Did you know your CV might be read by a robot before a human? More businesses are now using AI or Applicant Tracking Systems (ATS) to scan CVs before a recruiter or hiring manager even sees them. If your CV isn’t AI-friendly, it might be getting filtered out before you even get a chance.

At Nobul, we believe candidates deserve transparency and support, so we’ve pulled together some quick, practical tips to help your CV beat the bots and actually get seen.

Whether you’re actively looking for a new role or just updating your CV, these are things every candidate should know.

Keep formatting simple

AI systems struggle with complicated designs. While a graphic-heavy CV might look great, it can confuse screening software.

• Stick to clean, standard fonts such as Arial or Calibri.
• Avoid text boxes, tables, or images.
• Save your CV as a Word document or PDF to ensure readability.

Use clear section headings like Work Experience, Education, and Skills so the AI knows what it’s scanning.

Use relevant keywords

AI filters are designed to look for matches against the job description.

• Pick out key skills, certifications, or software mentioned in the advert.
• Integrate them naturally into your CV.
• Provide context: instead of simply writing “managed payroll” write something like; Managed payroll and employee records using Sage, ensuring compliance with employment law.

This ensures your CV reads well for both machines and humans.

3. Tailor your CV to every role

Generic CVs rarely make the cut. AI loves relevance.

• Identify 3–5 essential skills or experiences highlighted in the job advert.
• Showcase them in your work history and skills section.
• Align your achievements with the role’s requirements.
• Highlight real-life examples or specific projects you’ve worked on that demonstrate your suitability. This not only makes your CV stand out but also builds trust with employers.

Focus on achievements

AI systems give weight to measurable results.

• Use action-driven statements with outcomes.
• Example: “Increased client retention by 15% through targeted relationship management.”
• Numbers, percentages, and results help your CV stand out.

This also shows recruiters and hiring managers the impact you’ve made, not just the tasks you handled.

Don’t forget the human reader

Getting through AI screening is only the first hurdle, your CV still needs to impress a recruiter.

• Use bullet points for clarity.
• Keep sentences concise.
• Ensure it’s easy to skim in under 30 seconds.

Remember: AI gets you noticed, but people make hiring decisions.

AI screening is here to stay, but candidates who adapt their CVs will avoid being lost in the system. By keeping your formatting clean, tailoring to each role, focusing on achievements, highlighting real projects, and following practical AI-friendly tips, you’ll boost your chances of getting noticed.

Ready to take the next step in your job search? Get in touch!

The recruitment world often glorifies the idea of being a “subject matter expert” (SME). Build a niche, stick to it, and you’ll thrive. Easy. Recruitment, completed it. Except, the reality isn’t so straightforward. Specialising in one tiny area might help you speed up the process, but it limits your ability to adapt and truly recruit in the way a businesses business needs, adding real value to their talent strategies. Recruitment isn’t about staying in one narrow lane, it’s about knowing how to drive well, no matter the terrain.

The secret to winning in recruitment

Success doesn’t come from sticking to a niche. It comes from knowing how to recruit. Ask the right questions, dig deep into your client’s challenges, and offer talent strategies that genuinely help. “knowing what to do is not the major challenge faced by executives, it’s knowing who to do it” as Geoff Smart puts it in one of my favourite recruitment books! Mastering the craft of recruitment—understanding business goals, helping companies define what “good looks like” to enable their business to solve problems and grow, helping companies predicting on the job success and deciphering talent motivations—is what sets you apart.

When you can swiftly identify needs, frame a recruitment strategy, and add value, you’re not just filling roles—you’re transforming partnerships. That’s a skillset that can be applied across industries, functions, and markets.

Are subject matter experts really better for clients?

It’s easy to assume that an has an edge because they can access or deliver profiles quicker. But it’s important to note, those profiles are often being sent to multiple other clients simultaneously. If candidates are interviewing with four or five other businesses, how much of a partner is that SME, really?

True recruitment partnership is about more than speed. It’s about providing tailored advice, focusing on quality, and finding candidates who align closely with a client’s goals. That’s what businesses need—and it’s what generalists, or rather recruitment experts, excel at.

What can recruitment experts achieve?

Proof that being generalist works, we have grown every single year since 2019 and our “power stats” I believe would stand up against any business;

• 96% retention rate 12 months plus
• Fill rate of 1 in 1.12
• 21 working days average fill rate of roles
• 7 client interview to placement ratio

And this covers a variety of roles from CEOs, Marketing Directors, Customer Services Executives, Project Managers, Cyber Security Managers, Account Managers and Executive Assistants for a plethora of organisations from FTSE 100 companies, PE backed tech firms to government owned bodies.

These stats are not shared to boast (albeit Simon does like to call me a “boaster”). They’re shared because if you truly focus on being a recruitment partner (an actual partner, not the word used on 90% of recruitment company websites that means sod all) and focus on being great at recruitment not building a network.. you can really add value to clients and build long term relationships.

We’re Recruiters, not “generalists”

I dislike the word “generalist.” It implies a lack of focus or expertise when the reality couldn’t be further from the truth. At Nobul, we aren’t generalists—we’re Recruiters, talent acquisition experts! We’ve honed our craft to work across fields, industries, and challenges. We know how to truly recruit and can help companies build business defining talent strategies; and that transcends any label or niche.

Stop obsessing over subject matter expertise and start focusing on recruitment expertise. That’s where the real magic lies.

In today’s competitive job market, it’s no longer enough to simply have a LinkedIn profile, it needs to stand out. With over 1 billion members on the platform, recruiters, clients, and business leaders are scrolling through countless profiles every day. The ones that grab attention are those that are well-optimised, polished, and clearly showcase an individual’s strengths.

Whether you’re job hunting or just building your personal brand, your profile is often the first impression you make. A strong presence can open doors to new opportunities and expand your network.

Here are our top tips to help you refresh and optimise your LinkedIn profile so you can make the right impression and attract the right opportunities:

Create a strong headline

Don’t just list your job title, use your headline to showcase your expertise and value. Think about how you want to be found, the right keywords here make your profile more discoverable in LinkedIn search results.

Instead of: “Marketing Manager at XYZ Ltd”
Try: “Marketing Manager | SEO | Content Strategy

Perfect your profile picture

Your photo is the very first thing people notice, it instantly shapes how you’re perceived. A clear, high-quality, professional headshot builds trust and makes you more approachable.

• Use natural lighting and a neutral background
• Dress appropriately and avoid busy or distracting patterns
• Avoid group shots or casual selfies

Optimise your summary

Your LinkedIn summary should read like an elevator pitch, concise, impactful, and focused on you. It’s the place to highlight your achievements, what drives you professionally, and the unique value you bring. Think about the roles you’re targeting and what terms recruiters might be searching for. This will increase your chances of showing up in the searches.

Tips for writing your about section:

• Use the first person to make it approachable
• Focus on outcomes and impact, not just tasks
• Include relevant keywords for SEO discoverability
• End with a call-to-action (e.g., “Connect with me to discuss…”).

Showcase your experience

Go beyond listing job titles, employers, hiring managers and recruiters like to see real results. If you’ve helped increase sales, improve efficiency or grow a team, show it! Real results stand out much more than generic responsibilities. Use metrics where possible to show the scale of your achievements.

Example:

Change “Responsible for managing marketing campaigns.” to “Led a multi-channel marketing campaign that increased inbound leads by 40% in six months.”

Think of each role as an opportunity to prove your value:

• What challenges did you tackle?
• How did you make processes better or teams stronger?
• What measurable results can you point to?

Using bullet points makes your experience scannable, which is crucial as hiring managers typically skim profiles quickly. By highlighting real results, you show not just what you did, but how well you did it.

Customise your LinkedIn URL

A small but powerful change you can make is to customise your LinkedIn profile URL. Instead of a long, default link full of numbers, you can create a clean, professional URL that’s easy to share on CVs or email signatures.

For example:

Change linkedin.com/in/john-veal-5827391b to linkedin.com/in/johnrveal

This not only looks more professional but also helps with personal branding and makes your profile easier to find in searches. You can edit your public profile URL in the “Edit public profile & URL” section of your LinkedIn settings. If your name has already been taken by someone else, add in an extra letter for your middle name or even add in your company’s name at the end of the link.

Ask for recommendations

A strong recommendation is like a testimonial, it builds trust and credibility. Don’t be afraid to ask clients, managers, or colleagues to leave one for you.

To make it easier for them (and more impactful for you), be specific about what you’d like them to highlight, for example, a project you worked on together, the results you achieved, or the strengths you demonstrated.

Tips for collecting recommendations:

• Personalise your request — explain why you’re asking them in particular
• Suggest a project or achievement they could reference
• Offer to write one in return
• Aim for a mix of voices such as managers, clients, and colleagues

Keep it fresh

An optimised profile isn’t a one-off task. Regularly update your headline, about section, and featured content to reflect new projects and achievements.

Your LinkedIn profile is often your first impression to employers and hiring managers. By following these tips, you’ll not only stand out from the crowd but also attract more connections on LinkedIn and the right opportunities.

Would you like more advice on your job search? Get in touch with us today.

As the job market continues to evolve, so too does the conversation around hiring. With more companies prioritising skills over traditional degrees, the old debate of whether a degree or experience matters more has gained new momentum. Nobul recently conducted a LinkedIn poll asking the question: What’s your top priority when hiring if a degree or qualification is not legally required?

The results were:

• 73% said skills and experience.
• 25% opted for a balance of both.
• Just 3% chose degrees and qualifications.

So, what does this shift in hiring priorities mean for both employers and candidates?

The changing landscape: skills first, degrees second

More companies are shifting away from traditional qualifications in favour of experience and practical skills, especially in fast-paced, innovation driven industries like software development, digital marketing, and design. These sectors are increasingly embracing skills-based hiring, placing greater value on a candidate’s ability to deliver results over their academic credentials.

But why are companies making this shift?

• Skills are directly tied to performance. Employers are increasingly prioritising candidates who can demonstrate their abilities over those who simply have the qualifications. For example, an applicant can show their skills by solving a problem in a real-time task. This focus on practical competence ensures that new hires can hit the ground running from day one.
• The talent pool is growing. By relaxing degree requirements, companies open the door to non-traditional candidate, those who may not have a degree but possess hands-on experience or have upskilled through alternative education paths. With this approach, companies can tap into a much larger and more diverse pool of talent.

The minority voice: degrees still have a place

While the majority of respondents to the LinkedIn poll prioritised skills and experience, 25% still believe in a balance between qualifications and hands-on ability, and just 3% think degrees should remain the top priority. For certain industries and roles, this minority view still holds weight.

For example:

• Regulated industries such as healthcare, law, and finance require formal qualifications for legal and safety reasons. In these industries, degrees are non-negotiable.
• Some companies and industries can require formal education to ensure that professionals have a deep understanding of complex concepts that can’t always be demonstrated through practical experience alone.

Moreover, some employers argue that degrees still signal a level of discipline, problem-solving ability, and commitment. While skills are crucial, a degree might offer employers a degree of assurance.

Implications for job seekers: skills matter more than ever

For candidates, this shift presents both challenges and opportunities. While a degree is no longer the golden ticket to landing a job, the focus on skills and experience means that job seekers must find new ways to stand out in a competitive market.

• Build your LinkedIn profile as a portfolio. An optimised LinkedIn profile showcasing your achievements and projects you have worked on is an essential asset. It’s no longer just about what you studied; it’s about what you can actually do.
• Invest in continuous learning. Demonstrating a commitment to ongoing skill development can help set you apart from other candidates. Employers want to see that you’re adaptable, and that you have the drive to learn and grow.
• Leverage your experience. If you’ve gained hands-on experience through freelance work, volunteer projects, or internships, don’t overlook these valuable opportunities. They demonstrate your ability to apply your skills in real-world settings, which many employers value just as much (if not more) than academic credentials.

What does this mean for employers?

For employers, this shift to skills-first hiring comes with a few key considerations:

• Rethink job descriptions. Are your job descriptions overly focused on degrees or traditional qualifications? If so, it might be time to refocus on the skills, competencies, and experiences that are critical to success in the role. What are the actual requirements for someone to excel in the position?
• Update hiring processes. Traditional interviews often don’t effectively assess practical skills. Consider integrating skills assessments into your hiring process. This will offer a more accurate measure of a candidate’s ability to do the job. When using projects or assignments, make sure they are realistic and directly relevant to the role, rather than hypothetical exercises that don’t reflect the actual work. Avoid asking candidates to produce unpaid work that benefits the company. Instead, focus on smaller, representative tasks or examples that allow them to showcase their abilities without being exploitative.
• Expand your talent pool. By embracing skills-first hiring, you open up opportunities to engage with talent pools that might have previously been overlooked. People from non-traditional backgrounds—such as career changers, self-taught professionals, or those with unconventional experiences—bring fresh perspectives and innovative solutions to the table.

A new era of hiring

As the conversation around hiring continues to evolve, it’s clear that skills are taking centre stage. While degrees and qualifications may still hold value in certain fields, the growing trend towards skills-first hiring marks a significant shift in how companies are evaluating candidates.

For candidates, this means there’s a greater emphasis on demonstrating your skills and experience. For employers, it’s an opportunity to rethink your hiring processes and open the door to a broader, more diverse talent pool.

As we move forward, it’s likely that the balance between degrees and practical skills will continue to shift. Companies that adapt to this changing landscape will be better equipped to stay competitive and innovative, while candidates who embrace skills development will find themselves more attractive in a fast-moving, skills-driven job market.

Ready to rethink your hiring strategy?
At Nobul, we help employers build smarter hiring processes that attract the right talent. If you need help attracting top talent or refining your interview process, our team can support you every step of the way.

Get in touch with us today to start hiring better.