Make the first half-page work hard
Recruiters may review many applications, so the top section of your CV should establish your professional identity quickly. Use a concise profile that states your function, level, key strengths and relevant sector or transferable experience. Avoid long personal statements filled with broad adjectives.
Immediately after the profile, consider a short key-skills section where it adds value. Choose skills that directly reflect the vacancy rather than listing every capability you possess.
- Keep the profile to a short paragraph.
- Use the job description to choose relevant keywords naturally.
- Avoid claims such as 'excellent communicator' unless the rest of the CV proves them.
Write achievements, not task lists
A list of responsibilities tells a recruiter what your job was supposed to involve. Evidence tells them what you actually delivered. For each recent role, include the context of the position and then use bullet points to show achievements, improvements, projects and responsibilities at the appropriate level.
Quantification helps when it is meaningful: budget size, income generated, audience growth, caseload, project value, time saved, satisfaction improvement or number of stakeholders. Do not force numbers into every bullet; clarity matters more than decoration.
Translate commercial language
If you are moving from another sector, remove jargon that only makes sense inside your current industry. A charity recruiter should not need to decode your CV. Describe the underlying skill: stakeholder management, income generation, programme delivery, customer experience, compliance, change management, digital acquisition or financial control.
Where useful, connect the outcome to a charity context. A corporate account manager might highlight partnership development, negotiation and relationship stewardship. A customer-service manager might emphasise accessible service design, complaint resolution and team performance.
Show cause knowledge carefully
Relevant volunteering, trustee work or lived experience may strengthen a CV when it is genuinely connected to the role, but it should be presented professionally and proportionately. Do not feel obliged to disclose personal information that is not necessary.
If you have volunteer experience, describe the responsibility and outcomes just as seriously as paid experience when it demonstrates relevant skills.
Keep layout simple and readable
Use clear headings, consistent dates, sensible spacing and an ordinary readable font. Avoid complex graphics, multiple columns or text embedded in images if they make the document difficult to scan or process.
Two pages is a common length for experienced candidates, but there is no magic number. The correct length is the shortest version that gives the recruiter enough relevant evidence.
Tailor every application
Your base CV can remain stable, but the emphasis should change for each vacancy. Reorder achievements, adjust your profile and make sure the most relevant evidence is prominent. Tailoring is not about copying the job description; it is about selecting the evidence that best answers it.
Before sending, compare your CV against every essential criterion. If an important requirement is supported only by something buried on page two, move or strengthen the evidence.
What to remove
Remove outdated detail that no longer helps your case, unexplained acronyms, generic objective statements, references available on request, and large blocks of text that repeat your cover letter. Older roles can usually be summarised more briefly unless they contain highly relevant evidence.
Check contact details, spelling, dates and file name. Small errors can undermine an otherwise strong application.
Frequently asked questions
Should I include a photo?
For most UK charity-sector applications, a photo is unnecessary unless the employer specifically requests one for a legitimate reason.
Do I need to list every job?
No. You can summarise older or less relevant experience while keeping an accurate career history.
Should I include volunteering?
Yes when it demonstrates useful skills, cause knowledge, governance experience or relevant responsibility.
Recruitment processes vary by employer. Always follow the instructions, essential criteria and deadlines in the specific job advert you are applying for.