Do we really need a CV to hire?

As the market continues to remain competitive for talent and technology like Linked In allows us to see a persons career history, potential mutual connections and even endorsements the question remains- do we really need a CV?

We are seeing an increase in companies wanting to market map for the best talent in their industry and move to interview and hire without a resume.

Interviewing without a resume when you are approaching a passive job seeker signifies a real investment and interest in them personally.

Rather than relying on a piece of paper to tell a story you are giving them the opportunity to build rapport and tell you more about their leadership approach and technical aptitude which can also be determined in skills assessments.

Here's three advantages we've seen companies leverage when hiring on reputation rather than resume.

1- It's about them.

They take the time to understand a persons career motivators and what it will take them to move roles and they can adjust and adapt the role accordingly.

Rather than focusing on purely previous skills and experience they are able to have the interview adopt a forward thinking approach and then they can much more easily convert interviews to offers as they understand what the person is looking for in the next role.

2- Less competition.

If other companies require a resume that's less offers the person will have on the table and then secondly they are less likely to be looking at job boards and assessing the market more broadly.

In essence, you have a captive audience to build a compelling offer.

3- It demonstrates trust.

You've approached them or asked someone to approach them for a reason. If they are applying this is an opportunity for them to level up their linked in profile and showcase any recommendations while you benefit from seeing if you have mutual connections who may be aware of their previous performance.

I've heard of companies using innovative solutions such as asking a quick video to be prepared prior to interview to weed out those who aren't serious about the role or doing technical assessments straight up after first interview to be able to benchmark where a person is sitting in terms of their knowledge too.

If we want the best people in our business it's about making hiring your competitive advantage and questioning at each stage of the process.

How can we stand out?

Does this really add value?

Will this help me find my ideal fit for the role?

Stay tuned for our next newsletter on whether we really need reference checks too.

PS - Whenever you're ready, here are three ways we can help you with your business:

1. If you want inspiration to overcome adversity, create opportunity, and accelerate your career, listen to the?Building Doors podcast.

2. If you want to work with someone as truly invested in your career as you are then reach out to work with me and our team at Karan & Co.

3. If you want to hire the right people and grow your business with confidence, work with me and our team at Karan & Co.