A fully managed neutral vendor service which delivers employers recruitment supply chains and systems for hiring and managing contingent workers.
Creating smarter employment screening solutions for clients, candidates and employees across the globe.
Helping organisations build a pool of pre-screened, prospective workers who have indicated a desire to work with them.
Where organisations can buy and manage statement of work, consultancy and professional services projects.
Provides payment and compliance services for organisations who hire contingent workers.
Our leading proprietary platform which automates and manages every step of the temporary worker hiring process.
Home > Redefining Recruitment Moving Beyond CVs and Embracing Cultural Fit
Share this article:
Recruitment processes have relied on CVs since the 1950s, though they are now more often in digital format than paper – and that’s the only real change in over 60 years. The prevailing belief is that solely relying on CVs for hiring is now an outdated approach. In this article Susie Thomson, managing director of Matrix Security Watchdog believes It’s time to adopt a more comprehensive and rigorous recruitment process that includes evaluating cultural fit.
CVs can be limiting and one-dimensional, often presenting only what candidates wish hiring managers to see and providing a historic view of achievements upon which hires must assess future potential. While certain roles may necessitate specific skills and experiences, finding candidates who align with the company’s unique culture has become increasingly crucial for HR managers.
A candidate who fits well with the company’s culture is more likely to thrive, be productive, and stay committed to their role, reducing the likelihood of turnover. This is where social media checks come into play. During interviews, the focus should not solely be on the CV. Instead, the initial stage should emphasise assessing whether there is a cultural fit with the organisation. A candidate may be highly skilled and accomplished in their field, but if they don’t align with the company’s values and vision, they may not be the right fit.
CVs are no longer a definitive measure of a candidate’s integrity. They have become more like marketing tools, prone to embellishment to present a more favourable image. Nowadays, people seek authenticity and integrity in potential employees. They want to see the true essence of an individual, beyond what a CV can convey.
In today’s fast-paced world, people don’t have the time to delve into lengthy CVs. Videos are emerging as a more attention-grabbing way to showcase a candidate’s personality and enthusiasm. CVs are replete with excessive details, while the focus should be on assessing cultural fit and gauging whether the candidate has the passion and energy they claim during face-to-face or virtual interviews.
The future of recruitment will centre around cultural fit and agile skills potential, moving beyond traditional CVs and references. Social media checks will evolve into more sophisticated tools that specifically analyse core behaviours and extract critical information for employers. These advanced methods will outshine CVs in terms of efficiency and accuracy, providing a holistic view of potential candidates.
There is no doubt in my mind that the recruitment landscape is shifting towards prioritising a more rounded, independent and objective perspective on candidates, focussing on cultural fit and authenticity. CVs, while still relevant to some extent, are losing their prominence. The focus should be on finding candidates who align with the company’s values and beliefs, leading to a more engaged and successful workforce. As technology advances, social media checks will play a more significant role in evaluating candidates, ushering in a new era of intuitive and efficient recruitment practices.
Tags:
