{"id":550,"date":"2018-03-05T10:38:28","date_gmt":"2018-03-05T10:38:28","guid":{"rendered":"http:\/\/blogs.kent.ac.uk\/aspirations\/?page_id=550"},"modified":"2022-12-14T16:14:17","modified_gmt":"2022-12-14T16:14:17","slug":"do-you-need-a-cv-to-get-your-next-job","status":"publish","type":"page","link":"https:\/\/blogs.kent.ac.uk\/aspirations\/job-hunt\/job-hunting\/do-you-need-a-cv-to-get-your-next-job\/","title":{"rendered":"Do you need a CV to get your next job?"},"content":{"rendered":"
More recruiters have stopped assessing candidates on their CVs \u2013 so how necessary are curricula vitae for jobseekers?Many large recruiters prefer online applications to CVs.\u00a0 Can you really fit your career onto two sides of paper? Ernst & Young doesn\u2019t think so, recently becoming the latest large organisation to stop assessing candidates based on CVs. And they are not alone.<\/p>\n

With new technology, online applications and networking websites like LinkedIn, CVs are struggling to remain relevant in today\u2019s job market. So, with all these new recruitment tools popping up, is the CV in danger of extinction?<\/p>\n

CVs aren\u2019t always accurate<\/strong>
\nOne of the main issues with traditional CVs is that it\u2019s difficult for employers to get a sense of a candidate\u2019s personality. If recruiters are shortlisting candidates based on their CV alone, they might be missing out on someone who is a better cultural fit for the role.<\/p>\n

Another problem is that CVs are often unverified, and can be exaggerated. Around a third of jobseekers embellish qualifications to land a role. And without checking people\u2019s claims, selecting those with the best CV might not result in the best candidate for the job.<\/p>\n

Times are changing<\/strong>
\nLinkedIn addresses the issue of verifiability by allowing users to include references on their profile, backing up their claims. As a result some companies are allowing applicants to submit their LinkedIn profile in lieu of a CV.<\/p>\n

But there is a legal aspect to consider with social media. While LinkedIn profiles can convey a better idea of the candidate\u2019s personality and the type of work environment they are suited to, making a hiring decision based on someone\u2019s social media accounts could lead to greater discrimination.<\/p>\n

There are a number of new ways candidates now apply for jobs \u2013 such as video CVs, websites, and on Twitter. Online job applications are also popular \u2013 especially among large companies. These often involve online tests, which allow employers to test the skills needed. The downside is that these applications can be time-consuming and may put applicants off applying.<\/p>\n

The perfect … application form<\/strong>
\nThe recruitment process has been transformed by technological advances over the last 10 years and this is only going to continue. While the CV is no longer the only way to apply for jobs, it is still usually necessary for the first stage of applicants. The majority of job websites request candidates upload a CV and cover letter as standard, and this seems unlikely to change anytime soon.<\/p>\n

CVs are not outdated yet, but are evolving to become a part of a broader and more rigorous recruitment process. Taking on a new starter is expensive, meaning companies are investing in more resources to ensure they make the right decision.<\/p>\n

New technology is also allowing job candidates to display their skills in more creative and engaging ways \u2013 but this is usually in addition to a CV. Any format in which a company receives an applicant\u2019s professional information means little unless they can truly demonstrate their value to that organisation. Ultimately, it\u2019s how convincingly you display this value \u2013 whether by CV or online applications \u2013 which will decide whether or not you get the job.<\/p>\n<\/header>\n

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*Source taken from www.theguardian.com
\nSteve Girdler, Managing director for HireRight<\/p>\n<\/div>\n