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According to Inc, 85% of applicants lie on their resume. With facts like that floating around, it’s surprising that nearly every employer out there still relies on a CV to figure out which applicants are best fitted to a position.

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In recent years the recruitment process has transformed as a result of technological advances. As a result, the CV is no longer the only mechanism used to apply for jobs. Consequently, candidates now need a range of alternative platforms that provide the opportunity to showcase ability.

Large organisations are adapting

Ernst & Young, recently became one of the latest large organisations to stop assessing candidates based on their CVs, since this method is struggling to remain relevant in today’s job market.

We now have far better, more advanced ways of getting recruitment right using:

• technology,
• tools,
• bots,
• AI and
• social networking sites like LinkedIn.

Within recruitment different tools and  levels of expertise are required at different points of the process.

Getting the right partners is essential to recruitment success

High staff tunover is now seen to be a weakness that also affects reputation, morale, culture and many other areas of a business. Coupled with the fact that new employees require  a massive resource investment, recruitment must be effective and efficient to justify the investment.

Approaching recruitment with a long-term view that enables employees to make a valid contribution to business success is key. This takes time and commitment, but once implemented will most certainly compliment and align with business growth.

Organisations now require access to partners and resources that help them get the right talent, and keep them for the long-term. They have slowly come to realise the value of employee staying long-term, as this allows them to reach their full potential, and make a valid contrition to the business.

Allow candidates to demonstrate their true potential

Any format in which a company receives an applicant’s professional information means very little unless that applicant can truly demonstrate the value they can offer. Ultimately, it’s how the candidiate displays these values that decides whether or not they should get the job.

An employer you can provide candidates with the opportunity to demonstrate their true value by:

1. In-house assessments – a popular route that demands a lot of of resources by way of time and costs
2. Partner with a specialist recruiter that truly matches candidates to jobs and organisations
3. Assessment days, supported by proven scientific methods and tools to assess each candidate in a timely manner

If you’d like to invest in employees for the long-term to benefit the growth of your organisation get smart, find alternative cost-efficient ways to recruit those talented future stars.

Find out more with our latest Whitepaper: Why you shouldn’t recruit off the back of a CV

Raw Talent structure recruitment around abilities, behaviors and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. And, match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool to establish a candidates’ motivations, desires and levels of commitment.

Raw Talent Academy – showcasing ability, nurturing success

Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.

If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com

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The traditional CV approach hasn’t moved in line with the current needs of recruitment. Is it still a valid approach?

Here we look at some of the main downsides/shortfalls of the CV. We then go on to justify and draw conclusions as to why alternative approaches should be adapted for successful talent recruitment. 

 1. Firstly, the CV creates a subconscious bias

Studies in the US have reached some worrying conclusions on how the traditional CV and covering letter are assessed subconsciously.

A person’s name, gender, places of education and where they are from/live can influence their chances of success. As humans we naturally stereotype, which works against the CV approach to candidate selection. It’s worth noting that you could  be ruling out  some candidates for the wrong reasons, missing out on the possible opportunity of finding the right person for the role.

2. Stereotyping causes unconscious discrimination

Again, stereotyping can cause us to lose sight of developing an understanding of an individual’s attitude, behaviors or abilities. As a consequence of this we maybe selecting the wrong people for the wrong reasons. It’s therefore important to find out about the ‘real’ person, to make an informed decision that works towards hiring talent sucessfuly. The best outcome for a recruiter is to get the right candidate that grows and develops with a business, and contributes towards overall growth as well as the development of others.

3. CVs are inefficient and time-consuming

Picking out a shortlist of candidates from an enormous pile of CVs is tricky, laborious and time-consuming. Plus, who knows how many of the CVs are a true reflection of the individual?

4. A CV doesn’t guarantee that you will find what you are looking for

CVs display the same information – exam results, where the candidate went to school or university, and where they used to work. They’re therefore unlikely to provide a true feel for how much the role is right for an individual.

A CV won’t tell you how customer orientated a candidate is, what drives them, if  they have the right attitude, can work in a team, or if they’re open to developing. They don’t cover those all-important soft-skills, vital for employers in making sure they are investing in the right candidate.

Attributes like problem solving, abstract thinking and motivatiosn are difficult to quantify or prove with a CV, we suggest finding alternative ways to discover what an individual’s attributes are.

5. CVs aren’t always accurate

One of the main issues with the CV is that you cannot get a sense of the candidate’s personality. The problem with shortlisting candidates based on their CV alone could result in you missing out on someone that is a far better cultural fit for the role.

A further problem with CVs is the fact that they are often unverified, they can be exaggerated and may even have been written by someone else. Around 1/3 jobseekers have discrepancies on their CV. To overcome such shortfalls we recommend having a conversation with each candidate to check/validate claims, that way you will be shortlisting the right candidates.

6. CVs don’t show potential

Unfortunately, CVs don’t provide an indication of the true potential held by a candidate. They show where people have worked and what they’ve studied. They are not a reliable predictor of future performance. Again a conversation with the candidiate, followed by an assessment will indicate what potential lies within.

Matching a CV to a job description is about as good as hiring with a blindfold and a dartboard. Talent is situational. You want to know what someone can do for you over the next 5 years, not what they’ve done in the past. It’s about the ‘real’ individual. 

To find out more on hiring talent in the right ways with a ‘real’ approach, request a copy of Raw Talent’s latest Whitepaper:

Why you shouldn’t recruit off the back of a CV

Raw Talent structure recruitment around abilities, behaviors and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. And, match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool to establish a candidates’ motivations, desires and levels of commitment.

Raw Talent Academy – showcasing ability, nurturing success

Raw Talent are passionate about challenging the norms of recruitment and do not use CVs. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.

If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com

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As the  Harvard Business School so succinctly put it, when it comes to recruiting new talent best practice is to ‘Hire for attitude, and train for skill.’ Assuming this to be true, recruitment must include a robust way to source and assess candidates with the best attitude, using proven techniques.

Different industries, such as IT, Finance and Media use different recruitment methods. Individual candidates prefer certain types of recruitment formats – test, presentation, face to face etc. What we do know is that candidates need the ideal opportunity to showcase their strengths, attitude and behaviours. And, employers want to match a candidate against their business skill set, culture and future requirements.

Raw Talent are passionate about looking at the make-up of an individual. As a rule we don’t ask for or look at any CVs. Instead, we get to know people, we talk to them. We also make use of our purpose-built assessment tool – SiD – to gain a 360⁰ detailed overview of each individual candidate to achieve 100% employer suitability.

SiD – Select, Identify, Develop

SiD is unique, effective and efficient in assessing a candidate’s abilities, behaviours and ultimately competencies. It also:

• scores candidates to provide automated detailed feedback
• it’s intuitive and fully adaptable towards the needs of the employer, their culture, their ‘right type’ of people
• the outcome – a complete assessment of the individual, within minutes, to show if they should be hired
• added benefit – individual development plans for every assessed candidate.

Leave nothing to chance when it comes to recruitment

The important thing is to leave nothing to chance. Remain focused on the skills, knowledge and behaviours required to do the job for which the candidate is applying.

By approaching recruitment in a scientific way, the right outcomes can be achieved to create a predictable operating model that isn’t dependent upon hiring high-risk, high-cost individuals.

Approach recruitment in a scientific way

Hiring new candidates’ year after year because they don’t stay long-term? Invest the right time and solutions up front to ensure you get the right candidates, that stay for the long-haul. A sound business investment!

Seeking the right candidates on behalf of our partners is a priority for Raw Talent.

If you’d like to invest in employees for the long-term and provide them with the opportunity to contribute towards organisational growth, get smart, find alternative cost-efficient ways to hire those future stars. Read our latest Whitepaper:

Why you shouldn’t recruit off the back of a CV

Raw Talent structure recruitment around abilities, behaviours and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. We match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool whereby candidates’ motivations, desires and levels of commitment are all established.

Raw Talent Academy – showcasing ability, nurturing success

Raw Talent are passionate about challenging the norms of recruitment with the strong held belief that hiring off the back of a CV is wrong. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.

If you’d like an initial discussion about partnering with us please call: 01753 910 383 or email: info@rawtalentacademy.com

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It’s thought Leonardo da Vinci penned the first known professional resume back in 1482. He listed his skills, experience and ideas for invention. Since then, the CV has changed, spread rapidly and developed into a primary recruitment tool with the main focus being to secure an interview.

CVs were very useful when you only got around 20 applicants. In today’s technologically advanced world where online job applications have dramatically increased the volume of candidates.

You’ve got to ask yourself, is it still the right mechanism to be using?

The CV does not guarantee a successful hire

Hiring off the back of a great CV does not guarantee a successful hire. Anyone can have a great CV, it doesn’t mean they can do the job how it needs to be done.

Also, many employers continue to fix talent shortfalls by poaching ‘experienced’ and costly people from their competitors. This doesn’t guarantee a successful return on investment.

Due to the high number of job applications today, and the fact that CV’s and poaching competitor talent provide no guarantee for a successful hire, organisations must recruit, develop and retain talent in different ways. One example of this is that by ING.

Organisations need to recruit, develop and retain talent in different ways

Arkadi Kuhlmann, founder and CEO of ING Direct USA, has recruited thousands of employees to his organisation. He’s made a point of not looking to his competitors as a source of talent and says:

“If you want to renew and re-energise an industry, don’t hire people from that industry. You’ve got to untrain them and then retrain them. I’d rather hire a jazz musician, a dancer, or a captain in the Israeli army. They can learn about banking. It’s much harder for bankers to unlearn their bad habits.”

As Kuhlmann and others have demonstrated, employing inexperienced ‘raw’ individuals, and investing in them through ongoing learning and development can deliver exceptional results that encourage loyalty and long-term commitment. All of which cannot be determined by a piece of paper (or CV)!

What could you do differently to maximise resources and get the best people onboard?

To hire smart request a copy of Raw Talent’s latest Whitepaper: Why you shouldn’t recruit off the back of a CV 

Raw Talent structure recruitment around abilities, behaviours and competencies. We are truly passionate about getting recruitment right for organisations to get their future champions. We match the right people to our partners’ profiles through a rigorous assessment of the widest possible talent pool whereby candidates’ motivations, desires and levels of commitment are all established.

Raw Talent Academy – showcasing ability, nurturing success

Raw Talent are passionate about challenging the norms of recruitment with the strong held belief that hiring off the back of a CV is wrong. We assess candidates on their ability, behavior and competencies for the best fit and investment for our partners.

If you’d like an initial discussion about partnering with us please call 01753 910 383 or email info@rawtalentacademy.com

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