Why Do Recruiters Have The Worst CVs?


Much like doctors not taking care of their own health or accountants having bad personal finances, recruiters when applying for jobs themselves consistently have the worst CVs.


As a specialist HR recruiter I coach all types of HR and recruitment candidates on improving their CV for their job search. Again and again it is my candidates who come from a recruitment background who most under-represent their experience.


This is quite surprising when you consider that they see more CVs than any other jobseekers out there. So if you are a recruiter and are considering applying for a role take the time to read through the below. These tips are based on the direct feedback I have received from the hiring managers of tech companies, financial services, public sector clients etc.


Tips for your Recruiter CV

  • Explain what type of volumes you have worked with such as multiple vacancies in a specific ramp up campaign.
  • Demonstrate how many roles and what type of roles you have placed. Working on a job is not impressive, placing the successful candidate in the job is. Include job titles and numbers of placements.
  • Whether in-house or agency, recruitment is fast paced and target based. Does your CV show how you have performed against targets in the past?
  • When it comes to creative sourcing methods, how have you thought outside the box before? Advertising and using social media is the norm, what have you done that is different?
  • Have you had to maintain reports and metrics either for a hiring manager, a client or for your own manager?
  • What type of clients have you worked with? If you can list company names then do, especially when they are well known brands or corporations.
  • Give the range of salaries you have recruited for, this shows if you have hired both junior and senior level candidates.
  • Recruitment requires administration skills. You should list any applicant tracking systems, HR systems or Excel skills that you have.
  • Are you a problem solver? Do you show initiative? Include any examples of process improvements. Technology companies particularly seek these competencies.
  • From a client perspective what different stakeholders have you had to deal with – list the range of job titles such as Managing Director, HR Manager, CFO etc.
  • This is relevant to anyone but again recruiters seem to forget it; include work and personal achievements e.g. Employee of the month, promotions, volunteering.


If you are an in-house or agency recruiter, a recruitment administrator or a HR person I would be happy to talk you through the Irish job market. Please email or call Kate on 01 4744 646 for a confidential chat.

Posted by Kate Stewart, HR Recruitment Manager on 30 November 2017

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