Recruitment has taken many twists and turns over the past few years, but the CV is one thing that has remained consistent.
Well, that was until now. Many companies are looking at new ways to attract top talent and some are putting less emphasis on the CV. We’ve explored some of the creative alternatives below:
Online profiling:
In a digital age there is more information available online from social media platforms such as LinkedIn and Facebook. These platforms broaden the candidate pool and showcase people skills and employment history, often highlighting lots of information that would be on a CV. However, social media channels can be open to fraud, lack of updating might mean that the data is out of date or lacking in technical detail. Inappropriate or unprofessional posts can get a candidate in trouble, however – images or opinions that don’t align with the employer brand. Although someone’s digital profile can be a good way to open a conversation it should not form a sole hiring strategy.
Video statements and pre-screening:
Some believe that video statements and resumes will replace the CV – we think it’s too soon to tell. This can be daunting for a candidate, and in fact might put people off applying. Many senior hires are not adept at interviewing this way and can often come across as awkward and uncomfortable. However – for a certain type of role, video statements/resumes can be very useful, for example in Hospitality or Customer Service. There are now a number of platforms available such as Linkedin, that enable you to record pre-screening questions. Candidates are able to submit a video response allowing the recruiter to capture the natural energy of the candidate, and this can often provide good results.
Cover letter:
Cover letters can be a useful tool as they provide an opportunity for potential candidates to express their suitability and understanding of therole. This often provides more detail around achievements and insights into how a person behaves. Many companies are now putting less emphasis on previous achievements, and focussing more on the motivation and attraction to a role.
Pre- screening questions and online assessments:
These can be very useful to reduce the number of unsuitable applicants or where there is certain skill needed, as it can easily rule potential candidates in or out. There are many different online assessments, but we wouldn’t recommend hiring on the outcome of these alone.
Computer aided matching:
This has always been something many people are sceptical about, but technology has advanced over the last few years and there are now apps that match people to roles through online quizzes. At the moment this is very popular with volume-based recruitment, and is often used in the retail sector. It hasn’t evolved for senior hires yet, but we anticipate that it’s coming.
In conclusion…
We recently conducted a LinkedIn poll, 80% of people taking part said they didn’t think the CV was dead. Personally, I agree with the outcome – I think the CV forms an integral part of the portfolio that showcases individuals but should not be the sole tool used in recruitment. I think the future is a combination of technology and CV’s.
In conclusion – and for senior professionals especially – there is no need to throw your CV away just yet. The CV will always form part of the process, but we will see an uptake of supporting media, i.e. videos and assessments. It might be worth practising online video techniques in order to give yourself that edge, as online interviews are here to stay.
Email us at talk@mrgpeople.co.uk, to discuss how we can help you with your recruitment needs.