A recruiter receives dozens of applications for the same position. What makes the difference is not the amount of information on the page, but the ability of the CV to answer a simple question in a few seconds: can this candidate fill this position? Understanding what to include in a CV means identifying the elements that provide this answer and eliminating everything else.
ATS Filtering: Structuring Your CV to Pass the Initial Automatic Selection
Before a human even looks at your application, an ATS (Applicant Tracking System) software scans the document. These tools rank CVs by relevance by comparing their content to the job offer criteria. A poorly structured CV or one saved in an unsuitable format can be discarded without being read.
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The PDF format remains the most reliable for keeping the layout intact. Complex tables, page headers, and floating text boxes pose problems for most ATS. Favor a linear structure with clear section headings: “Professional Experience,” “Education,” “Skills.” Creative titles (“My Journey in a Few Steps”) are not recognized by algorithms.
The other concrete point concerns keywords. If the job posting mentions “project management” and your CV only uses “project steering,” the software may not make the connection. Use the exact terms from the job listing when they truly correspond to your skills. To go further, check out this guide on what to include in a CV.
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CV Title and Hook: Two Lines That Guide the Entire Reading
The title of the CV is not a formality. It is the first information read, which tells the recruiter whether to continue or move on to the next candidate. An effective title includes the job title sought, possibly supplemented by a specialty or sector.
What Works in a Title
- “Digital Communication Officer – Health Sector”: the position, specialty, and field are presented in one line
- “Industrial Maintenance Technician – 8 Years of Experience”: the recruiter immediately places the level of seniority
- “Trilingual Executive Assistant”: a differentiating skill appears directly in the title
We still see CVs without titles, or worse, titled “Curriculum Vitae.” The recruiter already knows they are reading a CV. The title should answer the question “who are you professionally”, not remind the name of the document.
The hook, just below, consists of two or three sentences. It summarizes your profile and what you are looking for. It is not a condensed cover letter; it is a quick framing so that the reader knows what to expect in the rest of the document.
Professional Experience: Prove Rather Than Describe
The experience section remains the heart of the CV for most recruiters. The difference between a CV that captures attention and a generic CV often lies in one detail: describing concrete results rather than a list of tasks.
“Managing a sales team” says nothing about your impact. “Leading a team of five salespeople, with revenue growth in the regional scope” provides actionable information. Even without specific numbers, mentioning a direction (growth, reduction, implementation) changes the perception.
Tailoring Content to the Target Position
You do not present the same experiences for a digital project manager position and for a logistics manager position. For each application, select the most relevant missions and elaborate on them. Older experiences or those far from the position can be summarized in one line or even omitted if the CV exceeds one page.
A one-page CV remains the norm for profiles with less than ten years of experience. Beyond that, two pages are justified, but each line must serve the application. Recruiters sorting through dozens of files do not read the third page.
AI Skills and Digital Tools: What Recruiters Are Looking For in 2026
The classic skills section (office software, languages, job-specific tools) is no longer enough to stand out. According to Michael Page, the vast majority of recruiters report difficulties in finding suitable profiles. In this context, operational mastery of artificial intelligence tools has become a differentiating criterion, even outside technical professions.
Specifically, mentioning “using ChatGPT for writing briefs” or “automating reports via AI tools” has more value than a vague “comfortable with new technologies.” The recruiter wants to know what you do with these tools, not just that you know them.
Feedback on this point varies by sector: in tech or digital marketing, this section is expected. In other fields, it can be a positive signal without being decisive. Tailor the level of detail to the targeted company and position.
Photo, Interests, Layout: Deciding What Stays
A photo is not mandatory on a CV in France. It can humanize the application, but a poorly framed or too informal portrait has the opposite effect. If you include one, choose a neutral background, attire appropriate for the sector, and a shoulder-and-face framing.
Interests deserve their place only if they provide useful information. “Reading, cinema, travel” teaches the recruiter nothing. “Captain of a handball team in the regional championship” shows collective commitment and organizational ability. Every line of the CV must serve the application or be removed.
- Sober layout: one or two colors, one font, regular margins
- Complete and visible contact information at the top of the page: phone, professional email, city
- No mention of age, family situation, or social security number
- Systematic proofreading: a spelling mistake on a CV remains a frequent reason for elimination
The CV is a selection document, not a complete portrait. Recruiters who retain an application then move on to the interview to delve deeper. Your goal is limited to passing this first stage, quickly showing that your background, skills, and search align with the proposed position.