The Anatomy of a CV That works

by Carlotta Cardinale

from an interview with Luca Villari

August 5, 2025

Dive into the world of smart, strategic CV writing with Luca Villari, Head of Recruiting and People Development at Mediaset, as he shares what recruiters actually look for and what makes them stop reading.

In your opinion, what really makes the difference between a good CV and one that gets ignored?

First of all, the layout and attention to graphic details. Even before carefully reading the contents of a CV, the recruiter can be attracted by the care with which it has been drafted: choosing a readable, simple font is essential, as is selecting the right font size. Unnecessary use of bold, incorrect spacing, poor-quality photos, or worse, ones modified with filters, should be avoided.

Is it true that recruiters take only a few seconds to decide whether to look further into a CV? In that time, what can make the difference?

Yes, absolutely true. Just think that large or attractive companies can receive thousands of applications for one position. Even though AI tools can be developed and used, for a recruiter it will always be important to view a CV and, within a few seconds, decide whether to give that candidate further attention or not. Beyond the layout aspect, the elements they will consider are: the type of professional experience (whether it matches the requirements), the degree obtained (taking into account the course of study and the university), and they will try to identify some distinctive aspects of the person, linked to experiences in sports, the arts, or other fields.

Is there a part of the CV that candidates systematically underestimate, but that you pay close attention to?

One aspect that is often underestimated, but that we look at closely, is the personalization of the CV. For example, adapting the "Profile" section to the industry of the company you're applying to and to the position — especially in the case of junior roles with little experience — can be very useful.

How do you distinguish a "smart" CV from one that is simply well written? What signs do you look for?

A "smart" CV is crafted in a way that facilitates the recruiter's job. A good strategy is to design it, imagining it on different levels: The first level should allow the most relevant information and key skills, attitudes, passions, and the vision for one's professional path to be captured with a quick read.The second level focuses on the professional path — it's helpful to clearly describe the field in which the company or companies you've worked for operate, and include data related to relevant KPIs.The third level concerns education: it can be useful to create a sort of summary description of the academic path, highlighting the main skills acquired.

Have you ever read a CV that struck you for being completely out of the ordinary? What made it memorable?

Honestly, it's rare for a CV to really stand out — it really depends on the role and the professional background. I recall, for example, the CV of a candidate for a sales position who impressed me with the results achieved in a particularly challenging sector, or that of a creative professional who created a CV connected to multimedia content, presenting the main projects in just a few minutes through very effective visuals.

Are there any empty or overused phrases that now mean nothing to recruiters (like "problem-solving" or "dynamic")?

One word that is starting to lose value and meaning is “resilience.” Another overused term today is “leadership,” or “strategic thinking.” In general, it would be better to connect skills (even soft skills) to concrete and somehow measurable experiences that can be explored further during the interview.

What soft skills are most valued today, regardless of the role?

Today, companies are no longer only looking for vertical skills tied to specific roles, but also transversal skills — which are, among other things, very difficult to assess. In particular, we look for: cognitive and emotional flexibility, listening ability, empathic connection, and the ability to approach the environment with openness.

How important is the "extra" part of the CV: volunteering, sports, travel, personal projects? And how do you distinguish between what's genuine and what's just filler?

It can be an important element that adds character to the profile. We often use it as a way to connect with the person regardless of their academic or work background.Identifying genuine elements is quite easy: you need to include concrete and specific details — specifics help make this kind of information clearer and more credible.

What advice would you give to someone with a non-linear path — like changing universities or working in different fields? How can they add value to it without having to justify themselves?

In these cases, it may be helpful to include elements that clarify the common threads between the different study experiences. You can find meaningful connections even between seemingly unrelated areas.A holistic view of one's path, and the ability to build a convincing narrative, can be a key element in writing a strong CV.

Photo: yes or no? In Italy it's still common, but in other countries it's discouraged. What do you think?

I believe that the photo, although useful in some ways to communicate something about yourself, can mostly be misleading. It triggers a mental image of the candidate in the recruiter's mind. It's very important not to use filters or any tools that significantly alter the image, to avoid a disorienting effect when meeting the candidate.The same attention should be applied to the LinkedIn profile photo.In general, I'd say it's preferable not to include a photo in the CV and instead take great care with your LinkedIn profile — add a well-done and professional photo that reflects your image and is suited for a professional context (an outdoor photo is fine if it's well-lit with a neutral background).

How are expectations for a CV evolving now that LinkedIn, digital portfolios, and AI are part of the application process?

In reality, expectations haven't changed much. The CV still remains a simple and fast tool that lets recruiters review a profile when needed.Certainly, CVs have become more dynamic: including your LinkedIn profile link, for example, keeps things somewhat up-to-date through a platform that should always provide relevant information about your work activity.You can also include links to websites or digital portfolios. Attention to keywords in the CV is now part of the review/adaptation process to match the target industry and company.It can be helpful to treat the CV like a social media post — automated systems that read CVs scan for certain key info, so including keywords in your education and work experience descriptions can be valuable.AI may also help with preliminary analysis of recorded video interviews, allowing recruiters to assess more profiles in the same amount of time.However, I don't believe this technology will make the CV obsolete — it will still be a vital tool for conveying the key elements of a professional profile.

In your opinion, five years from now, will the CV still exist as it does today, or will it be something completely different?

As I said, I believe the CV will remain a fundamental tool. It will likely become increasingly concise and evolve into a kind of hypertext that can be connected not just to social media like LinkedIn, but also to closed digital environments where people can present themselves more fully through video or multimedia content.

Does a CV really say who we are? Or is the interview what makes the difference?

A CV can never replace an interview. That's the moment when one can fully tell their story and show the intangible elements that are hard to convey through a CV: passion, energy, and the desire to make a difference.

That's why it's so important to craft a document that is clear, pleasant to read, concise, and able to highlight the distinctive elements of the person being presented — with great care given to storytelling, meaning the connections between the various components of the CV: academic background, work experiences, emphasizing the common threads and the reasons behind each step.

The goal is to spark the recruiter's curiosity enough to request an interview. And when that happens, that's when the person truly comes into play: today, we know, it's not just companies choosing people — it's a mutual choice. The first interview is the opportunity to show more than technical skills, motivation, openness, intellectual curiosity, energy, and a willingness to embrace the organization's challenges as your own.