The "curriculum vitae" - actually more of your depicted professional development - is intended to determine whether you are suitable for the advertised position based on your professional competence and personality.
Two aspects are in the foreground with the personnel managers. It is the time sequence and position analysis. The time sequence analysis is created to identify possible gaps in your biography. One suspects rather negative behind "gaps". The HR manager also takes a closer look at the number of different jobs in a certain period:
If you change jobs too quickly (ie well under five years after you have exceeded 33), this indicates difficulties or a lack of stamina. In the case of younger applicants, however, this is usually interpreted differently: Those who are young can try things out (until you are 27 years old, you should only change after two years, up to 35 years only after at least 3 years, then (up to the beginning of 40) ) after 4 years, and if you are older than 40, you should stay in a job for at least 5 years.
Conversely, if you only change after 10 or 15 years, you will document anxiety and a lack of flexibility. This can also be an indication of low learning and adaptability or willingness to adapt are assessed.
The position analysis deals with promotion and relegation, change of profession, and work area. This is where straightforwardness and consistency count: Have you done that aimlessly this time in life, or have you proceeded systematically and consistently professionally? Can you see a "red thread"?
At this point, however, it must be made clear that it is not really about your resume template in the traditional sense (father, mother, elementary school, high school, training, etc.). The application folder is a kind of sales prospectus and its task is to arouse curiosity about you, arouse interest, and convey your skills appropriately, but also your personality and performance motivation. All of this should lead to an invitation to an interview.