How to write a CV in 2022
Cathy Darbyshire • July 11, 2022
What is a CV?
A curriculum vitae (CV) is Latin for ‘course of life’. It is a detailed document which summarises your career history, qualifications, education, and skills. It is an opportunity to demonstrate what you can offer an employer, showcase your achievements, and to influence the employer or recruiter to interview you.
What is a cover letter?
A cover letter is a document submitted with your CV to strengthen your application and express your enthusiasm about working for an organisation. It is an opportunity to emphasise your achievements and why you are the right person for the role. A cover letter may not be necessary for all job applications, and some job ads will specify if a cover letter is required
What to include on your CV
Page 1
On page 1, you will want to include your:
- Full name and contact details with a minimum of two forms of contact (both a phone number and email address). Also ensure that you include your suburb ( if in a City). This is helpful for recruiters, as they can consider positions available in your local area.
- You will want to include a link to your LinkedIn profile. Recruiters or hiring managers will Google your name or search for your profile on social media and a LinkedIn profile can depict you in a professional manner and definitely strengthen your application. I would advise to create one if you haven’t already, and ensure that it is up to date, and roles and dates are aligned with your CV.
- On Page 1, you would also want to include a professional summary. This is a short introduction to your CV and can be a few sentences, outlining what you specialise in, your years of experience, what you can offer, and what you are looking for in your next position.
- Finally on the first page, I would recommend including a career summary. This can be presented in bullet points, to outline your positions, employers and dates of employment. Having this information on the first page allows the recruiter or hiring manager to understand the industries you have worked in, before scrolling through the entire document.
Page 2 and onwards
On page 2, here you will be including information about;
- Your work experience. It is important to include your key responsibilities in each role, and your key achievements. An example of a key achievement could be that you are the top performing Sales Agent in your organisation. Highlighting your key achievements allows a recruiter to detail your profile to a hiring manager.
- Next, you will want to include your education and qualifications, for example if you have a tertiary education or completed any certificates.
- I would then go on to list your skills and ensure that they are relevant to the position. You can list skills such as communication, time management, teamwork, attention to detail, or organisational skills.
- Finally, you can include your referees. If you don’t feel comfortable listing them on your CV at the application stage of the process, you can write ‘referees available on request’, and disclose this information at a later stage. Please note that people2people will always request your permission before conducting any reference checks, even if they are listed.
Additional sections to include on your CV
- You can include any internships or apprenticeships you have completed.
- You can include endorsements; for example, if you have a previous manager who has provided a quote about your work ethic.
- You can include any volunteer work and any extracurricular activities; for example, if you are involved in any community groups or sports. Team sports can highlight to an employer that you are able to work well in a team environment, and it also demonstrates the personal side to your profile.
- If your background is in marketing or digital, you may also want to include a link to your portfolio.
My Useful Tips
- Tailoring your CV
You will want to use keywords and phrases that are relevant to the role for which you are applying. Note any relevant experience, skills, or education that is aligned with the role and organisation. If you are applying for multiple positions, ensure that you have created multiple versions of your CV. For example, if you are applying for an Executive Assistant role and Customer Service Consultant position, one CV should highlight your administrative and secretarial experience and skills, whilst the other should highlight your customer service experience. - Formatting
Firstly, use a font which is easy to read, for example Calibri and Arial. You don’t want to use any cursive writing that is difficult for the reader. I would also recommend using bullet points over paragraphs, and to use headings throughout your CV.
When listing your work and education history, ensure to list this in reverse chronological order, therefore you want your most recent experience at the top of your CV.
Keep it concise! Your CV isn’t an essay and should only be at maximum 4-5 pages long.
You may choose to include a photo. This is entirely optional, and some job seekers would prefer not to. If you are using a photo, ensure that the photo you select depicts you in a professional manner, such as a professional headshot or you can have a friend take one for you against a wall or with the background blurred. Keep it corporate and natural, and don’t use any filters or special effects.
If you have a background in marketing or design, you can showcase your skills and present your CV in a stylish and polished manner.
Ensure that you have checked for spelling and grammar, and you can consider having a friend check it over for you. This is particularly important if you are applying for a position which will require written communication.
Finally, when you save the document, I would recommend saving in both a Word Doc and PDF format. Some job ads will specify what format is required, therefore it is handy to have both. - Using keywords
We spoke briefly about keywords earlier, but to give you some context, keywords are important for recruiters or hiring managers when searching databases. Keywords can include skills, industry, or software programs eg if you have used Salesforce or Xero.
Keywords can also be used if you speak multiple languages. For example, if a recruiter is looking for someone who can speak Mandarin, they would search the word Mandarin on their database.
Finally, use key words that relate to any duties you are responsible for which may be niche. For example, if you work in an accounting firm and are responsible for ATO or ASIC lodgements, then include the terms ATO and ASIC in your responsibilities - Listing temporary roles
It is important to list any temporary or contract roles, as hiring managers may question why you were in a role for a short period of time.
A tip is to use the heading ‘Temporary Roles’, and list the roles, organisations, and dates underneath the heading. If you have been working on temporary roles with one recruiter, for example with people2people recruitment, then use people2people recruitment as your heading and then you can note all your assignments below that. I would also advise you to include the reason for the contract ( ie parental leave replacement) and note if the contract was extended.
Overall, your CV is a tool which you can use to showcase your skills and experience and stand out to employers. A recruiter or hiring manager may only glance over your CV, so you need to stand out!
Find the job you love I Find the right talent
Get in touch with people2people
Australia
I United Kingdom
In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.
Recent articles
What’s Holding HR Back from Formal AI Adoption? AI use in HR is increasing across the UK. In 2025, 66% of professionals said they have used tools like ChatGPT to write policies, generate job descriptions or support internal communications. Despite this, only 3.6% of HR departments have formally integrated AI into their systems and processes. This informal use may seem practical, but it highlights a growing divide between experimentation and long-term strategy. Without formal adoption, organisations risk falling behind in areas like recruitment efficiency, data governance and candidate experience. A Lack of Time and Resources The most common reason HR professionals give for delaying AI adoption is a lack of time. Many teams are already stretched with administrative responsibilities and see AI integration as a project that requires more capacity than they currently have. Liz Jones, Recruitment Director at people2people UK, says the concern is valid but short-sighted. “We see time cited as the biggest barrier,” says Jones. “But formalising AI use actually saves time long-term. The our people2people 2025 UK Employment Trends Report shows that teams using integrated AI tools reduce administrative workload by up to 23 percent. That’s a significant gain for any HR function.” Skills and Confidence Gaps A second challenge is the skills gap. Many HR teams are unsure how to assess AI tools or ensure they are being used fairly and effectively. Without training, professionals are left guessing whether the tools they are using are making sound decisions. “Confidence is a real issue,” Jones adds. “According to our report, fewer than one in three HR professionals feel confident evaluating AI outputs. That means the majority are using tools without fully understanding how they work, or how to manage bias and risk.” This gap can create inconsistency across hiring, performance reviews and internal policies. It also limits HR’s ability to lead digital transformation initiatives. The Policy Disconnect Only a third of UK organisations have formal policies in place to manage AI use in HR. This lack of structure exposes companies to legal and ethical risk. As AI becomes more embedded in decision-making processes, clear policies will be essential. “Our report found that organisations with AI policies in place saw higher levels of trust from both employees and candidates,” says Jones. “Without those guardrails, even well-meaning use can go wrong. Formal guidance protects both the business and its people.” Recruitment Implications AI is already transforming recruitment, from automating CV screening to helping personalise outreach. But without structure and oversight, these tools can reinforce bias and exclude strong candidates. This is especially important as the UK faces a downturn in graduate hiring. According to People Management, graduate openings have dropped to their lowest level in seven years, with AI partially to blame. “Hiring fewer entry-level roles does not mean less work,” says Jones. “It means that teams need to be smarter with how they assess and engage candidates. Formal AI adoption helps ensure that recruitment remains inclusive, consistent and aligned with business goals.” Moving Forward Formal adoption of AI does not need to be complex. The key is to start with simple, structured steps such as: Using HR platforms that include integrated AI tools Creating internal guidelines to support ethical and consistent use Providing training in AI literacy and bias awareness Reviewing AI-supported decisions with human oversight The tools are already being used. The question is whether HR teams will take the lead in making their use strategic, secure and fair. Those that do will be better placed to support their people, meet compliance expectations and stay competitive in a changing labour market.
Why AI Won’t Steal Your Accounting Job, But It Will Change It AI is making waves across finance and accounting, with over 75% of Australian financial firms already using or integrating automation into operations. As adoption grows, so does the speculation, will AI replace human workers? The answer is more nuanced. While automation is speeding up processes and enhancing accuracy, it isn’t wiping out roles. Rather, it’s transforming them. Automation: Evolution, Not Extinction AI has reached the point where it can generate financial reports, flag anomalies, and even draft basic client communications. But, as history shows, the introduction of new technology often expands job scopes rather than eliminating them. This echoes recent findings from the UK, where graduate job openings have dropped to their lowest level in seven years. According to our people2people Market Report 2025, AI is a key contributor, but not for the reasons you might think. It's less about eliminating jobs, and more about reshaping entry-level expectations. What Recruiters Are Seeing on the Ground “Entry-level hiring is absolutely shifting,” says Liz Jones, a recruiter specialising in UK finance roles. “Firms want new grads who can do more than process data. They want relationship builders, critical thinkers and candidates with the emotional intelligence AI lacks.” This aligns with UK trends from the latest people2people market data: hiring remains steady for strategic and advisory roles, while junior roles are becoming more project-based or part-time. Personalisation at Scale Another area where AI shines is communication. Instead of sending the same generic tax update to hundreds of clients, firms can now generate personalised messages based on client behaviour and context. “Hyper-personalisation is a game-changer,” Liz adds. “It means client managers can spend more time advising and less time drafting emails. It’s a win-win—and it’s here now.” The Cloud Divide The biggest barrier to AI adoption in accounting isn’t fear, it’s outdated systems. Cloud-based platforms are the backbone of AI integration, and firms that haven’t modernised their tech stacks are falling behind. “Based on our UK research, firms still relying on on-premise systems are 2x more likely to delay hiring for AI-enhanced roles,” Liz notes. “It’s not about willingness, it’s about readiness.” Looking Ahead Rather than eliminating roles, AI is carving out new opportunities. Accountants are moving from number-crunchers to consultants, focusing more on strategic guidance, risk analysis, and business growth. And for recruiters like Liz, this shift brings clarity: “Firms aren’t hiring fewer people, they’re hiring differently. If you’re adaptable, tech-savvy, and can build strong client relationships, your value in this market is only increasing.”
As businesses continue to navigate economic uncertainty, temporary and contract hiring has emerged as a flexible and strategic solution in the United Kingdom. With companies needing to adapt quickly to shifting market conditions, this hiring model is proving increasingly relevant. Temporary roles are no longer just short-term fixes; they are playing a significant role in long-term talent strategies. According to Maddy Laing, Senior Recruitment Consultant at people2people, this hiring shift is being driven by caution around long-term commitments. "When businesses aren't sure about what the next few months look like, committing to a permanent role does sometimes feel like too much. That's when a temporary contract hire comes in." "Temps can be brought in really quickly, often within a day or even a couple of hours" In today’s landscape, agility is everything. Temp staff help businesses respond rapidly to seasonal demands, cover long-term absences like maternity leave, or support project-based work. Financially, this approach often proves cost-effective—companies only pay for the hours worked, avoiding many of the additional expenses tied to permanent roles. Host Liz Jones, UK Managing Director at people2people, explores both sides of the temp hiring equation. On the business side, it’s about flexibility, fast onboarding, and lower risk. For job seekers, it’s about opportunities to gain skills, expand networks, and even transition to permanent employment. Laing points out that despite the hesitation some candidates feel about temporary roles, the experience gained can be a major career booster. "You get the chance to build new skills, work in a different environment, work for a different team or company and learn new systems as well," she says. "That kind of experience can really make a difference in the long term and make you more marketable for permanent roles." Some temporary roles also offer higher pay due to urgent needs or niche skill requirements. And in many cases, exceptional temporary employees are offered permanent positions when companies want to retain their talent. For recruitment agencies, strong performers are often placed repeatedly across valued client accounts. Flexibility is another key advantage. For those between permanent jobs or seeking work-life balance, temporary roles offer the freedom to work for a few months and then take a break. And with longer placements, many temp workers receive the same benefits as permanent staff, including the possibility of remote work. As Laing summarises, "Versatile, efficient, and often comes with a lot of big opportunities. That's probably the most impressive thing we always see with temp and contract work." In today’s dynamic market, overlooking temporary and contract roles might mean missing out on valuable career and business opportunities. Whether you’re an employer looking to stay agile or a job seeker navigating a transitional period, this hiring model offers real value and potential.
In today's rapidly evolving UK job market, businesses are re-evaluating how they approach hiring. With economic shifts, digital transformation, and workplace flexibility becoming more prevalent, temporary hiring is emerging not as a short-term fix, but as a strategic tool for long-term growth. On a recent PTP Live episode, host Hannah Slee and guest Maddy Laing, Senior Recruitment Consultant at people2people, discussed this very shift. The conversation focused on dismantling outdated myths around temp roles and spotlighting how companies can use them as a powerful workforce strategy. "Temp hires today can be a really big strategic fix" Temporary roles have traditionally been seen as a last resort—a bandaid solution to cover staff absences or urgent vacancies. But as Laing explains, the game has changed. "Because of massive changes around economic uncertainty, new regulations, even AI and digital transformations, the way temporary hires are looked at is really evolving." These roles now often bring in skilled consultants, project leads, and industry experts who opt for temp work due to the flexibility and variety it offers. Businesses are also using temp hiring as a way to test new positions or headcounts without the risk of permanent commitment. In effect, temp staff provide not only capacity but also fresh perspectives and innovation. Slee adds, "Temp talent isn't just a safety net. It's really a competitive advantage." Companies can onboard quickly, scale up efficiently during peak periods, and stay agile in times of change—all without the overheads associated with permanent roles. Moreover, the quality of temp candidates has seen a significant uplift. As Laing notes, "The quality of temp work and the quality of temp hires and jobs has also really changed for the positive." Far from being a fallback, temporary work can drive significant value and often leads to longer-term opportunities. Another rising trend is using temp roles as a pipeline for permanent hires. When a temporary employee proves to be a great fit, many businesses are keen to retain them permanently, turning a short-term solution into a long-term asset. Businesses that continue to view temp hires as a last resort may find themselves missing out on talent, efficiency, and adaptability. The smartest organisations are already integrating flexible hiring into their broader strategy, recognising that these professionals can fill immediate needs while fuelling innovation and growth. As Laing summarises, "If you're still thinking of temp hires as a last resort, then I definitely think you're really missing out on a lot of potential." In a job market where 72% of professionals are considering a job change, it's clear that flexibility and strategic hiring are more important than ever. Whether you're navigating transformation, covering a gap, or planning for growth, now is the time to rethink the role of temporary staff in your business.
As international travel opens up and more professionals seek overseas opportunities, finding work abroad remains a compelling yet complex challenge. For those eyeing a move to the United Kingdom, preparation is the critical factor that separates a smooth transition from a stressful one. While visa options are fairly accessible for Australians relocating to the UK, securing employment is often the real hurdle. According to Maddy Laing, Senior Recruitment Consultant at people2people, the initial excitement of moving abroad is quickly followed by the practical challenge of job hunting. "Doing your research before you arrive makes all the difference," she says, emphasising that preparedness is key to navigating the UK job market effectively. "Make sure you have your status set to the correct country" One of the first and most impactful steps a job seeker can take is updating their LinkedIn profile. Laing stresses that setting your job search status to the correct location—like London rather than your current city—helps recruiters find you. It provides visibility and signals intent. "LinkedIn is a huge advantage and a really big network people need to look into, especially when you're moving to a new job and looking for new work." Work eligibility is another cornerstone of successful job applications. As Laing points out, being able to clearly explain your visa status is essential. Recruiters and employers need immediate clarity on whether a candidate can be legally hired, and uncertainty here can lead to delays or lost opportunities. Connecting with local recruiters before arriving is another strategic move. Beyond job matching, recruiters offer invaluable market insights—like which roles are in demand, realistic salary expectations, and industry trends. "Even if you're not ready to apply just yet, those early conversations can set you up with better expectations and a clearer understanding of the landscape," says Laing. Preparation extends to researching local salaries, which may not match what candidates earn in their home country. Factors like cost of living, supply and demand, and economic shifts all play a role in salary levels. Laing notes, "Just because you earn a certain salary in a previous country, doesn't mean that you're going to earn that same salary where you're going." A personal and professional network is also invaluable. Reaching out to former colleagues, friends, or even LinkedIn connections can lead to opportunities that haven't hit the open market yet. Laing encourages prospective movers to engage with their network early: "Put a post out there, start to chat to people, connect on their posts, and opportunities may come through that way." Host Hannah Slee, Recruitment Manager at people2people, adds that the UK job market is showing cautious optimism. With employment up and vacancy rates stabilising, there's reason for hopeful candidates to be encouraged. While traditional sectors like retail continue to face challenges, areas such as tech, professional services, and immersive technologies are experiencing growth. That said, some challenges remain. Unemployment has slightly increased, and economic inactivity remains high, driven largely by longer-term health issues. These trends continue to shape talent availability and influence hiring strategies across sectors. If you're planning a move to the UK, the key takeaways are clear: start early, make use of digital tools like LinkedIn, be transparent about your work eligibility, and tap into local recruiter expertise. Aligning expectations with local realities and activating your network could make all the difference in your overseas job search. Laing concludes with a reassuring message: "If you're planning to move to the UK and to London, definitely we can help you with your job search or any questions that you may have." For professionals ready to embrace the UK job market, a proactive and informed approach will pave the way to success.
