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            Death of the CV

            19th November 2019

            We are inundated with tech, minute-by-minute, hour-by-hour; AI this, AR that, the 4th Industrial Revolution, the latest food delivery app, a toothbrush that tells me which teeth I’ve missed, a fridge I can watch the rugby on as I prep food and a button in my kitchen that orders teabags whenever I press it.

            Fact is, tech is all around us and as a self-confessed gadget nut, I love it.

            Running a recruitment business, I’m exposed to a lot of tech and much of it is geared towards communicating with people, streamlining processes, developing candidate pools, shortlists etc.

            Whilst reviewing a project, we recently completed, it struck me that despite all of this leading edge technology we still rely on a tried and tested document that dates back to the 1400’s.

            Yes, that’s right… the humble CV, Latin for “course of life” routes back to 1482. It is said that serial inventor and engineering pioneer Leonardo Da Vinci created the first CV. Seeking work in Milan, Da Vinci sent a letter outlining his talents and expertise to Ludovico Sforza, the Regent of Milan.  It looked like this:

            To this very day the CV or Resumé, as it’s known in some parts of the world, is the document most used for assessing suitability of a candidate for a particular role. As with most things in life the humble CV comes in all different shapes and sizes with the express aim of displaying the wares of the author.

            Is There Another Way?

            Having recently completed a 100% digital end-to-end recruitment project that did not include the traditional review of a CV by our client, I can say hand on heart that it’s possible but not without its challenges.

            Einstein said, “Necessity is the mother of all invention” and in this case with a client in China and a senior role to fill in the UK, against a pressing timeline, we agreed with our client to use video technology as the principal method of introducing and assessing candidates.

            We recorded videos of our candidate assessment meetings, our client chose candidates who they felt were the most relevant and embarked on a 2-stage video interview process. An offer was made and accepted very quickly; contracts of employment were digital and signed electronically. One happy client, one happy candidate and a happy me.

            The tech side of the process was very straightforward and worked a treat using our video interviewing platform.

            What Did We Learn?

            • Video interview technology, just like video conferencing is fantastic for the meeting, skills, values and cultural assessment part of the hiring process. Its use is gathering momentum and I believe it will be one of the principal methods of assessment and initial “getting to know you” meetings in the next few years.
            • Video could be challenging from an “inclusion” perspective as you actually see the person at the other end, so organisations adopting any form of video assessment will need to review their policies and processes in this area.
            • We tried hard to avoid using a CV, but we just could not get to short-list stage without relying on CVs in some shape or form. The main reason for this is data and searching data. At present there is no practicable replacement for the words and phrases on a CV to help you pinpoint relevant candidates for a given role. Yes, there are on-line application forms and LinkedIn profiles however all of which are essentially cut down, searchable digital CVs.
            • Candidates having their own “Video CV” is already a reality which I believe will be mainstream in the not too distant future. We already create candidate videos which run alongside a CV so candidates can present their own CV to prospective clients.
            • Da Vinci’s CV worked; Sforza summoned him to Milan where he stayed for 17 years, completing some of his best works including the famous painting “The Last Supper”
            • The CV is well and truly alive and evolving!

            If you want to find out more about using video in your hiring process or have a specific talent challenge you need help with please feel free to contact me using the details below

            Posted by Mike Gorshkov

            Managing Director at Linea Resourcing

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