Recruitment is changing. Complex skills requirements, advanced recruitment software and increased competition has led to claims that the traditional CV is being replaced by more creative and technical formats.
We’d certainly agree that traditional CVs have their limitations in this increasingly digital workplace. Aside from the absence of non-verbal cues and visual appeal, an estimated 70% of them contain discrepancies. As a result, it’s difficult to make judgements about candidates’ suitability for a particular role from a written CV alone.
On one hand, candidates may look perfect on paper but lack the soft skills the company needs. On the other, they could be the perfect match but be discounted before their CV even reaches a human’s eyes. While they have undoubtedly helped to speed up the screening process for many companies, Applicant Tracking Systems (ATS) have also been known to discount highly skilled candidates.
We are strong advocates for meeting candidates face to face early in the recruitment process to avoid errors like this, and because it provides a much more accurate assessment of those all-important soft skills.
Recognising this, some companies, like Ernst and Young, have ditched CVs in favour of online tests, but this won’t work for all businesses and can be costly to implement.
Statistics suggest the average hiring manager spends just 6-8 seconds reviewing a CV. So, it’s no wonder job seekers are moving away from the traditional 2-3-page CV in an attempt to stand out.
Over the past few years, a number of alternatives to the CV have emerged. Take the Video CV. We’ve seen a few of these and they can, admittedly, provide a much better insight into personality and show a greater degree of effort than a written CV. But they’re not compatible with ATS and the visual aspect may lead to unconscious discrimination. Also, if their window is 6-8 seconds per applicant, hiring managers are unlikely to have the time to watch them all the way through – so we don’t believe they’re a viable replacement for CVs.
Infographics and personal websites are other newer CV formats, predominantly used in creative or technical industries. In that respect, they are a great way to showcase creativity or technical skills.
Some companies now allow candidates to submit their LinkedIn profile in lieu of a CV. But as with video, screening candidates via social media can lead to discrimination; it’s troubling that 57 percent have been found to be less likely to interview a candidate if they can’t find them online.
‘Alternative’ CVs are undeniably more visually appealing and memorable, but personally we prefer to see them in addition to a written CV rather than in place of one.
Promotional brochure CVs – even CVs printed on chocolate bar! – will have an impact, but there are less time-consuming and effective tweaks jobseekers can make to the traditional CV, which make it more suited to the digital recruitment world:
In conclusion, we’d say that contrary to facing redundancy, the traditional CV may in fact be heading for a resurgence. Because, ironically, it’s the CV that is most likely to succeed in the changing face of recruitment.
However, while CVs are still an integral first step in the recruitment process, there really is no better mechanism than telephone and face-to-face screening when it comes to finding candidates who are a good cultural fit.
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This was the most professional recruitment processes I have experienced as a candidate. I felt really well prepared for the hiring process. Ita took the time to understand my experience and align my skills and values with those of role that I was applying for. This meant that I felt really prepared for the interview process and confident that I understood the role, culture and values of the organisation.
I would recommend Sitka and I would also consider using them as a client in the future. Having experienced their service as a candidate I have seen the effort that is made to ensure there is a good fit between candidate and client. Thank you Ita!
The whole recruitment process, led by Karen, was a really engaging and positive experience. I can honestly say it was the best interview I have ever had!
I felt Ita really understood my skills and experience and the service I received was great. I felt that Ita was invested in my future career and did everything she could to help me land my new role.
I’d have no problem recommending Ita and the Sitka team to anyone entering the job market. They made the whole process much easier for me.
Ita took the time to understand my objectives and needs as a candidate also – something unusual for a recruitment agency.
Information was provided quickly, in full and was very clear. Ita also took the time to follow-up post interviews to understand how things went and confirm next steps/timeframes. She has also gone the extra mile of checking in with me since starting in my new role.
Ita approached every stage of the recruitment process in a professional, honest and open manner. It was clear she was committed to finding the right candidate for her client
The recruitment process was easy, and after our initial conversation with Ita she advised us on how to fine tune the job specification and tailor to to attract the right candidate for our needs. The delivery and recruitment service was swift and Ita kept us informed at every stage of the process.
The candidate we chose in the end was the right fit for our business. They have just passed their probationary period with flying colours and have fitted in like they have always worked for us.
I was thrilled when I was offered my new job, which I felt was down to Sitka’s support and proactivity. Karen kept in contact and made sure I was happy in my new role. This personal and professional service is second to none. I would highly recommend!