One of the main premises given by personnel recruitment experts is to maintain the Updated curriculumand adapt it to the job offer to which it is going to apply. Almost unconsciously, it tends to update incorporating New skills and knowledge that they are acquired and, perhaps, do not realize that there are skills that are already assumed as basic.
In the same way that nobody puts in your curriculum if you know how to read or write In Spain of 2025, there are certain data and skills that should disappear by being obvious. Update the curriculum in these details also denotes that the candidate Adapt to labor market language current.
No one is going to write you a postal letter
One of these usual errors is to include postal address with your personal data. In addition to being a superfluous data in current selection processes, including so many personal data is an unnecessary exhibition of your privacy.
In none of the possible scenarios, the recruiter will send you a postal response to your address as the first contact. Therefore, instead of including your postal address, you can highlight your contact email or, if you prefer, your phone number.
The only reference to your place of residence should be the population or province of residence, since this data will serve the recruiter to get an idea of geographical availability in case of applying to a position with hybrid or face -to -face day options.
User level computer is no longer an option
Including certain “bulb” skills is counterproductive when recruiters will not use more than Six seconds to browse your curriculum and determine if you are the candidate profile they are looking for. Fill with straw Your skills only hinder that task, and can make other real skills go unnoticed.
Skills such as “User level computer”, use of email or social networks are skills that, in 2025, are already assumed as basic and implicit, such as knowing how to read and write.
Instead, highlight your skills in the use of specific tools related to those areas. For example, you can highlight your domain with mailing tools or Newsletters distribution, Knowledge in software for monitoring metrics on social networks, or some digital certification that accredits your training in that section.
Without vagueness or adjectives
Unless the position that is postulated is to become the promotional image of the company, add adjectives related to physical appearance does not proceed in a curriculum, and even are assumed.
The perfect example is to indicate “good presence” as a quality of the candidate. In addition to being a vague and inaccurate term, it does not provide information on the skills, knowledge and capabilities to develop the post, which is what really interests recruiters in the first leakers of candidates.
The concept of “good presence” takes greater relevance as the selection process progresses. To the go to a job interviewit is necessary to offer a professional image to cause good impression to the person you are going to have. That first positive impression is not only obtained by wearing properly. Come on time or respond properly They also contribute to the interview being a success.
Photo yes, photo no: the controversy is served
As an additional option to the three data that have become superfluous for the selection of candidates, we find the option to include or not a photo of the candidate.
In this sense, there is no unanimous criterion about the suitability of including a photo in the curriculum. In case of opting to include it, this must be a photo in which only the one who runs to the vacancy appears, with a neutral background and opt for a professional style and costumes.
According to experts From the Employment Consultant Hays, not including the photo in the curriculum could be indicative that the candidate hides something, so he tends to be suspicious. On the other hand, not including it makes biases are avoided By age, race or physical appearance and focus on the candidate’s skills.
In countries with Anglo -Saxon influence such as the United Kingdom, the United States, Australia or Canada, they consider it negative to include a photo of the candidate in the curriculum. In fact, in the United Kingdom it is prohibited by 2010 Equity Law. Therefore, if the vacancy is to cover a position in companies in those countries, it is advisable to eliminate the photo of the curriculum.
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