Is the CV dead?

The need to submit a CV as part of the recruitment process became popular in the 1950’s and since then, it has remained relatively unchanged (except from a paper copy turning into a digital version).

Despite their popularity, it is considered that hiring off a CV alone is an outdated notion and in fact, it should be used as part of a broader and more rigorous recruitment process.

There are 4 key reasons as to why and we detail what that means for jobseekers.

CVs only tell half the story

CVs are constrictive, one dimensional and they only paint a picture of what the candidate wants a hiring manager to see.

What this means for jobseekers:

If a CV alone isn’t a good indication of whether you’d be a good fit for the role, hiring managers could use a range of methods to screen you during the recruitment process.

This isn’t a reason to put less effort into your CV but it means that you should be aware that other factors could be at play.

Hiring managers are searching for a good cultural fit

It goes without saying that for certain roles, there will be a criteria which needs to be met in the skills and experience department.

However, it has become increasingly important for hiring managers to find employees whose vision, goals and beliefs align with their unique company culture.

If an employee is a good cultural fit for the business, they are more likely to enjoy their work, be more productive and they will be less likely to search for alternative employment.

What this means for jobseekers:

Before applying for jobs, you should research the company culture to see if it matches up with your thoughts and beliefs. If it doesn’t, perhaps this isn’t the job for you.

If it does, tailor your CV to demonstrate that you would be a good cultural fit. For example, if a business is passionate about sustainability, you could highlight sustainable projects which you are currently involved in or suggest an initiative which the company could get involved in.

Education is not as sought after as it used to be

Qualifications used to be a big part of the CV and it could influence the hiring manager on who would progress to the interview stage.

However, hiring managers have become wise to the fact that hiring on the basis of qualifications alone doesn’t necessarily mean you’re getting the right person for the job. There’s an old saying that you ‘hire for attitude and train for skill.’

What this means for jobseekers:

This is great news for jobseekers who have poor or no academic qualifications. Most hiring managers would much prefer a candidate who has the right attitude and who is willing to learn ‘on the job’ than someone who has a University degree but their heart isn’t in the job.

There are better ways to screen candidates

With Facebook at 2.6 billion monthly users, Instagram at a billion monthly users and LinkedIn at over 740 million users, the majority of jobseekers have left a digital footprint across at least one social media channel.

There are countless studies which indicate that the majority of hiring managers will research your online presence during the recruitment process and furthermore, the content which they find will influence their decision and opinion of you.

What this means for jobseekers:

It’s crucial that you spring clean your social media channels before applying for jobs to make sure that a hiring manager doesn’t find anything which will paint you in a bad light.

It might also be an idea to look at the privacy settings of your social media channels to restrict what content can be viewed.

Who is Spencer Clarke Group? 

Since 2017, we've been changing the face of recruitment. From our employees, to the way we do business, to the culture within our office, we're determined to make a difference and create a positive impact on everyone around us.

Recruitment to us isn't just about matching candidates and clients; we’re passionate about finding candidates the perfect job which has the ability to boost their salary and standard of living, better their work life balance and improve their mental health. 

Similarly, we understand the impact which an experienced and skilled employee can make to a business and we love seeing clients thrive through the hard work of candidates which we have placed with them. 

We operate in two sectors:

Private Sector

Public Sector 

In eleven specialisms:

Accountancy & Finance

Education & SEND

Construction, Trades & Labour

Healthcare, Social Care & Nursing

Housing

Corporate Functions & Business Support

HR & Workforce Development

IT & Digital

Property & Asset Management  

Planning, Development & Regeneration 

Highways, Infrastructure & Engineering

If you’re searching for a new role, why not visit our job page to take a look at the latest opportunities? Alternatively, upload your CV and one of our experienced consultants will contact you when a relevant opportunity becomes available. 

If you’re struggling to fill a role, why don’t you give us a call on 01772 954200 to see how we can help? One of our consultants will be happy to listen to the challenges which you are facing and advise on the best possible solution for you.