1. Recruiters Spend an Average of 6-8 Seconds on Your CV

You might spend hours perfecting your CV, but studies show that recruiters only take a quick glance before deciding whether to shortlist or reject it. To maximize impact:

• Keep your CV concise and easy to scan.
• Use bullet points for key skills and achievements.
• Ensure your most important information is at the top.

2. 75% of CVs Are Rejected Before a Human Sees Them

Most companies use Applicant Tracking Systems (ATS) to filter CVs based on keywords and formatting. If your CV isn’t ATS-friendly, it might never reach a recruiter. To beat the ATS:

• Use standard fonts like Arial or Calibri.
• Avoid tables, images, and complex formatting.
• Tailor your CV with relevant keywords from the job description.

3. Lying on Your CV Can Get You Blacklisted

While it might be tempting to exaggerate your experience, 53% of people admit to lying on their CVs. However, most recruiters cross-check information, and getting caught can result in immediate disqualification or even long-term industry blacklisting. Instead:

• Highlight your real achievements.
• Focus on transferable skills if lacking direct experience.
• Use quantifiable data to showcase your impact.

4. Spelling Mistakes Can Cost You the Job

A survey found that 77% of hiring managers immediately reject CVs with typos or grammatical errors. To avoid this:

• Run your CV through spell-check tools.
• Get a second pair of eyes to proofread it.
• Read your CV aloud to catch awkward phrasing.

5. A Professional Email Address Matters

Using an unprofessional email address like coolguy123@email.com can ruin your credibility. Studies show that 35% of employers reject candidates for unprofessional contact details. Ensure your email looks professional:

• Use a variation of your real name (e.g., john.doe@email.com).
• Stick to mainstream email providers like Gmail or Outlook.

6. Customizing Your CV Increases Your Chances by 50%

A generic CV sent to multiple employers is far less effective than a tailored one. Personalizing your CV for each job application:

• Shows effort and genuine interest in the role.
• Helps highlight the most relevant experience.
• Increases your chances of passing ATS filters.

7. Including a Photo Can Reduce Your Chances

While some countries encourage adding a photo, many companies in South Africa discourage it to prevent bias. Unless specifically requested, it’s better to:

• Focus on skills and experience instead of appearance.
• Use LinkedIn for a professional photo if needed.

8. Your CV Format Affects Readability

A messy or outdated format can make even the best CVs look unprofessional. Ensure:

• Clear headings and sections for easy navigation.
• Consistent font size and spacing.
• A professional and modern design.

9. Over 50% of Candidates Forget to Include Contact Information

Surprisingly, many job seekers forget to include basic details like a phone number or email. Double-check that your CV contains:

• Your full name.
• A professional email address.
• An updated phone number.

10. Soft Skills Matter More Than You Think

Many candidates focus only on technical skills, but employers value communication, problem-solving, and adaptability just as much. Make sure to:

• Include examples of teamwork and leadership experience.
• Show problem-solving skills with real achievements.
• Highlight adaptability with experiences in changing environments.

Final Thoughts

Your CV is more than just a piece of paper; it’s your personal marketing tool. By optimizing it for recruiters and ATS, avoiding common mistakes, and tailoring it for each role, you can significantly improve your chances of landing your next job. Take these insights seriously, and you’ll be well on your way to making a lasting impression!

Have you encountered any shocking CV facts or mistakes? Share your experiences in the comments below!

Contact Us

For professional CV writing services in South Africa, tailored to your career goals, reach out to us:

• Email: info@professional-cvs.co.za
• Website: Professional CVs South Africa

Our expert team is here to help you create a compelling CV that stands out in the South African job market.

Microsoft itself is not immune to these challenges, and over the last four to five years it has focused on re-skilling people across its business, it told BusinessTech.

It has also introduced a technical skills initiative that gives every person across the organisation, the opportunity to build and/ or grow their technical skills, it said.

“To match the changing digital landscape, we have prioritised deep cloud; AI and machine learning, big data and security technical skills at Microsoft, and see the opportunity for more security, big data and analytics skills,” it said.

“We know that there are many technical skills that are scarce locally, but see an opportunity for reskilling of current teams, and upskilling young people as the workforce of the future.”

Looking at a national level, Microsoft’s data shows that the biggest skills gap lies in security-related and data protection skills – a reflection of the heightened awareness among businesses about the increasing threat of cyber crime.

While 53% of companies say they already lack this necessary skill set, 59% expect to need more security specialists in just two years’ time.

Following closely behind is the demand for cloud computing skills as indicated by 49% of companies.

This demand for cloud skills is expected to grow significantly over the next two years, with 68% of companies saying they are likely to need more cloud specialists in future, Microsoft said.

Banking operations saw headline earnings up 5% on the prior year (FY18) to R27.2 billion and a return on equity (ROE) of 18.1%.

This result was driven by quality top-line growth and continued positive operating leverage, it said.

Group headline earnings were R28.2 billion, an increase of 1% on FY18, and ROE was 16.8%. The group’s capital position remained strong, with a common equity tier 1 capital adequacy (CET1) ratio of 14%.

A final dividend of 540 cents per share has been declared.

Looking at its specific sectors, the bank noted that while Liberty contributed positively to group earnings growth, the group’s other banking interests were a drag – particularly in South Africa where load-shedding undermined growth prospects and the pace of policy progress and reform was slow.

It pointed to Eskom’s fiscal concerns, which remained unresolved, and business and consumer confidence levels remaining low, constraining spending and demand for credit.

Despite this environment, Standard Bank reported 6% growth in its personal and business banking segment, where headline earnings grew 6% to R16.5 billion.

“A  favourable change in product mix and higher average rates in South Africa supported an increase in margin. This was largely offset by lower average interest rate across the Africa Regions portfolio and the impact of IFRS 16,” the bank said.

Notably, South African customers continued to migrate to Standard Bank’s digital platforms, in particular the SBG mobile app.

SBG mobile app active users increased 55% to 2.0 million and the value of transactions executed via the mobile banking platform increased 46% to R382 billion, it said.

Job cuts and branch closures

Standard Bank said it was able to contain cost growth and expenditure in 2019, supported by a reduction in headcount. Costs increased 4% year on year.

“Cost growth was well contained, resulting in continued positive operating leverage. A decline in headcount supported slower growth in staff costs,” the bank said.

Standard Bank closed more than 100 branches and retrenched hundreds of staff members as part of its efforts to digitise its retail and business bank in 2019.

The reconfiguration of traditional channels in South Africa resulted in a 16% decline in the number of branches (to 528 branches) and 15% decline in branch square meterage (to 311,000 sqm).

Employees impacted by the targeted restructure were provided with an opportunity to apply for existing vacancies, broad-based training and appropriate severance packages. Less than 100 employees were formally retrenched.

The bank said that it has worked hard to minimise the impact of this re-organisation on its staff members, however, CEO Sim Tshabalala said that the group could no longer fight against the march of technology, and keep wasting resources on channels which were a net drain.

Other operating expenses increased by 6%. IT costs grew 17% reflecting higher software licensing and maintenance costs, an increase in cloud-related costs and an increase in outsourcing.

The adoption of IFRS 16 (accounting standard on leases) gave rise to an increase in depreciation and a decrease in premises costs, it said.

Prospects for 2020

The bank said that while there are some positive moves in terms of governance in South Africa, a lot of work still needs to be done.

“Trading conditions are expected to remain difficult, regulatory-imposed constraints and technological change are set to stay, and competition will continue to intensify,” it said.

“Our top priority in 2020 is to increase our competitiveness by improving client experience through the seamless delivery of relevant and personalised financial solutions to our clients in a secure manner via their channel of choice.”

The group also pointed to further streamlining of its operations, particularly in tightening costs and resources.

“We will continue to exercise tight cost discipline and seek to allocate resources efficiently and in support of our strategy to build a future-ready Standard Bank Group,” it said.

Making matters worse is the technology-driven fourth industrial revolution which continues to threaten redundancy on a variety of jobs, says Aadil Patel, director and national head of Cliffe Dekker Hofmeyr’s Employment Practice.

Patel said these factors make South African businesses further disposed to widespread retrenchments.

However, he warned that because retrenchment is a specific legal process governed by sections 189 and 189A of the Labour Relations Act (LRA), employers need to ensure that the correct legal procedure is adhered to, should they decide that there may be a need to retrench.

“We’ve already seen a decrease in formal employment of 28,000 jobs in the third quarter of 2019, according to Stats SA’s latest Quarterly Employment Statistics (QES).

“However, as businesses continue to experience severe financial strain, it will become increasingly difficult to meet operational requirements and further retrenchments may follow in the upcoming months.”

2008 vs 2020

For perspective, Patel referred to the severe impact that the 2008/09 recession had on formal employment levels in South Africa.

“The 2008 recession took a hefty toll on employment – on both a global and local level – with it being reported that following the recession and over a period of 18 months, roughly 34 million jobs were lost worldwide – of which one million jobs were lost in South Africa alone.

“What makes the current recession potentially more threatening to employment than the one experienced by South Africa in 2008/09 is the impact of the fourth industrial revolution (4IR), whereby technological advancement and the increased use of automation will likely result in various unskilled jobs, as well as certain skilled jobs, being made redundant,” Patel said.

Patel said that there are four main drivers of change:

• High-speed mobile internet;
• Artificial intelligence (AI);
• Big data analytics;
• Cloud technology.

“As a result (of these factors), we are expecting to see an increase in productivity-enhancing roles, but a decrease in full-time formal employment overall, which will likely be as a result of increased retrenchments,” Patel said.

“In terms of s189 of the LRA employers must undergo a consultative process, with any person who the employer is obliged to consult with, before retrenching any employees.”

Patel said that the consultation process must be a joint consensus-seeking process with both employer and employee exploring alternatives to retrenchment.

“All alternatives must be considered but need not be implemented.  Depending on the number of employees to be retrenched, the consultation process may take a while to conclude as the LRA prescribes various consultation topics.”

“While the law is clear in terms of retrenchment procedures, many businesses still fail to follow these requirements and, as such, find themselves facing costly and time-consuming legal battles as a result.”

Job losses 

Data from Bloomberg shows that South African companies have announced plans to cut more than 10,000 jobs less than three months into 2020.

Electronics company Elliesis the latest to start the process of reducing its headcount due to ongoing financial losses.

It joins other companies including listed companies Telkom and Massmart.

The public sector also isn’t safe from job cuts, with South African Airways, Eskom and other state-owned enterprises also likely to announce retrenchments in the coming months.

Obviously, this calls for something more impactful than just a two-page CV.

According to Talent Share, a digital recruitment marketing platform, CVs have become a thing of the past and the secret to landing your dream job these days lies in having an online biography.

“You still need a CV even if you have a concise online biography,” said a representative from Talent Share. He continued to say that: “CVs do still matter in 2019, but online bios have proven to be much more effective at helping hopeful job seekers find their next important job.”

Why online biographies are more critical than CVs

A CV isn’t the only thing you need in your arsenal these days if you want to land the job of your dreams.

We live in a digital world where everyone communicates through online platforms, which explains why a good online bio will keep you up to speed with the changing times.

Everything, from your LinkedIn profile to your online biography builds your reputation, and essentially, the success you will have in your career.

Yes, your CV might contain ALL your career experience, but a bio is a much shorter version of it and focuses solely on bolstering credibility.

The statements above are seen in a positive light when considering research by job aggregator Adzuna finds that most CVs contain errors.

Online biographies put the control in your hands

Unlike a Curriculum Vitae which is a document that cannot be updated once you submit it to a recruitment department, an online bio enables job seekers to choose what they wish to share.

Once you create your biography, you decide what type of information you want to share, and you have the power to tell your story the way you want it to be told.

Depending on the type of relationship you would like to establish with your readers, you can write your bio in the first-or-third person and go back to edit it any time on talent share.

After successfully crafting your online biography, it can be used to help you build your professional community and connect with like-minded individuals before you start the actual job search process.

The basics of an online bio

To craft the most professional online biography, it is important to remember that oversharing is not the goal at hand. Never share any personal details about yourself (such as full names, ID number, ethnic group, current employer, or your CV) in your bio.

Your online biography is a summary of what you can bring to any employer’s table.

Details like your current job title, notice period, experience and skills, major achievements, education and accomplishments should be listed in your bio. Online bios make the task of shortlisting possible candidates easier for a recruitment agent, which means that your optimised bio boosts your chances of being spotted.

The next time you consider applying for a new job, remember that it is just as important to edit and update your online biography than it is to rewrite your CV.

In fact, your bio can be seen as a professional Facebook status update. Your online biography is always at work, 24/7, and depending on how hard you worked on it, it is either working for you or against you.

With an online bio, you are putting your experience and expertise on display to the world, not just an employer’s HR department.

Gone are the days when CVs were our best (and probably only) career development tools. Your online biography is flexible, accessible and useful in an abundance of ways and it can be used every day, regardless of whether or not you are ready to apply for that next big gig.

The data shows that large enterprises report a significant 42% shortage in talent and desired skills, followed by 40% for medium, 31% for small, and 22% for micro-enterprises.

“Compared to the global average, however, South Africa is ahead of the game, as global talent shortages average out at 54%, while South Africa is at 34%,” said ManpowerGroup South Africa managing director Lyndy van den Barselaar.

“Interestingly, this number has held steady since the 2016 survey, although the makeup of shortages has shifted somewhat.”

Below are the jobs that are the most in-demand in South Africa and the rest of the world.

Global results reflect that skilled trades are most in demand, followed by sales and marketing, technicians, and engineering.

Healthcare has entered the global top ten for the first time, at 10th position, while automation has led to office administration, contact centre employees, project managers, legal professionals and researchers dropping off the top ten.

Reinforcing the message that hands-on skills are leading the pack in terms of shortages, driving and logistics is at fifth place globally, manufacturing at eighth, and construction at ninth.

IT professionals are at position six on the global shortage list, followed by accounting and finance professionals in seventh place.

“South Africa corresponds with the Global results that skilled trades, technicians, and sales and marketing positions are the most difficult to fill,” said van den Barselaar.

“This initially reads as areas of opportunity for job seekers, however with a gloomy economy outlook expected for 2020, and with the latest ManpowerGroup Employment Outlook Survey for quarter 1 of 2020 indicating that very few employers are looking to increase their payroll, competition for the jobs that are available will be fierce.

“Job seekers are encouraged to extend their professional skill sets to give themselves the necessary advantage,” said van den Barselaar.

The most recent findings from the Financial Times (FT), in its Global MBA Index, gives credence to this, highlighting that MBA’s from the top business schools in the world can double, if not triple earning potential.

However, the publications notes that this comes amid declining MBA enrolments in some areas, with prospective students becoming more discerning about where they seek this master-level skillset.

According to the FT, salaries among the listed MBA graduates range from $91,611 (R1.39 million) a year to $222,625 (R3.37 million), with increases ranging between 58% and 216%.

The smallest increase recorded by the FT was 58% (McGill University: Desautels, Canada), where the average post-MBA salary is still in six figures ($104,581 – or R1.58 million p.a.) – but salaries can almost triple in places like China and India.

The top-ranked university, Harvard University’s Business School, has the highest average post-MBA salary ($210,110 – or R3.18 million), which is 110% higher than before the course.

South African MBA

While South African universities are not ranked among the best in the world on the FT’s list, salary data from PayScale does provide insight into – and corroborate – the findings.

According to PayScale’s data, the average salary of MBA holders in the country sits at R736,000, with salaries ranging from R200,000 for professionals working in HR, to chief executive’s earning up to R3 million.

This is more than double the average salary for those who hold a bachelor’s degree (which varies depending on type), and triple the average salaries seen by those who hold a diploma.

As is expected – aligning with the various levels of specialisation – those who hold a doctorate command the second highest average, followed by masters, bachelors, diplomas and typical graduates.

The only qualification category that grosses higher than an MBA in PayScale’s database is a Medical Doctor (MD), which averages close to R1 million – but this from a lower pool of submissions.

Because PayScale’s data relies on user submissions, the accuracy is dependent on scale. The measurements below are based on the input of thousands of user profiles tracked in each category totalling over 17,000 submissions from South Africa. Over 1,500 profiles that list an MBA were included as at 12 February 2020.

At the end of 2019, the Financial Times ranked the best executive MBA’s in the world, with two South African universities making the cut.

The UCT Graduate School of Business (GSB) is ranked 47th in the world, and the best in Africa, with the average executive salary, post-qualification, estimated at $279,000 (R4.2 million) per year.

The Gordon Institute of Business Science at the University of Pretoria ranked 82nd overall, with the average salary estimated at $226,000 (R3.4 million).

This leaves the country’s unemployment rate frozen at record highs, with the pace of job creation unable to keep track with the mounting job losses.

The country saw a net loss of 108,000 jobs in 2019, despite 145,000 more jobs in the formal sector.

However, as in previous surveys, there is a clear distinction between the unemployment rates across various education levels, with far more favourable conditions for those who have tertiary qualifications of some kind – and even better conditions for graduates.

According to Stats SA, of the 6.7 million unemployed persons, 55.9% had education levels below matric, followed by those with matric at 34.7% in the fourth quarter of 2019.

By comparison, only 1.9% of the unemployed persons were graduates while 6.8% had other tertiary qualifications as their highest level of education.

It was also those in these latter two categories who saw growth in employment both quarter and quarter, and year on year – further showing the importance of having qualifications in South Africa.

Best-paying degrees

Past salary data, and commentary from countless companies, show that businesses are in desperate need for skills – and are willing to pay big salaries to secure them.

These skill demands tend towards the more technical fields, but throughout the years of salary information being disseminated in the public domain, engineering and finance jobs typically rank as some of the best-paid in the country.

This is again corroborated by the latest update to salary data from wage-tracking group, PayScale, which shows that submissions listing an engineering degree are some of the highest earners, on average, in the country.

While companies are constantly looking for skills, it must be noted that a qualification alone is not enough, as more often than not, these groups are looking for expertise and experience, which is something that comes with time and application.

To contextualise this in the table below, PayScale’s data is largely comprised of early to mid-level career submissions, which account for 65% to 70% of the data shown.

Entry level and late career submissions account for under 5%, each, with the balance being those who are well experienced in their fields.

This accounts for the relatively low averages in the salaries, as there are wide salary ranges, where an entry level worker, say in tech support, would draw a much smaller salary than the multi-million rand pay of a tech CEO.

Universities

PayScale’s data also covers the average salaries of alumni from South Africa’s major universities, tracking over 23,600 profiles where school attended was given.

Here, UKZN tops the list with an average salary of R421,000 per year – with Nelson Mandela University at the tail end at an average of R255,000 per year.

The new system will assign points for specific skills, qualifications, salaries or professions and visas will only be awarded to those who gain enough points, said UK Home Secretary Priti Patel.

“The new single global system will treat EU and non-EU citizens equally. It will give top priority to those with the highest skills and the greatest talents, including scientists, engineers and academics,” Patel said.

“The global talent scheme will also be opened up to EU citizens which will allow highly-skilled scientists and researchers to come to the UK without a job offer.”

How the new system works

Patel said that the points threshold will be carefully set to attract the talent the UK needs. Skilled workers will need to meet a number of relevant criteria, including specific skills and the ability to speak English, to be able to work in the UK.

All applicants will be required to have a job offer and the minimum salary threshold will be set at £25,600 (R497,454), with a few exceptions.

The new points-based system will also expand the skills threshold for skilled workers. Those looking to live and work in the UK will now need to be qualified up to A level or equivalent, rather than degree level under the current system. This will provide greater flexibility and ensure UK business has access to a wide pool of skilled workers, the Home Office said.

There will be no specific route for low-skilled workers low skilled workers, or self-employed or freelance individuals on the system.

Points

Speaking in an interview with Sky News, Patel said that potential migrants to the UK will have to score 70 points on the new system in order to qualify for a visa.

Three conditions must be met by prospective migrants in order to move to the UK, which total 50 points towards the 70-point threshold.

These are:

• A job offer from an approved sponsor, such as an employer cleared by the Home Office. This will earn 20 points.
• Have a job offer that is at a “required skill level”. This will earn 20 points.
• The ability to speak English to a certain level. This will earn 10 points.

The remaining points are allocated based on other conditions, outlined in the table below.

While the basic criteria provide the most solid route to the visa, there are some exceptions.

For example, a prospective applicant may still succeed in getting a visa even if they do not have a job offer, as long as they are highly skilled and endorsed by a competent body, and still make up the 70 points required.

Students are also covered by the points system, as long as they can show they have been accepted by an approved university and can support themselves financially during study.

Good news for South Africans? 

The new immigration system will see South Africans given access to work visas – in some cases with a path to permanent UK residence – based on their skills and qualifications, rather than their nationality, said immigration company Move Up.

“The UK is scrapping their dual EU and non-EU visa system in favour of a more streamlined immigration and work visa process. This is aimed at attracting talent from around the world to keep the UK globally competitive,” said Move Up managing director, Ryan Rennison.

“The playing field has now been levelled – all nationalities will be required to apply for visas under the same skilled worker’s route.

“The major difference is that applicants need to have sponsorship from a UK employer before applying,” said Rennison.

The minister said that to support growth, the government has proposed no major tax increases, but will instead offer some real personal income tax relief.

“This budget means that a teacher who earns on average R460,000 a year, will see their taxes reduced by nearly R3,400 a year,” said Mboweni.

“Hard-working taxpayers, who earn on average R265,000 a year, will see their income tax reduced by over R1,500 a year.

“Our income tax system is progressive, and the adjustments reflect this. Someone earning R10,000 a month will pay 10% less in tax. Someone earning R100,000 a month will pay about 1.5% less.”

The below table shows the tax rates from 1 March 2020 to 28 February 2021 for individuals and trusts in South Africa:

For comparison purposes, the below table shows the current tax rates for individuals and trusts in South Africa:

Mboweni said the proposal for no major increases was in line with the National Treasury’s aim of supporting growth.

The minister also said that the National Treasury will propose broadening the corporate income tax base. The additional revenue, he said, would be used to reduce the corporate tax in the near future to help businesses grow.

“Start-ups will ignite the economy. The tax system supports them in a number of ways, including the preferential small business tax regime, the VAT registration threshold and the turnover tax. We will review these to improve their effectiveness while at the same time reducing the scope of fraud and abuse,” he said.