The death of the CV

It has been around for decades; paper or electronic copies of a candidate’s career, achievements, and personal details.

The CV, or Curriculum Vitae to give its full title, came from a time when being educated meant speaking Latin.

As we enter an era where more school children learn code than Latin, and the global business language is English, it’s perhaps no surprise the CV is starting to look a bit dated.

New systems, where candidates send relevant information in different formats, that can be separated and stored appropriately, or online professional profiles, such as those hosted by Linked In, are increasingly the norm. Creating systems that allow candidates to transfer information from profiles simplifies the process.

Answering questions through an app is another option which allows candidates to display their skills and attributes in a way that fits the job they are applying for better than a more generic CV.

Video also offers candidates the opportunity to stand out and can save recruiters time in the early stages. As the recruitment process moves further away from desktops to smart phones, firms need to ensure their systems are mobile-friendly, so candidates can easily share all information required through their phones.

Tinder-style ‘swipe if you like’ apps featuring candidate photos and a few details, have also developed.  Job Today, which only began in 2015, has already processed over 100 million applications. EU General Data Protection Regulations (EU GDPR) may, however, limit the development of apps. Selfie Jobs, a Nordics-focused app, recently closed citing the extensive costs of complying with EU GDPR.

In today’s world of recruitment, a CV can be a liability. Under EU GDPR, storing personally identifiable information, such as most of what a CV contains, has risks. Data needs to be protected – kept secure from unauthorised access yet be easily accessed by those who need it.

At the same time, the way recruiters interact with candidates is changing, using newer forms of communication to speak to candidates how they normally communicate.

For Millennials, who grew up using phones for messaging rather than phone calls, and messaging services rather than email, this translates to text.

Text is immediate – people check their phones more regularly for text than they log in to emails – and doesn’t rely on someone having data or a wifi-connection.

According to Statista, five billion of the world’s seven billion people have access to a mobile phone, making text a good way of reaching a wider global audience. In comparison, research by Nielson estimates less than 55% of the world’s population is connected to the internet.

As well as making it easier for candidates to stay in touch, SMS can help recruiters pre-screen candidates, assessing interest in a role, before spending more time on a phone call. It can also be more discrete for candidates while they are still in other roles and find it difficult talking.

The process is a bit more complicated than texting a friend, though. Companies have protocols about how they use text, need consent to contact people in this manner, and must input client data into a system just like with email addresses.

As communication methods adapt to the candidates and jobs of the era, one thing remains constant – the need for a personal approach.  At Kendrick Rose the focus will always be on personal service – looking at candidates as individuals and helping clients find the best person for brilliant roles.

Text or emails, phone calls or video, when it comes to getting to know candidates, and looking after the interests of clients, nothing quite beats face-to-face.

If you’re thinking about changing roles and would like a preliminary chat, please get in touch with Shelley or Lauren at Kendrick Rose on +441534 715150 or via info@kendrickrose.com