The Ditch the CV concept originates from one key idea – that the way to conduct business is fundamentally changing and the only way for companies to remain competitive and successful is to better understand the true value of their biggest asset – their people.  By rethinking their people management strategy, organisations take into account each individual’s unique contribution and value to the organisation, identifying the roles that play to their strengths and provide any additional support they may need to perform to their highest level.  Because if they succeed, the organisation succeeds.

If you could start from scratch, redesigning the way that people are brought into your organisation, and how you manage them once they are there, you have an extraordinary opportunity to rewrite the employer/employee relationship and the psychological contract that begins even before a candidate applies to your organisation.  You can revolutionise the way you manage your people, creating a highly motivated and engaged workforce who are as committed to the success of the organisation as you are, and become a hugely attractive employer of choice to others looking for greater job fulfilment and satisfaction.

One of the key ways you begin to treat people as your most valuable asset is in the way you find and recruit them – by ditching the CV as the selection tool of choice.

The traditional approach of having an organisational hierarchy, with clearly defined and structured teams and individual job roles, is no longer able to facilitate the flexibility and adaptability required to respond to the rapid rate of change within industry sectors.  Furthermore, the idea of a person fitting a role rather than the role fitting the person has caused employee engagement issues that we currently see within organisations – lack of morale, low motivation to achieve, low levels of connection to leadership strategies or vision, ultimately a reduced level of loyalty to the organisation. 

The pull towards this structured approach is strong because it seems to show an organised and efficient way of finding people to work in your business – you have a vacancy, and you need an exact (or very close) replacement to it in order for the structure to continue to operate.   The CV provides the checklist of skills, qualification and experience that tells you immediately if that person can do the job, and the interview process provides the remaining information over whether they are a good fit for the team and organisation as a whole.

This process only works if you are happy to have exactly what you have always had – but this leads to stagnation of the workforce (the same people doing the same jobs over and over for different companies), blocking out new diverse talent because it works on the premise that you have to have done the job to do the job again.  It also provides little true information over the person’s future potential – if they have never been challenged or stretched then they may not even know what they are capable of.   Interpreting what is written on a CV therefore can make it difficult to know for sure that they are the right person, so you add additional selection steps – multiple interviews, assessment centres, tests – all because you know one thing for sure – the CV doesn’t tell you everything you need to know to make a good choice and could in fact be leading you down entirely the wrong path for the person who can keep your company moving forward.

The ideal scenario is that organisations stop using the CV as their primary selection method and instead explore the other alternatives, including customisable application forms, a personal profile that includes a breadth of information about the candidate that is not necessarily connected to experience of the role, or refining the use of psychometric and organometric tests to find those who will make the greatest impact due to their attitude and approach to contributing to the success of the organisation.

I realise that for many organisations, this feels a step or two too far away from what they do now.  There are also some jobs where the qualifications and level of experience may be very relevant (for example, where there is specialist knowledge or professional expertise required).  I therefore work with organisations to provide a fully customised solution taking into account what they want to achieve and how much radical change they are comfortable making – the most important thing for us is that the organisation shows a desire to provide a better experience for their people.  Whether it is helping you work through what changes you want to implement, implementing the changes on your behalf or supporting your own people to make the changes through training and coaching, I am committed to making sure that your organisation can Ditch the CV with confidence.