Although most candidate CV's or resumes are known to be rigid, dull and boring, so many companies still base their recruitment decisions on them. If you are doing this, how many potential superstars are you rejecting from your Talent Pipeline. This applies as much at Leadership level as it does at the more junior levels.
As an Executive Search Consultancy we receive a lot of speculative CV's from Senior level candidates hoping we are working on an outstanding role relevant to them. The truth is that without meeting them or viewing some engaging piece of video, it is very hard to really understand the magic they can bring to our clients.
So that said, how brave is the world of recruitment to put paper CV's in the bin and find socially enaging ways to drill down and really understand candidate behaviour, personality and future potential?
But exceptional companies don’t make themselves -- they require exceptional employees. And the classic way of sorting prospective workers -- via resumes -- makes it extraordinarily difficult for companies to find those standouts. It also makes it difficult for the standouts to find the amazing companies that value them most. The result is a hiring system that rewards mediocrity. On paper, the clock-in-clock-out type looks as good as the standout. The two employees may have the same experience, the same job title and perhaps the same job responsibilities. The resume hides the passion you bring to your job, the creativity you bring to problems, your can-do attitude and your ability to execute under pressure. Resumes are great at one thing -- framing you as a replaceable cog in the machine.