Make it obvious. 

Linkedin URL & Hyperlinks in general 

Is there easy access to your Linkedin profile somewhere towards the top of your CV?  If not, then I would ask you to add it.* 

Here’s why...   

A common habit of any recruiter when reviewing a candidate CV is checking their Linkedin profile simultaneously. Considering increased job applications, anything you can offer the end user to save clicks is always advantageous on your part. 

In terms of what else should be clickable from your CV I would suggest it needs to be very minimal.  A ‘festival of hyperlinks’ on a CV not only looks untidy (first impressions and all that) but you also run the risk of getting caught in spam filters.  Many CV reviewers will naturally be cautious of opening any links too.  

*This is wholly dependent on your Linkedin profile being up to date, relevant and looking great. 

CV Versions 

Don’t be afraid to have more than one version of your CV.** 

Here’s why... 

If you wish to tailor your CV using discoverable and searchable keywords from a job advert or job description, then it’s natural that whatever method the hiring company are using (human or AI) to screen CVs, you are increasing your chances of being long or shortlisted.  

A common trend I’ve noticed within the experienced HR community currently are those moving from a largely ‘permanent’ career history and beginning to look at interim, consultancy or fractional opportunities. To these I say it is worth taking the time to design a CV that focuses more on the projects you may have led on or been involved with as opposed to a traditional outline of the roles you have held in chronological order.  

**There is no harm in having more than one version of your CV. Just make sure you’re keeping track of which version is going where!   

I hope you’ve found this article useful.  if so then please do read my other piece on Applying For A HR Role In 2025. 

If you would like to discuss the current HR recruitment market, or wish to submit your CV to us, please email us at hello@redgreenpartners.co.uk  

Nick Allwood – Director & Co-founder at RedGreen Partners