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So we have already written you a tasty little blog on What to Look for in the Job Description: A Candidate’s Guide to Interpreting the Jargon. What’s next? You might think that once you have read the Job Description (aka JD) and decided to move forward in applying that’s the end of its role, you’ve applied and you’ve done your job. You would be wrong. The Job Description should play a crucial role in your application process and if you’re not using it as your step-by-step blueprint for your CV tailoring and cover letter content guide, you are putting yourself at a disadvantage from the off.

The JD clarifies business priorities, not just tasks, it signals the performance metrics the hiring manager actually cares about and wants to see in a candidate's CV, as well as highlighting both technical requirements and behavioural expectations.

A business has put out a job advert because they have an issue, gap or need, use the intel they have handed you to show how you are the solution, not just another applicant.

Decode the JD Like a Hiring Manager

Step 1: extract these things from the Job Description to form the backbone of your application:

·      The top 5 responsibilities that appear more than once.

·      Essential vs desirable skills.

·      Repeated keywords (e.g. “stakeholder management,” “process improvement”).

Step 2: dig a little deeper.

Check out the tone that has been used. Is it analytical, people-focused, operations-driven, commercial? Try to mirror this tone and align your terminology. Speak their speak.

Check for cultural signals that give you an idea of the environment and try your best to match this vibe. Do you get the feeling it is fast-paced, collaborative, regulated or maybe at the growth-stage. How can you position yourself in this way and show that you are the right fit?

As mentioned in our previous blog, look out for any obvious red flags.Outdated wording, inflated wish lists, vague duties etc. At this point you have made the call to apply anyway but do squirrel these away. Chat to your recruiter and address any concerns with them. Your CV and cover letter are not the place to air any worries or concerns.

Once you have identified these nuances, it’s time to tinker.

Tailoring Your CV

Summary

Your summary is a great place to make some relevant edits. Use 3 or 4 lines to directly connect yourself to the JD’s most obvious needs.If you have identified an obvious pain point, show how your background and personality make you the fix.

Experience Section

Emphasise your relevant commercial, operational, or analytical wins focussing on quantifiable impact (% savings, £ revenue impact, time reductions, accuracy gains). Focus on outcomes, not tasks.Where possible, and without forcing it, try to match your top 3 achievements to the top 3 core responsibilities the company has specified.That’s not to say regurgitate their core responsibilities into coincidentally perfect achievements that just happen to be tally seamlessly with everything mentioned in the JD.

It’s about highlighting the crossovers, NOT inventing them. Let me just say that again so you take away the important bit - don’t try to force a perfect match - own your achievements, don’t invent them, your achievements are what make you unique!

Reorder bullet points so the most relevant outcomes sit at the top of each role and strip out any irrelevant legacy content that doesn’t push you toward this job’s requirements.Congratulations, you won the pumpkin carving competition at your first job out of Uni. Something to be truly proud of...?Yes, undoubtedly. Does it make you stand out as a must have applicant for this role in Finance...? Mmm maybe not.

​Skills

When it comes to skills this is a quick scan from any recruiter or HR representative and can be make or break. Make sure you are highlighting your suitability and relevant skillset. Lift key skills from the JD, but again only if you can prove them. This goes the same for technical skills. Make sure you have identified what they have specified as must-haves and showcase not only that you have these skills, but also where and how you have applied them and any outcomes. Make it evidence based.

And don’t forget about those additional skills. Are there any long-forgotten courses, certifications, skills or projects that could align to the role and add that additional layer of relevance?

The Cover Letter​

Fun fact. This is more about them than you! Much like in the summary to your CV, this is all about positioning yourself as the solution to their pain points quickly and with evidence. Pull these through from the JD and open with a value proposition, not a biography.​

Try not to make this too long. They want an overview and to get a feel for who you are and what you will be bringing to the table, not your life history. Stick to 2 - 3 micro-stories tailored to the JD’s themes using a simple structure: Requirement → Your Example → Outcome.​

Avoid generic lines like “I’m a team player” or “I’m hard-working.” Instead, show employers the evidence of what makes you stand out. A cover letter is your moment to shine, to make them pause, pay attention, and want to know more. With CVs getting an average scan time of just 7.5 seconds, your goal is simple: make the recruiter want to keep reading. Don’t give them a reason to switch off, lose interest, or move you straight into the “No” pile.

Showcase your commercial understanding of how this role fits into the wider business strategy. Reference a specific challenge or goal from the JD or the company page and signal that you understand how the role drives business outcomes and how you fit the bill to drive this forward.

Temporary vs. Permanent

With interim hiring focussing heavily on filling skill gaps it’s important to emphasise speed, adaptability, quick wins and system proficiency to show how you can quickly and efficiently make yourself indispensable.

When it comes to permanent, focus on long-term impact and the value you can add to the company, development ambitions, ownership, and progression to demonstrate your longevity.

Avoid these Common Tailoring Mistakes

·      Don’t force it. Highlight crossover but don’t make it up. This will be obvious.

·      Don’t copy the JD word-for-word; that triggers ATS filters and looks lazy.​

·      Don’t tailor for the department - tailor for the impact.

·      Don’t forget temporary roles require urgency, adaptability, and immediate value. Permanent are looking for long term value.

·      Don’t neglect soft skills just because they aren’t quantified.

Actions​

It’s a tough balance tailoring your applications without making it sound like you’re regurgitating the Job Description. Highlight the key takeaways from the JD, tone match and focus on being the solution. Try to create a repeatable process that means you aren’t having to start from scratch each time,but also aren’t blindly applying with the same generic content. Final check: does your application read like it “fits” without looking copy-pasted?

If you want personalised feedback on your CV or Cover Letter, we are here to help. We can do a quick diagnostic review and chat you through any recommendations or suggestions to get you in the best place to land that interview.

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Hollie Markham - Commercial & HR Consultant