As this week comes to a close and after celebrating achieving a Diploma in Corporate Coaching and becoming a Fellow of the CIPD (Chartered Institute of Personnel & Development), I came across an article from People Management magazine which is produced by the CIPD regarding the final days of the dreaded CV.
CVs or Curriculum Vitae / Resumes I believe are a dreaded part of the process when going for promotion, or looking for a new role as all of a sudden we have to spend time collating our skills, experience and qualifications to make sure that we can be assessed by a piece of paper.
As an HR Practitioner, I have always said that a CV is worth its weight on paper, whilst it's great to see someone’s achievements, interests and their career journey that’s all it tells me. It doesn’t tell me about who they are, what skills they have and how they can flex their style to be adaptable to meet the needs of the role, their team or the business.
The other challenges I am always aware of with CVs are that:
So what is the answer?
To me the answer is straightforward however, the concept of ‘doing’ can be more complex. It is about skill-based assessments and questions. The interview or assessment should be focussed on what is required for the role and the practicalities rather than a piece of paper and a 30-minute conversation to see if ‘you like them’ or if they are a 'good fit'. After all do we not tend to add in unconscious bias in these situations, where we like people who are like us?
Forbes Leadership identified that by 2026 businesses will be hiring candidates based on the below additional skills:
As the world of work drives further flexibility and adaptability businesses need to ensure they are hiring the right talent for the right reasons. By skills-based assessments, you are also driving inclusivity further within the business. Consider a candidate who is going to be a tradesperson, you need to see their skill rather than them providing a technical insight into a kit or talking through the repairing of equipment, that they might have just read or watched on the internet.
The concept of the ‘doing’ I consider to be more complex purely because you need to find time to review what it is you are looking for in their skill and how you will be able to assess it. You need to continue to ensure that you are being fair and offering reasonable adjustments where possible but it could be simple assessments such as:
By doing this, you may be able to get an insight into their customer service skills, their actual skill and the level of knowledge they have. All of this will then enable you to decide whether they are the right person for the role and therefore will have a positive impact on your business.
My ask is that you take time out to consider your interview process, how you feel about CVs and whether you need to adapt your processes. The suggestion is that this is done before the next time you need to hire, the reason for this is so that it doesn’t delay your recruitment time and cause an impact on your business.
If you need support with this then of course, please contact Be You.
We are here to empower success through people solutions.
Chartered Fellow CIPD