While for as long as we can remember, CVs have been the format through which hiring a candidate occurs, we might see a change in that in the near future. Instead of just looking for candidates with a sufficient skill set, companies are now searching for ones who could also integrate themselves into the company well. At this level of hiring, CVs might not be a sufficient tool to filter out candidates who would fit a role.

So why have CVs been the primary way of finding and hiring applicants, and how might their importance change in the future? 

In order to discuss that, it is important to understand the advantages and disadvantages of using CVs in job applications.

Advantages of CVs

• CVs present the most simple and efficient way of viewing which applicant is and which one is not fitted for a particular job. As a chronological view of past experience of individuals, a manager could easily tell whether someone has a set of skills that a position requires, just by looking at the concise document. This eliminates a lot of individuals from the pool of applicants as many will not have the exact skills an employer requires and thus makes the process less energy and time-consuming.
• Similarly, it makes it easy for an applicant to emphasise the skills and capabilities they have that are actually relevant to a specific role. Because the general format of a CV is one that employers are familiar with, it is easy for them to look for the required skillset in a candidate. In other applications, that might take a lot more effort and time. 
• It is possible to get an idea of someone’s personality from a CV. It is becoming more common for candidates to include small sections in their CV about their hobbies, interests, and characteristic traits. Many also add a personal touch to their CV with a specific design, color scheme, or layout. Additionally, people could be memorable by submitting their CV for clarity and then adding a video or portfolio as a supporting document, to show another aspect of themselves and to stand out. 
• Lastly, one of the main reasons why CVs have been used for so long is because they are normally paired up with an interview, once a candidate is deemed appropriate. The interview process allows the manager to truly get to know the candidate’s character and learn more about the level of their skills through personal interaction.

Disadvantages of CVs

• The skill required to craft CVs often becomes more important than the skills needed for the role. People can be really good at making CVs and making themselves look suitable for roles that they do not fit.
• A more privileged education afforded to some people provides better training on how to craft good CVs, but this is not indicative of how good they are at the job.
• Unconscious biases can arise from CVs being the first form of exposure to candidates. Personal details mentioned on CVs can influence hiring decisions, as can the formatting of a candidate’s CV because they are not standardised.
• CVs often feature generic personality statements such as ‘I’m hardworking, dedicated’ etc without giving any proof to the hiring manager of these qualities.
• Qualifications like grades and schooling are given excessive importance. This enables discrimination based on where people went to university etc, qualities that can also be related to different economic backgrounds.
• CVs do not give any real proof of the candidate’s personality. A factor that is equally as important as capability and skills for a job is their personality and proof of their compatibility with the company they’re applying for, yet this cannot be determined from a CV beyond generic blanket statements.
• CVs don’t distinguish between the skills that candidates list themselves as possessing and how competent the candidates are at them. CVs can give the illusion of a perfect candidate because of the listing of multiple skills that are relevant for a role and yet the candidate’s proficiency is not so easy to determine and can often be overexaggerated in a CV.

It is obvious that CVs are thus not an ideal way of recruiting candidates. Although simple and straightforward, they simply do not encompass a candidate’s full persona. Many recruiters are thus starting to look into other possible ways of finding appropriate candidates, which we could see being used in the near future. 

f your business is looking to expand its workforce, reach out to us for a free consultation about how the market has changed, how you can meet your hiring needs, and how Savant can best support your interests.