Recruiters make a first decision fast. Here is what they scan for, what the research says about how long they spend, how screening software changes the game, and a checklist to test your own CV today.

Last updated: 15 October 2026

The Short Answer

Recruiters look for five things in a CV: relevance to the job, clear job titles, employers, and dates, measurable achievements, the skills the advert asks for, and a clean, error-free layout that is easy to scan. They usually make a quick first decision, then read more closely only if your CV looks like a fit. Where companies receive many applications, screening software may also rank or filter CVs before a person sees them. So the best CV is relevant, specific, easy to read, and honest.

Key Takeaways

  • The first look is fast. An eye-tracking study of 30 recruiters found they spent about six seconds on an initial scan before deciding whether a candidate was worth pursuing (World Economic Forum, republishing Business Insider). The sample was small, so treat the exact number loosely.
  • Titles, employers, and dates get attention first. In that study, recruiters looked at the candidate's name, current title and company, dates, previous title and company, and education.
  • Tailoring helps. In Huntr's Q2 2026 data, applications with a tailored CV were marked interviewed 5.71 percent of the time, against 3.09 percent for untailored ones. Huntr stresses this is an association, not proof of cause (Huntr).
  • Employers want proof, not adjectives. NACE's 2026 survey found employers want evidence of teamwork, problem-solving, and communication, and advised candidates to share concrete examples (NACE).
  • Software can screen strictly. A Harvard Business School and Accenture report found 88 percent of employers said qualified high-skilled candidates were screened out for not matching the job description exactly (HR Dive).

What the "Six Seconds" Finding Really Means

You have probably seen the claim that recruiters spend six seconds on a CV. It comes from an eye-tracking study of 30 professional recruiters, which tracked where they looked during an initial "fit or no fit" decision (World Economic Forum; ATD). Three cautions apply. The study is small and dates from many years ago. It measured the first screening glance, not the whole review. And recruiters have self-reported spending far longer, around four to five minutes, on CVs they consider seriously (Ragan).

So the right reading is this: you get a very short first look, and a strong top section earns a longer one. Put your most relevant details where the eye lands first.

What Recruiters Look For in a CV

  1. Relevance to the job
    • What they check: whether your experience and skills match the advert.
    • Why it matters: a Nigerian HR advisor polled by BusinessDay said to edit your CV to fit the requirements the recruiter is looking for (BusinessDay). HR leaders interviewed by HR Katha called a generic resume one of the biggest red flags today (HR Katha).
    • What to do: rewrite your summary and top bullets for each role, using words from the advert where they are true.
  2. Clear job titles, employers, and dates
    • What they check: your most recent roles, in order, with no confusion.
    • Why it matters: these are the first fields recruiters looked at in the eye-tracking study.
    • What to do: list the newest role first, with the exact title, company, and month and year.
  3. Measurable achievements
    • What they check: results, not just duties. An HR professional polled by BusinessDay said they look for result-driven CVs that state applicants' achievements (BusinessDay).
    • Why it matters: a BusinessDay careers piece explains that recruiters prefer verifiable achievements showing where you put your skills to work (BusinessDay).
    • What to do: use the formula action verb + task + result, with numbers where you honestly can.
  4. Skills that match the advert
    • What they check: the specific skills named in the job description.
    • Why it matters: in NACE data summarised by Iowa State University, 88.3 percent of employers sought problem-solving skills on resumes, 77.1 percent written communication, and 69.3 percent verbal communication (Job Outlook 2025 figures) (Iowa State University Careers).
    • What to do: build a short skills section from the advert, then prove each skill in your bullets. For skills employers now want, see AI skills employers now expect from every candidate.
  5. Education and qualifications
    • What they check: academic and professional credentials, with dates (BusinessDay).
    • What to do: list your highest qualification first, plus relevant certificates and training. Put education above experience if you are a recent graduate.
  6. Internships and practical experience (for early-career candidates)
    • What they check: real workplace exposure. In NACE's data, an internship with the employer's own organisation had the highest influence rating (4.5 out of 5), with internship experience in the same industry close behind at 4.3 (Iowa State University Careers, citing NACE).
    • What to do: list internships, NYSC placements, and projects with the skills and results behind them.
  7. A clean, scannable layout
    • What they check: neatness, legible fonts, and consistent formatting. HR professionals polled by BusinessDay named neatness and presentation first, and clear fonts that save the recruiter time (BusinessDay).
    • What to do: use one readable font, clear headings, short bullets, and consistent dates.
  8. Correct English and zero typos
    • What they check: spelling, grammar, and punctuation. One HR professional in the BusinessDay poll said they pay attention to the use of English and punctuation marks. Vault's guidance notes that recruiters read typos as a sign of weak professionalism and communication (Vault).
    • What to do: proofread twice, read it aloud, and ask someone else to check it.
  9. The right length
    • What they check: whether the CV respects their time. A BusinessDay careers guide advises no more than two pages of A4 (BusinessDay). One page is often enough for a first job.
    • What to do: cut old or irrelevant roles, and keep only what supports the job you want.
  10. Honest, consistent information
    • What they check: whether the story adds up. HR leaders quoted by HR Katha flagged mismatches, such as a candidate with three years of experience using language fit for a senior executive (HR Katha).
    • What to do: describe your real level, keep dates accurate, and match your CV to your online profiles.

What Recruiters Don't Need to See

Nairametrics lists items many Nigerian CVs include but don't need: a full home address (it can cause bias toward people who live closer), date of birth unless it is required, religion, and tired phrases such as "ability to work under pressure" and "I can learn on the job" (Nairametrics). Follow the employer's instructions if they ask for any of these details. Otherwise, use the space for results and skills. Vault also warns that an unprofessional email address can undermine your credibility (Vault).

How Screening Software Changes What You Should Do

Many employers use applicant tracking systems to manage applications, and some use recruiting software to filter or rank candidates. The Harvard Business School and Accenture "Hidden Workers" report found that more than 90 percent of employers surveyed used such systems to filter or rank middle-skills and high-skills candidates (The Register). The same report found 88 percent said qualified high-skilled candidates were vetted out for not matching the criteria exactly, and 94 percent said the same for middle-skilled candidates (HR Dive). It is a 2021 US and global study, so use it as a warning, not a Nigerian statistic.

What to do about it:

  • Mirror the job's language honestly. Use the exact titles and skill names from the advert where they apply to you.
  • Don't stuff keywords. Huntr's data suggests matching a moderate share of a posting's keywords did better than trying to match all of them (Huntr).
  • Keep the format simple. Vault advises avoiding tables, images, and excessive formatting so software can read your CV (Vault).
  • Use standard headings such as Summary, Skills, Experience, and Education.
  • Answer screening questions carefully if the application form asks them.

A Before and After Example

These bullets are illustrations. Replace the details with your own true results.

  • Before: "Responsible for handling customer complaints."
  • After: "Resolved an average of 30 customer complaints a day, with most resolved on the first call, and kept a written log that helped the team spot repeat issues."
  • Before: "Managed social media pages."
  • After: "Managed three business social media pages using a weekly content calendar, growing one page from 1,200 to 3,500 followers in four months."

The second version tells a recruiter what you did, how, and what changed.

Common Mistakes That Get CVs Rejected

  • Sending the same CV to every job.
  • Listing duties without results.
  • Typos, inconsistent fonts, or messy dates.
  • Long paragraphs instead of short bullets.
  • A CV that runs past two pages without a good reason.
  • Irrelevant personal details, such as religion or clichéd phrases.
  • An unprofessional email address.
  • Exaggerating or inventing experience.

For a longer checklist, read CV mistakes that cause instant rejection. If you apply through job boards, complete your profile too (why an incomplete job board profile costs you offers).

A 20-Minute CV Check

  • Minutes 1 to 3: Pick one job advert and highlight its title, top five skills, and key duties.
  • Minutes 4 to 8: Rewrite your summary so the first line matches that role.
  • Minutes 9 to 13: Rewrite your top two or three bullets under your latest role to show results.
  • Minutes 14 to 17: Check titles, employers, and dates for accuracy and consistency.
  • Minutes 18 to 20: Proofread, remove unneeded personal details, save as a PDF, and confirm it is no more than two pages.

Frequently Asked Questions

What do recruiters look for in a CV? Relevance to the job, clear titles, employers, and dates, measurable achievements, the skills in the advert, and a clean, error-free layout. They also check that your story is honest and consistent.

How long do recruiters spend looking at a CV? The first scan can be very short. An eye-tracking study of 30 recruiters found about six seconds for an initial decision. Recruiters have self-reported spending longer on CVs that pass that first look.

What do recruiters look at first on a CV? In the eye-tracking study, recruiters looked at the name, current title and company, dates, previous title and company, and education. Put your most relevant details in these areas.

Do recruiters read the whole CV? Not always. Many scan first and read in detail only if the CV looks like a match. Make the top third of page one count.

What do recruiters look for in a fresh graduate's CV? Education, internships or NYSC placements, projects, volunteering, and evidence of teamwork, problem-solving, and communication. NACE data suggests internship experience carries the most weight.

Does screening software reject CVs automatically? Some employers use software to filter or rank applicants, and a 2021 Harvard and Accenture report found rigid criteria can screen out qualified people. Use clear headings, mirror the advert's wording honestly, and avoid complex formatting.

How long should a CV be? Two pages of A4 is the usual maximum, according to a BusinessDay careers guide. One page is often enough for a first job.

Should I put my date of birth, address, or religion on my CV? Usually not, unless the employer asks. Nairametrics advises leaving off date of birth, religion, and a full home address unless required.

The Bottom Line

Recruiters aren't looking for a perfect CV. They are looking for a quick answer to one question: can this person do this job? Make that answer obvious. Put your most relevant titles, results, and skills where the eye lands first, tailor each version to the advert, keep the layout clean and the English correct, and be honest. Then check your CV against the list above before you send it.

This article draws on the World Economic Forum (republishing Business Insider), ATD, Ragan, Huntr, NACE, Iowa State University Careers, Harvard Business School and Accenture research (via HR Dive and The Register), BusinessDay, Nairametrics, HR Katha, and Vault, current as of October 2026. The six-second finding comes from a small, older eye-tracking study and is used as a rough guide. Most employer-survey data comes from the United States and is used as a benchmark only. Nigerian HR opinions come from published surveys and commentary, not a nationwide study. The CV examples are illustrations, so replace them with your own true details. This article is general information, not career advice.