Stepping back into the Oracle market? Or aiming to shift from on-prem to cloud? Recruiters make fast decisions and even strong candidates can be overlooked due to avoidable CV issues.
Here are five red flags we spot in Oracle CVs and how to fix them:
1. Unexplained Career Gaps Red Flag: Recruiters wonder if the gap was forced or voluntary.
Fix: Be open. “Career break (2022-2023) – family, travel, retraining in Oracle Fusion Apps.” If you completed courses or freelance work, even better – include them.
2. Vague Role Descriptions Red Flag: Saying “worked on Oracle project” doesn’t cut it.
Fix: Be detailed. Was it EBS, Cloud ERP, HCM, or NetSuite? Did you focus on configuration, data migration, or change management? Specifics show you understand your niche.
3. Confusion Between Contract and Perm Roles Red Flag: Unclear timelines or mixed project types cause doubt.
Fix: For every role, clarify: “Oracle HCM Consultant (Contract) – XYZ Consultancy, Client: British Telecom (Jul 2022 – Mar 2023)”. The clearer you are, the faster we can qualify you.
4. Outdated or Overly Long CVs Red Flag: 7+ pages with no recent project focus can lose attention.
Fix: Focus on the last 1-3 years. Highlight key cloud projects, upgrade experience, or Fusion implementations. Keep it to 2-3 pages max, use bullet points and results-based wording.
5. No Tech Stack or Certifications Listed Red Flag: Missing detail makes it hard to assess fit.
Fix: List Oracle modules, cloud tools, reporting systems, and certs (e.g. “Oracle Cloud Financials Certified”, “OIC, OTBI, APEX”). This builds trust and differentiates you.
Final Tip: Recruiters see hundreds of Oracle CVs. The ones that stand out are clear, concise, and tailored to the project type. Whether you’re re-entering the market or pivoting, these fixes help unlock better roles.
Need help updating your CV for Oracle market trends? We’re happy to advise!