READY TO DITCH THE CV?
No-one likes writing their CV - if we are happy in a job, we don't think of keeping it up to date and by the time we want to refresh it, we have done so much that we can't always remember everything we have done.
Interviewers don't really like reading CVs, either not trusting the information in there, or not sure how to interpret it to see suitability.
And with the availability of professional CV writing services steadily increasing, it is near impossible to gauge the person behind the document.
But replacing CVs feels hard and disrupts the entire recruitment process:
Candidates will ask:
Businesses will ask:
How do I show my career history?
How do I explain my experience, skills and abilities?
How do I show my qualifications?
I know the rules of applying at the moment, why would I want a different application process per role?
How would I continue to compare roles for the best fit for me if each one is described differently?
How do I show the best of me?
How do I find the right people for my open roles?
Do I even have the right open roles?
How do I interview people without having their career history in front of me?
What would I base my candidate selection on?
How do know how to ensure the right level of performance?
How would I know how much to pay them?
Do I need to rethink how my teams work?
Do I need to rethink my whole organisation structure?
Any one of these questions feels too much of a challenge. That's why I have done the thinking for you. I have thought of changing everything and changing nothing, and all that sits in between. Even if you don't feel ready for a complete overhaul, I can help you change just one hire, just one team, just one part of the recruiting process, to prove the effectiveness of a new approach.
The consequences of not trying a different way are becoming more and more critical:
Increasing difficulty for young people to enter industries, falling foul of the "need to have done the job to get the job" mentality of many organisations.
A growing skills gap that we cannot fill if we use the same cross-section of 'experienced' hires.
A need for innovation within organisations that cannot be effectively found in those who maintain the status quo.
An economy that is affected by disruptors to all industries, whose focus is to deliberately do things differently, and who are small and agile enough to accomplish it.
Organisations are an integral part of people's lives, taking up most of their time and energy. They have a responsibility to focus on their people's wellbeing, to encourage employee engagement because they want their people to be part of the future of the company, because we all perform better when we have commitment, loyalty and a sense of belonging to the vision the organisation holds. And evidence shows that treating people as people and not 'resources' can fundamentally change the organisation's bottom line.