Top CV Mistakes Junior Developers Must Avoid

📌 1. Contact Information

• Using your university email post-graduation:
  • Why it's a problem: These often expire and make you seem like a student, not a job-ready professional.
  • Fix: Use your personal email instead
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• Not adding your LinkedIn URL:
  • Why it's a problem: Nowadays LinkedIn is a key tool that recruiters use for getting to know applicants. Moreover, not connecting with recruiters and companies on LinkedIn results in missing our from connections and activities.
  • Fix: Provide a URL to your LinkedIn profile
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• Not adding your GitHub or portfolio URL:
  • Why it's a problem: Given that you are new to the tech sector and thus have little work experience in it, your projects are your most valuable asset. Therefore, you must provide a link to your GitHub account so that people can see your work
  • Fix: Provide a URL to your GitHub profile
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• Not customizing LinkedIn URL:
  • Example:  linkedin.com/in/hlinero-4592153a
  • Why it's a problem: Looks messy compared to linkedin.com/in/hlinero.
  • Fix: Update your LinkedIn handle to be less messy and more formal
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• Links not working or not making links clickable:
  • Why it's a problem: Makes the candidate seem careless or outdated.
  • Fix: Double-check that all links work and point to the appropriate destination.
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• Putting personal information that is not needed:
  • Example: Full date of birth, marital status, nationality, religion.
  • Why it's a problem:  Irrelevant for hiring and could open doors to unconscious bias.
  • Fix: Stick to essentials: name, phone, email, LinkedIn, GitHub, city.
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• Not including a location:
  • Why it's a problem: Recruiters often filter by location. No need for full address but at least city and country.
  • Fix:  Provide you location in the format of City, Country. For example, Gothenburg, Sweden
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• QR-Code with no context:
  • Why it's a problem: Trendy but risky; they don’t always scan well and lack context if not labeled.
  • Fix: Label the QR code and provide a clickable link as backup.

💬 2. Personal Statement / Objective

• Not having a personal statement:
  • Why it's a problem: Recruiters form a first impression in seconds. Without a summary, there’s no framing to understand what you are looking for or excels at.
  • Fix: Always include a short personal statement — it’s your “elevator pitch” in writing and your opportunity to hook the reader and proxime context.
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• Too generic or using buzzwords with no proof:
  • Example: “Motivated team player with strong communication skills.” “I’m a passionate, dynamic, innovative thinker” — where's the evidence?
  • Why it's a problem: It says nothing unique — anyone can copy this from a template. Moreover, recruiters see hundreds of these — it tells them nothing specific.
  • Fix:  Write 2–4 lines about your specific strengths, goals, and a glimpse of what you’ve done or want to do.
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• No Mention of Career Goal or Direction:
  • Why it's a problem: It leaves recruiters unsure of what you’re aiming for. A personal statement should match the job you're applying for, not be a generic life story.
  • Fix: Tailor the statement to reflect your fit for the industry or role — especially important for career changers or junior devs.
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• Overuse of Soft Skills Without Context:
  • Example: “Hard-working, creative, loyal, quick learner.”
  • Why it's a problem: Anyone can write these — they carry no weight without proof.
  • Fix: Replace with concise facts or phrases that imply those traits through experience.

🎓 3. Education

• Omitting Relevant Coursework or Specialization:
  • Why it’s a problem: Especially for juniors, it hides your actual training or focus areas.
  • Fix: Include key courses (e.g., “Mobile App Development”, “Database Systems”)
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• Listing Education in the Wrong Order:
  • Why it's a problem: Recruiters expect your most recent or relevant education at the top.
  • Fix: List in reverse chronological order — most recent degree or program first.
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• Missing Dates or Inconsistent Format:
  • Why it's a problem: It looks careless or raises doubts about timeline integrity.
  • Fix: Use a consistent format: Aug 2022 – Jun 2024 or 2022 – Present. Avoid just listing years.
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• Not Aligning Education with Job Goal:
  • Why it's a problem: The connection between what you studied and the job may not be clear.
  • Fix: Highlight final projects, electives, or thesis topics that link your education to the role you're applying for.
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• Listing Unfinished or Irrelevant Programs Without Context
  • Why it's a problem: Looks like you are jumping between fields.
  • Fix: Clarify with “in progress” or “relevant coursework completed” — or leave out old, unrelated programs.
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• Overloading the Section with High School Info:
  • Why it's a problem: Once you have higher education, high school becomes less relevant.
  • Fix: Only include high school if it’s your highest degree — and keep it brief.
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• No School Location (City/Country)
  • Why it's a problem: Recruiters may not recognize the school or program
  • Fix: Always add the school name and its city (and country if not well-known internationally).
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• Using university accronyms
  • Why it's a problem: Recruiters may not know what university you studies at. This is especially true when studying abroad.
  • Fix: Use the complete name of the institution

💼 4. Experience

• Listing Responsibilities Instead of Achievements:  
  • Why it’s a problem: “Responsible for X” says what you were assigned, not what you accomplished.
  • Fix: Focus on results and contributions. Use action verbs and quantify when possible: → “Built a React app used by 100+ users” instead of “Worked on frontend”.
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• Using vague or contextless phrases:
  • Example: “Built a dashboard” — what for? Who used it? What was the result?
  • Why it's a problem: The recruiter has no context or information to determine the things you accomplished in that role.
  • Fix: Add a line or two to redescribe the results and contributions you made while at that role.
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• Including Every Job Ever Held:
  • Why it's a problem: Clutters the CV and hides your most relevant experience.
  • Fix: Only include jobs that are relevant to the role.
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• Too Much Detail on Irrelevant Jobs:
  • Why it’s a problem: Recruiters don’t need a deep dive into non-tech roles like food service or retail.
  • Fix: Keep unrelated roles to 1–2 bullet points and focus on the transferable skills like communication or responsibility you developed in the role.
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• Lack of Bullet Points:
  • Why it’s a problem: Paragraphs are hard to scan — recruiters skim CVs in seconds. Make it easy for them to scan your CV.
  • Fix: Use 3–5 bullet points per role. Each should start with an action verb (e.g., Developed, Led, Improved).
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• No Technologies or Tools Mentioned:
  • Why it’s a problem: It’s hard to assess your skills without knowing what tools you used.
  • Fix: Mention the tech stack clearly in each role: “Used Kotlin, Firebase, and Jetpack Compose.”
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• Too much team-based language:
  • Example: “We built…” — but what did you do?
  • Why it's a problem: Recruiters cannot assess your skills if they do not know what you worked on and what you achieved.
  • Fix: Mention the your results and contributions in the project.
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• Listing Jobs Without Dates:
  • Why it’s a problem: Makes your timeline unclear and raises red flags.  
  • Fix: Always include month and year (e.g., May 2023 – Aug 2023).
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• Vague Job Titles:
  • Example: “Assistant” or “Intern” with no clarification.  
  • Why it’s a problem: Doesn’t tell the recruiter your function or field.
  • Fix: Add clarity: “Frontend Development Intern (React + TypeScript)”.

🚀 5. Projects

• Skipping personal projects:
  • Why it’s a problem: Projects are your proof of skill, especially when work experience is limited.
  • Fix: Always include a Projects section if you’re a student, recent graduate, or career switcher.
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• No Context or Purpose Given :
  • Example: “Chat app using Firebase” — but no info on why it was built or what it does.
  • Why it’s a problem: The recruiter doesn’t understand the value or complexity.
  • Fix: For each project, include a short description of what the app does and why it was built.
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• Not Including Links (GitHub, Demo, Portfolio):
  • Why it’s a problem: Without links, they can’t verify your work — or they assume you don’t have any.
  • Fix: Add clickable GitHub links or demo URLs under each project.
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• No Mention of Tech Stack:
  • Why it’s a problem: Recruiters want to see what tools you’ve actually used.
  • Fix: Add the technologies clearly: “Built with Kotlin, Firebase Auth, and Jetpack Compose”.
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• Too Much Technical Jargon
  • Why it’s a problem: Non-technical recruiters may not understand or appreciate overly complex wording.
  • Fix: Balance technical clarity with readability. Say what the project achieves before how it works.
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• Too Many Projects With Little Detail :
  • Why it’s a problem: It’s hard to focus — prioritize quality over quantity.
  • Fix: Pick 3–4 strongest projects and describe them well. Use bullet points for structure.

🛠️ 6. Skills

• Using Bars, Stars, or Percentages to Rate Yourself
  • Why it’s a problem: “Java – ★★★★☆” is subjective, unclear, and hard to interpret. It leaves the recruiter thinking: "what does that even mean?"
  • Fix: In the Project, Experience, and Education sections, metion the skills you learned and used. Describe in there what you accomplished using those skills.
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• Overloading the Section with Everything Ever Touched:
  • Why it’s a problem: It becomes hard to tell what you actually know vs. briefly saw in class.
  • Fix: Focus on tools and languages you're comfortable using independently. Group the rest as “Familiar With” or “Basic Knowledge”. Also, focus on those skills that are relevant to the role you are applying to.
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• Listing tool you barely use or know:
  • Why it's a problem: Just because you followed on YouTube tutorial about Docker does not mean you know how to use the tool.
  • Fix:  Same as before: focus on tools and languages you're comfortable using independently. Group the rest as “Familiar With” or “Basic Knowledge”. Also, focus on those skills that are relevant to the role you are applying to.
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• Including Obvious Skills:
  • Why it’s a problem: Applying to an IT job and mentioning that you know how to use Windows is not really a skill; it is expected. Adding obvious skills, like Windows, take up space and can make you look junior.
  • Fix: Only include workplace-relevant tools (e.g., Excel for analysts, WordPress for web roles).
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• Not Grouping Skills Logically or just mixing hard and soft skills:  
  • Why it’s a problem: A flat, unorganized list such as “Python, Java, Leadership, CSS” confuses ATS and recruiters because it is hard to read.  
  • Fix: Categorize skills using groups such as:
    • Programming Languages
    • Frameworks & Libraries
    • Tools & Platforms
    • Soft Skills (only if job-relevant)
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• Leaving It Out Completely (Common with Career Changers or Academics)
  • Why it’s a problem: Skills are one of the top things recruiters look for in tech roles.
  • Fix: Even if you're new, include a skills section — it shows what you're learning and where you’re heading.

📜 7. Certifications & Awards

• Leaving This Section Out Entirely:  
  • Why it's a problem: You miss a chance to show initiative, self-learning, or recognition.
  • Fix: Even one relevant certificate can boost credibility — add it, especially in junior or transitional CVs.
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• Overloading With Too Many Mini-Certificates:
  • Why it’s a problem: It dilutes credibility if you include every 2-hour course you've taken.
  • Fix: Focus on certificates with real depth (e.g., >10 hours or project-based) — combine smaller ones under a heading like “Supplemental Courses”. Also, focus on the certifications that are relevant to the role you are applying.
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• No Mention of Skills Gained:
  • Why it’s a problem: Recruiters want to know what the certificate adds to your skillset.  
  • Fix: Add 1–2 keywords about the focus. For example:
  “AWS Cloud Practitioner – Focused on IAM, EC2, S3, billing, and basic architecture.”
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• No Date or Completion Status
  • Why it’s a problem: Recruiters can’t tell if it’s finished, in progress, or expired.
  • Fix: Add month/year or “In Progress” for ongoing certificates.
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• Including outdated or low-effort certs:
  • Example: A 20-minute YouTube badge.
  • Why it’s a problem: Makes the CV feel stale and unfocused.
  • Fix: Include only recent or job-relevant certificates. Older ones can be omitted or summarized if still useful.
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• Vague Award Names Without Institution or Criteria:
  • Example: “Best Student Award”
  • Why it’s a problem: Lacks credibility without a source or context.
  • Fix: Clarify:
  “Top 5% Academic Award – Awarded by Stockholm University for GPA above 4.5”

🌐 8. Languages

• Leaving out the Language Section:
  • Why it’s a problem: You miss the chance to stand out, especially in people-first or global companies.
  • Fix: If you’re multilingual include it — it adds personality.
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• Not Stating Language Proficiency Level:
  • Why it’s a problem: Just writing “English, Swedish” doesn’t tell how well you speak them.
  • Fix: Always include proficiency levels like:
    • Native / Fluent / Professional / Intermediate / Basic
    • Alternative, mention your CEFR level: B2, C1, etc.
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• Using Bars, Stars, or Percentages to Rate Yourself:
  • Why it’s a problem: “Swedish – ★★★★☆” is subjective, unclear, and hard to interpret. It leaves the recruiter thinking: "what does that even mean?"
  • Fix: Apply the previous suggestion and include one of the proficiency levels mentioned above.
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• Overrating Your Language Skills
  • Why it’s a problem: If you say “Fluent” but struggle in interviews, it hurts credibility.
  • Fix: Be honest — it’s better to say “Conversational Swedish” than to pretend fluency.

🎭 9. Interests

• Leaving out the Interest Section:
  • Why it’s a problem: You miss the chance to stand out, especially in people-first or global companies.
  • Fix: If you have an unusual passion (robotics, martial arts, game design), include it — it adds personality.
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• Listing Irrelevant or Controversial Interests:
  • Example: “Political activism”, “Crypto gambling”, “Hunting”
  • Why it’s a problem: May raise red flags or distract from your qualifications.
  • Fix: Focus on safe, positive, or skill-relevant interests.
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• Being Too Generic or Cliché
  • Example: “Reading, Traveling, Sports, Music”
  • Why it’s a problem: It adds no unique insight and wastes space.
  • Fix: Be specific and personal: “Science fiction novels”, “Backpacking through Scandinavia”, “Indoor climbing”

🎨 10. Formatting

• Poor Use of Visual Hierarchy:
  • Why it's a problem: If everything looks the same — same font, size, spacing — nothing stands out. It makes scanning difficult on first glance.
  • Fix: Use spacing, bold names, and icons. Remember to use consistent headers, bold for section titles, and strategic whitespace. Make the reader’s eye flow naturally.
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• Overdesigning or Using Distracting Templates:
  • Why it’s a problem: Too many colors, icons, or columns hurt readability and parsing (especially by ATS systems).
  • Fix: Keep it simple, clean, and well-aligned. Prioritize clarity over visual flair.
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• Using a non-ATS friendly Template
  • Examples: Using table-based templates from Canva or Word
  • Why it's a problem: If the ATS cannot properly parse and analyze your CV, probably the recruiter will not see it either.
  • Fix: Ensure the template you use is ATS-friendly
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• Inconsistent fonts, styles, or layout alignment
  • Why it's a problem: It signals poor attention to detail. Moreover, a recruiter’s brain is trained to scan quickly. Misaligned dates, uneven margins, or inconsistent headers break the flow and make it harder to find key info.
  • Fix:  Prefer readable fonts like Calibri, Helvetica, Arial, or Roboto. Avoid mixing styles unless you're intentionally using a heading font and a body font. Finally, zoom out and check visually — are all sections cleanly aligned?
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• No Page Margins or White Space:
  • Why it’s a problem: Dense text with no breathing room is hard to read.
  • Fix: Use 0.75–1 inch margins. Include line spacing and whitespace to help sections breathe.
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• Having Typos in the Document:
  • Why it’s a problem: It immediately questions your attention to detail.
  • Fix: Always spellcheck section headers manually. Tools won’t catch title casing or context errors.

🧑 11. References

• Not getting permission from your reference
  • Why it’s a problem: Surprises the reference and can result in a poor or unprepared response.
  • Fix: Always ask in advance and confirm they’re happy to speak on your behalf.
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• Listing references from irrelevant jobs
  • Why it’s a problem: Doesn’t strengthen your application or align with your target role.
  • Fix: Choose references related to tech, teamwork, or relevant transferable skills.
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• Sharing full contact details without consent
  • Why it’s a problem: Breaches privacy, especially on public job boards.
  • Fix: Provide full details only in private submissions or when requested by the recruiter.
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• Using personal references (family, friends)
  • Why it’s a problem: Not credible in a professional context.
  • Fix: Use former managers, team leads, teachers, or supervisors — not relatives.
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• Writing “References available upon request”
  • Why it’s a problem: It adds no value — recruiters assume this by default.
  • Fix: Leave it out and use the space for something more meaningful.

✅ 12. Miscellaneous

• Not updating the CV for *each job application*:
  • Why it's a problem: One-size-fits-all never fits well. Using a single CV for all applications looks generic and unfocused.
  • Fix: Tailor your CV to match the role’s keywords and key skills every time.
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• No alignment between LinkedIn and CV:
  • Why it's a problem: Creates mistrust or confusion .
  • Fix: Ensure job titles, dates, and key skills match across both.
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• Submitting your CV in the wrong file format
  • Why it's a problem: It may break the ATS and questions your attention to detail.
  • Fix: Always send as a PDF unless the job posting says otherwise.
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• Filename is generic or messy:
  • Examples: CV_final(2).docx or Resume.pdf
  • Why it's a problem: Looks careless and gets lost in a recruiter's folder.
  • Fix: Always use Firstname_Lastname_CV.pdf.

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