Re: CV's top tips
The (apparently irresoluble) problem is that a CV that passes the "guard droids" is unlikely to be the one that impresses the hiring manager. But even if you could submit two, there's usually little basis on which a candidate might reasonably tailor them.
You might want to see a sparse CV. You might know what you are looking for. The guard droid, however, is looking to tick boxes and most job advertisements don't actually indicate which boxes need ticking. You might not care that someone worked for Tesco at 16, but another employer will require a full employment history: the applicant can't be expected to intuit your personal preference. You might want it brief, but it's unusual these days if an IT job applicant hasn't had a significant number of previous employers - just listing them in a readable font can take up a lot of space.
Recruitment has become a numbers game. Recruiters get a lot of CVs - that's why they outsource the filtering - but the flip side of that is that candidates have to apply for a lot of jobs to stand a reasonable chance of getting past the first hurdle. They're not going to "target the job" because they don't care about "the" job, they care about "a" job and the sad truth is they're going to have to use a scattergun approach to getting one.
Hiring is almost completely broken and the more "professionals" that get involved the more broken it becomes. There needs to be much more honesty and openness about the reality of the job on offer: it's almost certainly mundane and tedious and likely needs less skill than the hiring manager thinks his status warrants. Candidates need to be more honest about simply wanting a salary and not caring who they're working for (within reason). The whole process needs to be less delusional.