CV Tips for Engineers

Make your CV work as hard as you do.

Your CV is your first impression — it’s what gets you noticed and moves you to interview stage. In technical fields like engineering, clarity, accuracy, and evidence of achievement make all the difference. Here’s how to make yours stand out:

Start Strong

Begin with a short personal profile (3–5 lines) that sums up:

  • Who you are professionally

  • Your key area of expertise

  • What kind of role or environment you’re looking for

Example:

“A detail-focused Mechanical Design Engineer with 6 years’ experience in product development and NPI within the automotive sector. Skilled in SolidWorks and DFMEA, with a strong record of delivering projects on time and to spec.”

Keep It Clear and Focused

  • Aim for 2 pages maximum (3 if you’ve got extensive experience).

  • Use clear headings and consistent formatting.

  • Keep language concise and professional — avoid long paragraphs.

  • Put your most recent role first and list experience in reverse chronological order.

Highlight Achievements, Not Just Duties

Employers want to see impact — not just what you did, but what difference you made. Use measurable results where possible:

✅ “Reduced manufacturing downtime by 12% through process redesign.”
✅ “Led NPI project introducing two new product lines within six months.”

Tailor Your CV for Each Role

Read the job description carefully and mirror the keywords used — especially technical skills, software, and certifications.
If a role mentions lean manufacturing or PCB design, make sure those exact terms appear where relevant.

Emphasise Technical Skills

Create a short Skills Summary section listing tools, systems, and processes you’re confident in, such as:

  • CAD packages (SolidWorks, AutoCAD, CATIA)

  • PLC programming

  • DFMEA / PFMEA

  • Root cause analysis

  • Continuous improvement / Lean / Six Sigma

This makes it easy for hiring managers to match you to specific technical requirements.

Include Key Projects

Engineering CVs benefit from a “Selected Projects” section. For each project, briefly mention:

  • What it involved

  • Your specific role

  • Tools or methods used

  • The outcome or result

Education & Training

List your qualifications clearly — degree, apprenticeships, and any relevant technical training or certifications (e.g. ISO 9001, Six Sigma, IPC, etc.).

Make It Search-Friendly

If you’re uploading your CV to job boards or sending it to agencies, include common keywords for your sector (e.g. “Design Engineer,” “NPI,” “Mechanical Systems,” “Project Engineering”). This helps your CV appear in recruiter searches.

Double-Check Everything

Attention to detail matters — especially in engineering. Always proofread for spelling, layout, and dates. A well-presented, error-free CV gives confidence in your professionalism.

Keep It Updated

Review your CV every few months to add new projects, technologies, or responsibilities. That way, when the perfect opportunity arises, you’re ready to apply straight away.

Need Help?

Our team at Arden Technical Partners can review your CV and provide honest, practical feedback to help you stand out in today’s competitive engineering market.

What’s a Competency-Based Interview?

A competency-based interview (also called behavioural or criterion-based interviewing) is designed to find out how you’ve handled real-life situations at work — because how you’ve acted in the past is usually the best indicator of how you’ll perform in the future.

In these interviews:

  • The interviewer knows exactly what skills and behaviours are needed for the job.

  • Questions are based around those key areas (called competencies).

  • Every candidate is asked similar questions to keep things fair and consistent.

Because of this structured approach, interviewers can make much more accurate hiring decisions — around three times more accurate than traditional interviews!

How to Get Ready

Try to prepare two examples for each competency listed in the job description.
For example: teamwork, leadership, problem-solving, or communication.

The easiest way to structure your answers is to use the STAR model, which helps you stay clear and focused.

STAR stands for:

  • S – Situation: What was going on? Give some context.

  • T – Task: What was your goal or what needed to be done?

  • A – Action: What did you do? (Focus on your contribution.)

  • R – Result: What happened in the end? What was the outcome or impact?

Most interviewers will start with open questions like:

“Tell me about a time when…”
This is your cue to use STAR to guide your answer.

Example Competency Questions

Here are some examples of the types of questions you might be asked:

  • Tell me about a time you motivated someone or a team to achieve a goal.

  • Describe how you made sure your team knew exactly what needed to be done.

  • Give an example of when you improved a process or service for customers.

  • Tell me about a time you built a strong relationship with a stakeholder.

  • Describe a situation where you helped resolve a disagreement at work.

  • Give an example of a time you had to make a quick decision.

  • How did you handle a challenge or setback in your last role?

  • What did you do in your last job to be effective?

  • Describe a time you had to adapt your style to work better with someone.

  • Tell me about a time you contributed to great teamwork.

  • Share an example of when you influenced others in a positive way.

  • How did you deal with a task that you found boring or repetitive?

  • Tell me about a project or presentation you were proud of.

  • Give an example of solving a difficult problem or working with limited information.

Remember

These questions are designed to help you show what you’re capable of — not to catch you out.
The STAR method is your best friend here. It keeps your answers focused, structured, and easy to follow.

If the interviewer asks follow-up questions, that’s a good sign — it means they’re interested in hearing more about your experience.