\u201cThe world is slowly moving away from the CV,\u201d is the opinion of Ollie. \u201cTimes have certainly changed from ten years ago when it was only CVs. Now, there are more innovative ways to present someone’s experience, skills, behaviours and attributes. Some digital sectors, such as tech start-ups, which are often fast-paced and high growth, are not too particular about a CV. They’re open to even just seeing a LinkedIn profile or a portfolio of projects or a video interview conducted by us.\u201d<\/p>\n
A detailed, multipage list of past jobs isn\u2019t always the best way to quickly showcase what sets a candidate apart. \u201cCVs can be lengthy and line managers can miss details,\u201d warns Whiting. \u201cIn particular, when addressing a role with a lot of applicants, it\u2019s not difficult to miss the right person if you\u2019ve got to read 200 CVs.\u201d<\/p>\n
Another danger of the CV is its inability to communicate as effectively as the spoken word. \u201cAn applicant\u2019s personality, enthusiasm and passion just cannot come across through writing alone. You can only do that face to face or via video.\u201d<\/p>\n
With a number of major companies such as PwC and Penguin Random House now using video applications, this method is undoubtedly on the rise. But, as Whiting points out, this can pose problems of its own. \u201cAlthough video interviews can be one step forwards from CVs, they can create biases that mean the best talent might not get the right job. You can make a quick call on someone without meeting them face to face. I do understand why companies use videos interviews \u2013 they want to get the person’s personality across. But if that person is having a bad morning they make take a bad video, which is not a fair reflection of who they are and what they\u2019re capable of.<\/p>\n
\u201cPersonally, I like a dual approach: a CV and a video link or voice recording of the individual talking through their achievements. That really brings it to life, and almost removes the first-round introductory interview. I think that\u2019s where the world is headed in terms of application processes.\u201d<\/p>\n
As the number of applications for each role soars at an unstoppable rate, companies are having to do more to whittle down their potential candidates. With a record 49,502 applications received for just 2,285 positions in the summer of 2017, accounting giant PwC is one such company. PwC has replaced the pre-screening step of its selection process with pre-recorded video interviews, on the basis of the speed and ease with which an applicant can complete it at a time and location convenient to them, while offering a better representation of a candidate than a written cover letter.<\/p>\n
So, does this spell the decline and, eventually, disappearance of the CV?<\/p>\n
\u201cI would say 80% of our customers still want to see CVs, especially in corporate companies and for senior roles,\u201d counters Whiting. \u201cI think CVs are the best way of communicating your key achievements succinctly \u2013 in fact, I cannot think of a better method. When you talk about them in a video, or across the table, the interviewer has to listen very actively in order to absorb everything.<\/p>\n
\u201cA CV remains objective and facts-led. They enable line mangers to read someone\u2019s profile and get an objective view of who they are, what they\u2019ve done and what they\u2019ve achieved. I still think it’s the best way to get that across.\u201d<\/p>\n
With constant changes in what line managers value most when hiring, the answer could be that the CV is not dead, but simply evolving. As the market moves on, so too will the format of a typical CV.<\/p>\n
Whiting summarises the shift in CV formats over the past three years: \u201cThe CV is much punchier now \u2013 one or two pages. Managers don’t have the time to go through a large quantity of CVs, especially in fast growth companies.\u201d<\/p>\n
While hiring managers\u2019 eyes used to go straight to degrees or qualifications, many sectors now take a different approach. \u201cIt’s all achievement-led now,\u201d explains Whiting. \u201cIt used to be technical details at the top of the CV, now we get straight into what they\u2019ve learned in their current job \u2013 that\u2019s what line managers are interested in.\u201d<\/p>\n
Beyond what this means for candidates, this CV makeover can also bring repercussions for recruiters. \u201cThe skill of the recruiter has changed \u2013 it\u2019s now our job to bring the CV to life,\u201d says Whiting. \u201cWe\u2019re talking customers through candidate profiles before they see the CV. Sometimes they even cut out the CV stage and ask us to just get them booked straight into interview.\u201d<\/p>\n
With all this in mind, what do the next few years have in store for the CV?<\/p>\n
\u201cIn the short term, I think it would be rash to say the CV’s dead,\u201d concludes Whiting. \u201cHowever, I do think there’ll be a shift to more digital profiles. Currently, though, I still think there\u2019s a place in the market for well-written CVs.\u201d<\/p>\n
So, at least for the foreseeable future, it might not be time to ditch your pen and paper just yet.<\/p>\n
This article was written and published in collaboration with digital agency Goldsand Digital.<\/p>\n
Ollie Whiting, Director of Permanent and Regional Recruitment at La Fosse Associates, has more than ten years\u2019 experience in the IT, Digital and Change recruitment markets, and heads up teams across London and the UK regions.<\/p>\n