The Dos and Don’ts of Today’s Successful CVs

The curriculum vitae can be the ultimate resource for any modern job-seeker.  

Your CV is your first opportunity to impress a new company and show them that you have what it takes to survive, and thrive in their available role. However, many professionals struggle to unlock the full potential of their CV, because they treat it as a static document, rather than an ever-evolving expression of their skills.  

Though updating your template and re-writing your cover letter every time you see a new job opportunity might seem like an exhausting process, it’s crucial for those who want to outshine the other candidates in the marketplace.  

The technology sector is constantly evolving, and only the most up-to-date and accurate CV will capture the attention of a hiring manager.  

The following Dos and Don’ts will help to ensure that you don’t miss out on the position of your dreams, thanks to an uninspiring application.  


The “Dos” of Updating your CV 



Now that the New Year has begun, it’s the perfect time to evaluate the documents you use in your standard career search. While you’re adding new skills, and removing inappropriate information, make sure that you do the following things: 


“Do” Keep it Short and Simple 

It’s tempting to believe that the more you write on your curriculum vitae about marketing automation, salesforce, and software testing, the more impressive you’ll appear. However, remember that most hiring experts will merely skim the applications they receive.  

If your CV is an overwhelming block of text, then a manager might discard it without a second thought. Instead, keep your message as simple and focused as possible. If the resulting document is more than two pages long, go back and find something you can remove.  


“Do” Highlight your Accomplishments 

A lot of technology CVs can end up reading like a list of chores when you’re trying to demonstrate what you did for your last employer. Writing “updated company software”, or “acted as a Salesforce admin” on your history won’t inspire much excitement from the average business owner.  

Instead of outlining what you did, highlight the things you accomplished on behalf of the company. For instance, did you create a new programme that saved your team a lot of time? Did your suggestion to install a new application lead to bigger profits for the project? Demonstrate the measurable value of your skills.  


“Do” Tailor the CV to the Role 



Hiring managers in the technology industry are very picky when it comes to choosing the right IT superstar. They can pick a generic application out instantly, and a copy-pasted CV won’t impress anyone.   

Rather than throwing a jumble of information down onto a couple of pages and expecting your new boss to translate the result, make sure that you tailor-make each CV to suit the career or role you’re applying for. This will show the person making the decisions that you’re truly invested in the job.  


“Do” Use the Right Formatting 

As a technology expert, you probably know how to use a basic set of document processing programmes to make your CV look and sound incredible. Make sure that there’s plenty of white space included that makes the document as easy to read as possible.  

At the same time, think about including keywords from your chosen job listing in your CV. For instance, if the specifications call for an “HCM technician”, then use the word “HCM” in your writing wherever you can. This will make it easier for an organisation to associate your skills with their recruitment needs.  


The Don’ts of Updating Your CV 

While there’s no one-size-fits-all solution for the perfect role application, there are a few standard mistakes you need to avoid if you want the best chance of getting the position of your dreams. Keep the following “don’ts” in mind when you’re refining your curriculum vitae.  


“Don’t” Use Too Much Jargon 



As a technology specialist, you’ll definitely need to use some technical language in your CV – particularly when you’re listing your skills and certifications. However, avoid using too much jargon – particularly when it comes to acronyms and terms that might have been specific to a previous employer.  

Keep your focus on industry terms that everyone in your niche will know, but remember that not all recruiters are familiar with complex IT phrases. 


“Don’t” Waste Space on Interests 

If you need to clear extra space on your CV, then you can always consider getting rid of the “Interests” section. Although this space can be useful when it comes to highlighting your passion for the industry or showcasing things that you’re particularly passionate about, it’s not as crucial as demonstrating your experiences and accomplishments.  

When you’re reading through your application and looking for any grammar or spelling mistakes, ask yourself whether the Interests section really adds anything to your CV. If it’s just taking up extra room, you can remove it completely.  


Finally, while your CV should effectively demonstrate how suitable you are for a specific role, your cover letter can be another way to show a hiring manager or recruitment agency that you’ve done your research.  

A cover letter can allow you to expand on some of the things you touch on in your application, and explain how your specific skills suit the role in question. 


Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management, software testing and Salesforce.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or

5 Reasons Why Your Best Candidate Said, “No Thanks”

The race for the perfect recruit is on. As companies in the technology industry struggle to find the perfect combination of skills and characteristics in their ideal employee, the recruitment experience is growing more complex than ever.  

It’s not an employer’s market anymore.  

Tech specialists have their pick of countless new job opportunities today, which means they have the luxury of being able to choose the right work environment, the ideal title, and the best perks.  

In a world where candidates reject up to 50% of all job offers, it’s time for businesses to start thinking about how they can refine the hiring process, and improve their chances of attracting the perfect employee. Since the best way to improve is to learn from past mistakes, we’re going to look at 5 of the top reasons why your ideal applicant might say “no thanks” to your career opportunity.

1. The Recruitment Process Took Too Long

Tracking down the right team member is a huge challenge. You might spend months evaluating your business needs, working out which roles need to be filled the fastest, and thinking about how you’re going to advertise yourself.  

Unfortunately, the longer your recruitment process is, the more you could risk losing the attention and interest of your candidates. Remember, they’re on the hunt for the perfect job, which means they don’t have time to sit and wait months for an interview.  

Try to follow up with the individuals in your applicant pool that have the most potential as quickly as possible. Even if you simply send out a quick email telling them that they’ve made it to the “consideration stage”, you could reduce the chances that they go out and actively search for an alternative employer.  

When you’re struggling to fill the gaps in your company, it’s easy to forget that potential employees have deadlines to think about too. A lengthy recruitment process could make your candidates feel like you don’t respect their time, or even cause your organisation to appear disorganised. Consider working with a specialist recruitment agency to help streamline the process, and keep wasted time to a minimum.

2. Your Employer Brand Lacks Appeal 

Businesses often spend a lot of time worrying about how their brand looks to prospective customers. However, you might not spend as much effort thinking about how you look to future team members. Your “employer brand”, is how you highlight what it’s like to work with, or for your organisation. It involves everything from your reviews on individual hiring websites like Glassdoor, to the way your employees talk about your business online.  

Your existing staff can easily give away hints on what it’s like to be employed by your business. If they’re happy, then it’ll show in their social media posts and the way they interact with customers. On the other hand, if your hires are unhappy, then that will show too, in everything from high turnover rates, to grumpy teams.  

As brands grow more aware of things like “corporate culture“, technology experts are searching for careers that offer excellent salaries, room for growth, and a welcoming internal experience. Remember, every candidate you interview will be hoping to work with a team that provides happiness and satisfaction.

3. You Didn’t “Sell” The Opportunity Enough

Businesses often forget that interviews are a two-way street. While employers need to evaluate each applicant carefully and consider which factors are most important to their business, potential team members will also be thinking about how the role in question will satisfy their personal and professional needs.  

It’s not only the candidate that needs to sell themselves in a job interview but the business too. You need to show new people how they will be appreciated in your organisation, and what you’re going to do to give them an experience that couldn’t be matched by other businesses in your industry.  

A specialist recruitment agency can help you to craft a job description that appeals to your ideal employee, but it’s up to you to show off the best parts of your brand when the opportunity comes knocking. Think about interview body language, how you can highlight the potential for future growth, and what you’ll need to do to draw attention to employee perks.

4. There Aren’t Enough Opportunities for Development 

Growth is something that every recruit wants. While salary and work environment are important, it’s also crucial for businesses to think about how they can underline development opportunities for their job candidates.  

In a recent poll, 87% of millennials noted that advancement was critical to accepting a new role. When today’s employees are happy with the career progress available for them, they’re more likely to choose and stay with a company.  

On the other hand, a member of staff who feels like they’re stagnating in their role will be more likely to browse for alternate employment opportunities. That’s why it’s essential for growing organisations to assist team members with ways of improving their knowledge and skills.

If you demonstrate your potential new hire that there’s future in your company, then you’ll have a better chance of securing that all-important “yes”.

5. Problems with Remuneration and Benefits 

Finally, your salary and benefits package can go a long way towards deciding whether you’re going to secure the perfect applicant or not. While choosing a remuneration package can be a challenging experience for employers, it’s important to make sure that you select something that appeals to your ideal candidates, and compels them to join your team.  

Remember to think beyond the initial salary, and consider extra benefits like flexible working hours, remote working, and even medical or life insurance when you’re trying to earn the attention of technology talent.  

If you’re struggling, consider speaking to a recruitment group about the specific salary trends and requirements of your industry. These professionals could help you to pinpoint the benefits that put you one step ahead of the competition when hiring the best staff.  


About Resource on Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769