Catching up on Twitter yesterday, a tweet by Matt Alder
caught my eye. Called 'Resumes are Old School, Use SlideShare & Twitter to Get Hired' Matt was referring to the story of Laura Gainor, PR and Media Strategist at Comet Branding who used Twitter and Slideshare to secure her current role. He blogged about it here.
Given we are currently in navel gazing mode, it made me think long and hard about the validity of CV's in this age of social media. Like job descriptions, CV's seem to have been around since we first discovered fire and not only are they feeling pretty tired as a format, they are also responsible for a significant amount of the chronic waste and inefficiency within the recruitment supply chain.
It seems that, over the years, we have taken this decades-old format and built systems and processes around it rather than re invent the CV itself. Thinking about our business, a huge proportion of our cost base is built around the management, processing and storing of the CV's, particularly when you take into account the fact the amount of time consultants and administrators spend 'eyeballing' each CV.
It's made worse by the fact that, at the time of processing, many of these CV's are either irrelevant or not appropriate for the role(s) at hand and many are being 'handled' at least twice. Sometimes more for serial applicants.
We do have systems that manage this for us of course - we are not doing this manually! But with the best will, and system, in the world, with 4000+ CV's to process a month, it bothers me that we ultimately get so little from so much. Even the slickest systems still result in the consultant reviewing a CV, albeit on the screen.
In these web driven times, I feel we have welcomed the shift to online with open arms without thinking seriously how we can streamline things first. In fact, its a classic business process re-engineering mistake - Automating before simplifying.
Of course, to 're invent' the CV or move to online profiles like Linkedin, would present significant problems for recruiters whose existing technology and processes are designed to handle, download or store a CV's. A candidate obviously cant 'send' you his/her LinkedIn profile in a format that you can 'save' or store like you do a word document. Well, not quite anyway. But just because there is currently a technical and process barrier to moving away from the CV, it doesn't mean that we shouldn't. Moving away from the CV might just also force a rethink and redesign in the whole recruitment system/ATS sector, which lets face it, would not be a bad thing.
Me? Well I'm not likely to be looking for a job anytime soon (hopefully!), but i have decided my CV is going to stay where it is - on my hard drive somewhere, never to be seen again. I have my linked in profile and happy with that. Its also a lot easier to keep up to date. Is it really such a big step for someone to use that instead of my CV? I think not.