The Limitations of Relying on CVs: A Missed Opportunity in Recruitment

As someone with decades of experience across various industries, I have observed a significant flaw in the recruitment process: an overreliance on CVs. While CVs have their place in presenting a candidate's qualifications and experience, they should not be the sole determinant in selecting the best fit for a role. In fact, this practice often results in recruiters overlooking potentially great candidates.

1. Subject Matter Experts Are Not Professional CV Writers

Most professionals, regardless of their field of expertise, are not trained in crafting compelling CVs. They are experts in their respective domains—whether in engineering, health and safety, business management, or any other field—not in marketing themselves on paper. Yet, recruiters often expect a perfectly polished CV, which unfairly places the responsibility of presenting themselves in the best light on candidates who may not have the skills or time to do so. A stellar professional may have a less-than-ideal CV, which means they could be overlooked simply because they didn’t check the boxes in the expected format.

2. Recruiters’ Overreliance on CVs Can Result in Missed Talent

Recruiters frequently rely on CVs to such an extent that they fail to identify good fit employees for specific roles. A CV provides a snapshot of someone's past experiences, but it rarely captures the full scope of what a candidate brings to the table. Skills like adaptability, problem-solving, and interpersonal dynamics—qualities essential for success in many roles—are hard to convey in a two-page document. By using CVs as the primary filter, recruiters may miss candidates who, while not having a "perfect" CV, possess the skills and characteristics that would make them ideal for the role.

3. A Crutch for Recruiters Who Lack Industry Knowledge

It seems that many recruiters rely heavily on CVs because they may not have the specialized knowledge to ask the right questions during interviews. For example, if a recruiter is hiring for a technical role but doesn’t understand the intricacies of that profession, they fall back on CVs as a crutch to determine qualifications. This, however, is problematic. Just because someone has the "right" qualifications on paper does not mean they will excel in the role, nor does it mean they will fit within the company’s culture.

4. The CV’s True Role: Shortlisting, Not Deciding

The function of a CV should be to indicate that a candidate has the qualifications and experience needed to be shortlisted for the position. That’s where its utility should end. Once a candidate has made it to the interview stage, other aspects—such as their interpersonal skills, cultural fit, problem-solving abilities, and how they align with the company's values—should become the focal point of the selection process. Placing too much weight on the CV leads to a shallow evaluation of a candidate's potential.

5. CVs Do Not Provide the Complete Picture

Relying on CVs to assess if someone is a good fit for a company or role is fundamentally flawed. A well-crafted CV can create an illusion of competence, while a poorly written one can conceal a candidate’s true abilities. An organization needs more than just the sum of a person’s job titles, degrees, and bullet points of experience. They need to understand how the person approaches problems, collaborates with colleagues, and contributes to the larger mission of the company.

Solutions for Recruiters

To address this overreliance on CVs, here are some strategies that can help recruiters find the right candidate for the role:

1. Structured Interviews Focused on Problem-Solving and Scenario-Based Questions Recruiters should focus on asking candidates about real-world problems they’ve solved, challenges they’ve overcome, and scenarios that demonstrate their ability to adapt and grow. This provides a much clearer picture of a candidate's potential beyond what’s listed on their CV.
2. Collaborate with Subject Matter Experts (SMEs) Involve SMEs in the interview process. These experts can ask the technical questions that recruiters might not be familiar with and evaluate the depth of the candidate’s knowledge. This helps bridge the gap between the recruiter’s general understanding and the specific needs of the role.
3. Use Assessments to Test Skills, Not Just Read About Them Practical assessments tailored to the position—whether it's a coding test, a business case analysis, or a mock presentation—can reveal a candidate’s true abilities far more effectively than a CV. These assessments should reflect tasks the candidate would actually encounter in the role.
4. Cultural Fit Interviews Conduct interviews that specifically assess cultural fit within the company. This should include how well the candidate’s values align with the organization’s mission, how they work in teams, and how they handle feedback. Cultural fit is crucial for long-term success in a role and cannot be determined from a CV.
5. References and Networking While references are often overlooked, speaking to people who have worked directly with the candidate can provide invaluable insights. Additionally, tapping into industry networks to gather informal feedback can be a powerful way to assess a candidate’s reputation and work ethic.

Conclusion

While CVs are a useful tool in identifying potential candidates, they should not be the determining factor in recruitment decisions. Recruiters need to broaden their approach and assess candidates more holistically, considering not just qualifications but also personal attributes and skills that make a candidate truly suited for the role. By doing so, they can unlock the full potential of their hiring process and avoid missing out on great talent.