For many neurodivergent people, the traditional advice for writing a CV (Curriculum Vitae) feels deeply illogical. You are often told to use "powerful" buzzwords and vague personality descriptors like "highly motivated," "dynamic," or "passionate."
To a logical, detail-oriented brain, these words feel like "fluff"—meaningless filler that doesn't actually prove you can do the job. The good news? Modern recruiters and automated screening systems (ATS) actually prefer evidence over adjectives.
At Diversity-Lock, we believe your CV should be a technical blueprint of your capabilities. Here is how to build a CV that focuses on results and strengths rather than corporate jargon.
1. Kill the "Fluff" Adjectives
If a word could apply to literally anyone, it doesn't belong on your CV. Buzzwords take up valuable space and can actually hide your real skills.
The "Fluff" approach: "I am a passionate team player with excellent communication skills and a dynamic approach to problem-solving."
The "Evidence" approach: "Coordinated a team of 5 to deliver a software migration project two weeks ahead of schedule by implementing a new task-tracking system."
Why this works: It provides a "Definition of Done." The recruiter doesn't have to take your word for it; the evidence is right there.
2. Lead with Your "Technical Toolkit"
Neurodivergent professionals often possess high-level technical or specialized skills. Don't bury these at the bottom.
The Strategy: Create a "Core Strengths" or "Technical Skills" section right at the top, just under your personal profile.
Format it for Scannability: Use a clean, bulleted list or a simple table.
Example: Data Analysis: Python, SQL, Tableau, Advanced Excel.
Example: Systems Thinking: Process mapping, workflow optimization, root-cause analysis.
3. Use the "Action-Result" Formula
When describing your past roles or university projects, every bullet point should follow a logical sequence. This helps manage the "structural ambiguity" of what a job description is looking for.
Step 1: Start with an Action Verb. (e.g., Developed, Managed, Researched, Organized, Optimized).
Step 2: Describe the Task. What exactly did you do?
Step 3: State the Result. What happened because of your work? Use numbers, percentages, or grades.
Example for a Graduate:
"Analyzed 50+ academic sources to author a 10,000-word dissertation on [Topic], receiving a First-Class mark for logical structure and data accuracy."
4. Optimize for the "Robot" (ATS)
Many companies use software to scan CVs for keywords before a human ever sees them. These "robots" are extremely literal—just like many neurodivergent minds.
The Rule: Look at the job description. If they ask for "Stakeholder Management," use that exact phrase. Don't say "Dealing with people" or "Client relations."
The Fix: Match your vocabulary to their requirements. It’s not "copying"; it’s ensuring your brain and their system are speaking the same language.
5. Formatting for Cognitive Clarity
A cluttered, "creative" CV is hard for everyone to read, but it’s especially difficult for people with sensory or processing differences.
High Contrast: Use black text on a white or very light off-white background.
Consistent Headings: Use bold, clear headers (Size 12 or 14) for each section.
White Space: Don't crowd the page. Use margins and spacing so the eye can easily jump from one piece of information to the next.
Sans-Serif Fonts: Use clean fonts like Arial, Calibri, or Helvetica. They are easier for Dyslexic readers and more "direct" for the eye.
Your CV is a Performance Document
You don't need to "sell" yourself with personality tricks. Your value lies in what you can produce, the systems you can build, and the problems you can solve. By stripping away the fluff and focusing on the technical truth of your experience, you make it easy for an inclusive employer to see that you are the right person for the job.