Guest post by Bill Boorman
There’s a lot of talk about the CV being dead. Dead as a document. Dead, and of no use to anyone, not fit for purpose. Jobsite’s Community manager Mervyn Dinnen is going to be leading a track on the topic. For me though, it doesn’t matter how much you tweet it, blog it, or shout it. The CV is just not dead.
The basis of the argument of the dead or deceased camp, as far as I can see, is based on the process of submitting CVs for jobs and the way in which people apply for jobs and are selected for interview. There is a fair argument that a CV is out of date the day it is written, but can’t the same be said of a LinkedIn or similar social profile? The difference perhaps between a profile and a CV in my opinion is that CV’s are mostly written to apply for a particular job. This means that the CV is tailored to the role that means that the document is not as comprehensive as it could be when it comes to applying for other jobs.
The normal route for applying for a job is submitting a CV either in to an A.T.S. or for a recruiter to review. The review usually matches the information on the CV with the requirements of the job, and decisions are made over whom to interview. The argument against the CV in this process is that it is too subjective to recruiter opinion. Is too easy to include inaccurate or dishonest information, and this leads to poor hiring decisions. It’s often said that because of the importance placed on what is essentially a sales document, the best people get rejected before they even get to interview.
There are moves afoot in the UK to outlaw names and pictures from the document for reasons of discrimination. It’s not just job information that leads to assumptions. The proposers of this change believe that the CV needs to be neutralised and anonymous, so that decisions must be made on experience, qualifications and skills, and not for any other reason.
Given these considerations, it’s easy to see why the “kill the CV camp take the position that they do, and up to this point I’m in agreement. Applying for jobs with social profiles bring the application in to real time, leads to greater consistency in format and content, and makes comparisons much easier. So far so good for the “nay” sayers. Here are my reservations though:
Looking at the stats for the UK, there are 8,513,253 LinkedIn profiles that list the UK as their location. That’s only 16.5% of the on-line population, and 13% of the total population. There are a number of people who need to apply for jobs that don’t have an on-line profile make the CV the overwhelming choice. On-line profiles are not yet the solution.
Equally, you will struggle to find many hiring managers who do not use the CV to interview from. I would guess that it would be at least 95%. While there might be an argument to look at the CV in the application process, are we ready yet to change the whole interview process? Bottom line in the argument is that the CV is as much an interview document as it is a selection document, and it is for this reason that it is far from dead,
Case closed. The CV is alive, well and thriving.