CV's are broken, and there is a new model for assessing talent.

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.

Why?

As the old saying goes, “The proof is in the pudding.” Beyond being inaccurate and, often, blatantly untruthful, traditional CVs also have other downsides, like the fact that they lead to hiring bias.

By nature, most hiring managers look for language similar to their own. That leads to them favouring candidates with a similar background to them who use the same keywords they would have chosen if they were applying for the position.

Not only does that cause ethical hiring issues, but it can also cause problems in the workplace due to a non-diversified workforce that isn’t able to bring as broad a skill set, experience, or knowledge base to the table.

In turn, the company’s success suffers, and the perfect applicants are sometimes wrongfully turned down for the role. Meanwhile, applicants who stood out thanks to familiar or falsified resumes come out on top.

Even if a hiring manager were to achieve the impossible 0% bias that every company wishes they could, with CVs just being words on a piece of paper, it is challenging for any hiring manager to get a real sense of a candidate’s personality. That makes it hard to figure out whether an applicant would be a good fit for the position.

 

“Skills can be taught, but a worker’s attitude is not something that’s easily changed.”

 

Interviews can help reveal key traits and characteristics that enable hiring managers to find the right fit, but ultimately, hiring managers need to shift their focus away from CVs and take on a new approach that relies on more in-depth interactions with each applicant.

Through these interactions, hiring managers will be able to get a better sense of the candidates applying for a given position and who might be the right fit.

So, what should replace CVs in modern work culture?

Use An “Audition” Day Instead
Filmmakers have known it for decades. Meeting a person and seeing them demonstrate their skills is an essential part of choosing the right candidate for a role. Similarly, your workplace should begin doing the same.

While you may not be handing them a script to cold read, by giving your applicants the chance to prove the skills and qualities they wrote about themselves on paper, you’ll get the chance to see how they will really fit into the position you’re offering to them.

However, organising such a day can prove difficult. That’s where Raw Talent comes in.

Raw Talent will set up an Audition Day for your company and invite the best candidates to come and show off their skills and personality. On Audition Day, you will get the chance to assess their performance through bespoke tasks. You’ll also get to utilise the unique competency framework designed by Raw Talent’s professional team.

What Raw Talent Does Different?

The best part about Raw Talent’s process is that it’s incredibly accurate yet very much hands-off for the employer (i.e., you!). That’s because Raw Talent will profile your company and analyse the position in order to find the “ideal candidate” based on their ability, competency, attitude, and personality.

Traditional criteria, like prior experience and education, will be ignored, and here’s why: As we said above, skills can be taught–the attitude is what needs to be ready for your company culture from day one.

With this process, only the best candidates will show up to Audition Day, and you’ll have your pick from the best choices in your candidate pool. Raw Talent will also be able to reach more applicants than your company could on its own because our team draws on an expanded talent pool.

Prior to Audition Day, Raw Talent engages candidates through interviews and discusses with individuals one by one. Not only will we sort through those who are actively seeking a career in your industry, but we will also reach out to passive candidates who we identify that have the attributes to fit your position nicely.

Make Use of Our Specialist Technology

Here at Raw Talent, we assess candidates against key behaviours that directly link to the competencies at your organisation. Everything is tailored to each company, ensuring you can select, identify, and develop the right people for your organisation every time.

We have been in the business for more than five years helping industry-leading enterprises recruit key team members for their company. With our help, you will gain access to the top active and passive candidates and, more importantly, get to see them “audition” for the position first-hand.

With this framework, you’ll be able to make informed decisions about who to hire. Finally, you’ll be able to recruit the team you want on the first try. No more stumbling through “training periods” or having to re-hire multiple times just to fill a position with the correct candidate.

An Audition Day and the overall concept and criteria that Raw Talent brings to the table means that all applicants are pre-screened before they’re even passed on to you. You’ll get to know them on a one-on-one basis and discuss all aspects of their characteristics and your company culture before you ever make a hiring decision.

Save time with Raw Talent’s expert team who will source active and passive candidates for you.

Weed out bad applicants thanks to Raw Talent’s pre-screening. We’ll pick candidates based on key attributes determined through a complete profile of your company’s needs and culture.
See them in action on the Audition Day that Raw Talent Academy will set up for your company so you can focus on hiring the best.

No more first day surprises. Raw Talent Academy will empower you to recruit the right applicants the first time–and it’s all done with less stress, less effort, and no outdated CVs.