{% set baseFontFamily = "Open Sans" %} /* Add the font family you wish to use. You may need to import it above. */

{% set headerFontFamily = "Open Sans" %} /* This affects only headers on the site. Add the font family you wish to use. You may need to import it above. */

{% set textColor = "#565656" %} /* This sets the universal color of dark text on the site */

{% set pageCenter = "1100px" %} /* This sets the width of the website */

{% set headerType = "fixed" %} /* To make this a fixed header, change the value to "fixed" - otherwise, set it to "static" */

{% set lightGreyColor = "#f7f7f7" %} /* This affects all grey background sections */

{% set baseFontWeight = "normal" %} /* More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set headerFontWeight = "normal" %} /* For Headers; More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set buttonRadius = '40px' %} /* "0" for square edges, "10px" for rounded edges, "40px" for pill shape; This will change all buttons */

After you have updated your stylesheet, make sure you turn this module off

Saya Tuleutayeva on July 19, 2019

Why CVs Are Becoming Less Relevant for Recruiters


Be honest with me for a second. When was the last time you hired someone solely based on their CV? And when was the last time you hired someone based through social media? An event? Network?  Even if you asked a candidate for a CV, was their resume as important in your hiring process as, say, their LinkedIn profile or personal blog?

When we talk about CVs, we mean traditional resumes with work history, education background, skills, etc. Technically, an online portfolio is a CV too, but it shows you so much more than a document consisting of two pages could ever tell. Now when we're clear on that, let's get to the main question - why are CVs becoming less relevant? 

We hire people, not titles

A CV is a byproduct of old employer values. And we live in modern times. Old employer values are titles, and new employer values are cultural fit and personality. Your average resume will list you all the titles your candidate had in chronological order, but what about their interests? Lifestyle? Ambitions?

Besides, keep in mind, in today’s world we all wear many hats, and our titles might not be the best representation of what we do or what we want to do for a living. Imagine, the candidate’s official title is “Accountant”, but did you know that they code too? They studied web development in their free time, and they’re very passionate about it. Had you known this, would you consider them for your Junior Developer position? Maybe.

CVs lead to unintentional bias and assumptions

Details on a resume like a name, gender, ethnic background, age, and education can create unconscious bias when you decide who gets to the next stage of the hiring process. That’s why many companies (for example, Ernst & Young) implement blind CV policies. Such policies do help to reduce the bias and hire a more diverse workforce, but censoring names and education still doesn’t mean that we won’t make wrong assumptions about people.

Related to the previous point, having a senior job title doesn’t equate talent. Little or no work experience doesn’t mean unskilled. A gap in employment isn’t a sign of a dubious candidate. Even when we’re aware of these things, we still sometimes make the mistake of jumping into conclusions very quickly when we see a CV. We get it, you don’t want to spend too much time on resume screening. And you don’t have to. Which brings me to the next point.

There are better ways to hire

It’s not CV’s fault that it’s losing its importance in recruitment. We simply have better ways to hire great people. For example, instead of asking people submit their resume, we might give them a pre-assignment, and that way we get a better view of an applicant’s skills than what’s on paper (especially considering that many candidates exaggerate their skills on CV). Or, similarly, we can participate in hackathons and find talented people there. Or, why don’t we give candidates a fun form to fill out, where they can talk about their passions and dreams, apart from their skills? Or, let’s allow them to show their personality by asking them to record a video of themselves. What about social media? After all, 70% of hiring managers say they’ve successfully hired through social media.

 The world is evolving in a direction where the CV’ isn't always necessary, where we value personality and cultural fit over titles, and where we've found better methods for evaluating a potential hire. We had a good run with CV’s, but it might time to let them go and use something else instead. Maybe public video interviews?  Like this one here, where instead of sending a resume, candidates apply by replying directly to your video questions. Go ahead and test it out to see if that's something you would be interested in implementing to your hiring process. If yes, drop us a line and let's have a chat!

Video Recruitment Ultimate Guide

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Saya Tuleutayeva

Content Marketer