The CV is one of the cornerstones of modern recruiting. The first interaction you have with any candidate is almost always reading their CV. Yet however useful they are, CVs can't tell you everything about a candidate and they have their shortcomings. Here's what employers looking to hire need to know about the limitations of CVs.
CVs only contain the highlights
Because CVs are written by the people they're talking about, they're only ever going to contain positive information about that person. Nobody is going to write about their character faults, their weaknesses or their failures in past positions.
In other words, a CV is not an unbiased representation of the person they're about. But even if a CV doesn't contain outright falsehoods, the very fact that only good things will be listed means you're never going to get a full picture of a candidate from it alone. A CV can mislead you, for example, into thinking a candidate will be compatible with the role you're hiring for just because they have experience – but this isn't always the case.
Instead of relying too much on a CV, assess candidates for the things a resume doesn't tell you early in the process. You could conduct preliminary video interviews, ask them to show you a portfolio of their work or even get them to do a task they would have to do in the role to see if they're capable.
CVs can cause screening errors
When you use CVs as a screening tool, you need to be extremely careful about the criteria you use. There's a very real risk that you can cut people out of the running who would have been perfect, just because they didn't have the right thing on their CV. Of course, if your organisation receives hundreds of applications for an advertised position, you need to do something to whittle down the field, but it's important you do so thoughtfully.
Think about the attributes that are critical to the role – maybe being an effective communicator or having in-depth technical knowledge – and develop a way of assessing candidates for these skills, because their CV alone won't be able to tell you everything you need to know.
Technological solutions can assess a candidate's suitability better
The CV's role in recruitment decisions is further diminished when you consider that, in some ways, its usefulness has been superseded by other recruiting tools. For example, Monash Talent utilises online games that measure a candidate's key skills and personality traits. Instead of relying on self-reported skills like in a CV, employers can pick and choose the skills they deem most important, and then find someone who exhibits them as evidenced by their performance in the games. A similar thing can be done with CVs, of course, but the process is nowhere near as accurate nor in-depth.
The days of the CV being the ultimate tool for making recruitment decisions is over. With Monash Talent, you can take advantage of our role matching technology to find a candidate that fits your requirements exactly. To learn more, contact us today.