1. Lack of focus
The ideal CV length is about one to two pages. It should be tailored to the job description and the specific position being applied for. Typically, CVs focus on the candidate’s achievements, work history, awards and qualifications.
Be attentive to applicants who go into too much detail about their hobbies. However, including details about outside interests helps you understand a candidate’s personality. It may help identify if they will be a good cultural fit.
Clear outlines of previous responsibilities demonstrate a candidate’s relevance to the role. When reading through the CV, pay attention to any relevant awards or training courses completed. It’s worth raising these during the interview process. Work history should be concise and ideally bullet-pointed.
2. Lacking accuracy
Candidates who value accuracy will show it in their CVs through careful attention to detail. Inaccuracies or errors in a CV can raise questions about a candidate’s reliability. Screening for typos and formatting errors is a vital first step in assessing a candidate’s competency.
3. Basic information is missing
Another CV red flag is a lack of basic information, such as name or contact details. Missing job titles or education details can also be a significant oversight. Some candidates may choose to leave out their address, but they should ensure that the rest of their information is on their CV and is accurate.
Additionally, accurate education information helps employers validate a candidate’s background.
4. Inappropriate formatting or appearance
Candidates should choose a formatting style or template that is appropriate and easily readable. A poorly formatted CV can create a negative first impression and may lead to the document being overlooked by recruiters.
If you are a law firm, for example, candidates should make sure that the style of their CV is clear and professional. You may feel that their CV seems unprofessional if they use bright colours or unclear fonts. The most professional fonts to use on a CV include Calibri, Garamond, Georgia, Helvetica and Arial.
Ensure candidates use legible font sizes to prevent eye strain during high-volume reviews. Fonts like Arial can cause eye strain when they are too small to read clearly.
You might prefer a more creative and dynamic CV format if you work in graphic design or other creative fields where the ability to innovate is valued. However, the overall CV format should still be clear and informative.
5. Employment gaps
Candidates should typically explain their employment gaps in their CV or cover letter. Unexplained gaps in employment history can raise questions for employers and may affect how a candidate is perceived.
Employment gaps indicate periods of unemployment that require further context. This implies they may have underperformed in previous roles or lack the motivation to find work.
There is nothing fundamentally wrong with an employment gap, but the candidate should justify it. Pay attention to whether they mention parental leave, illness, death of a family member or becoming self-employed, for example. Candidates who explain their CV gaps show that they are conscientious and want to impress you as much as possible.
Also, check whether they have filled any spare time addressing skills gaps through workshops, training courses or other activities that have helped them to grow personally and professionally.
Candidates who address gaps in their CVs demonstrate strong interpersonal awareness. By anticipating how their CV might be perceived and what questions an interviewer could ask, they show thoughtfulness and a proactive attitude.
6. Generic CV
A candidate’s CV might contain relevant information but still be generic. A strong job application requires candidates to write tailored content that matches the requirements of the role. A generic CV lacks specificity to the role the candidate is applying for.
This is especially an issue if you are recruiting in a competitive field and are screening hundreds of job applications. Ideally, a candidate’s CV should be specifically tailored to the role. Applicants should provide specific details demonstrating team fit rather than generic information.
7. Noticeable differences between the information on the CV vs the cover letter
Candidates with good attention to detail will ensure that the information on their CV matches that of their cover letter. Make sure that their work history on online platforms matches their CV. There may be some subtle discrepancies between an applicant’s online profile and CV as their CV may be a more condensed or expanded version of their work history available online.
However, check for any clear differences or contradictions between the two documents, especially in the candidate’s experience and skills. Strong candidates communicate in a clear, organised way and keep their work history consistent.
8. Unclear wording
Another CV red flag is unclear writing. If the candidate is strong overall, you can ask them to clarify any confusing points during the interview.
However, if a candidate often uses jargon or vague language, it can be hard to understand their experience. This is especially relevant in technical industries. Candidates should clearly explain their skills and how they used them in each role, using plain and straightforward language.
Vague language can signal that a candidate lacks the required skills, especially if they avoid explaining processes in detail.
9. Unprofessional online presence
Although not essential, many companies choose to review a candidate’s social media presence before interviewing or recruiting them. Pay attention to candidates who are aggressive online or post derogatory comments. Consider whether their values align with your company’s. At the same time, a candidate’s online presence can highlight positive traits, such as creativity, a sense of humour or strong interpersonal skills.
Learning about how a candidate engages with others online is especially useful if they are applying for a social media or content creation role. Their social media presence clearly indicates how they communicate online.
10. Inconsistent career path
Frequent job changes can be red flags for employers, especially if they are not explained in the context of the industry or specific positions. Like CV gaps, there can be valid reasons for an inconsistent career path or frequent job changes.
Candidates should explain these inconsistencies clearly in their application. In industries such as hospitality, construction or events, frequent job changes are common and often less concerning, as short-term or seasonal roles are typical.
Candidates who frequently change jobs should explain their reasons and highlight their commitment to previous roles. Demonstrating dedication and reliability reassures employers that they will stay engaged and contribute long-term. Clear explanations of career moves are one of the most important aspects to assess in a CV.
Understanding a candidate’s past roles and employment history is important to find a good match for the new role and to streamline the hiring process.
Use these 10 CV red flags to screen CVs efficiently and ensure interviewees are well-suited for the role. This approach makes the interview process more effective and gives you a clear sense of purpose and strategy as you review your list of applicants.
