We posted a blog this week by Lee Lam on Why the CV is Dead and the need to select people on more than just 2 sides of A4 spelling out their career history and experience.
It is something that we at Talent Gateway believe is the future of recruitment and why our focus is always on the potential for the candidate and what they could achieve – rather than limit the search before we even begun.
Lee Lam’s article got us thinking – no longer using CVs is a fundamental shift as Lee recognises but can we start to change how businesses think about recruitment now whilst retaining some of the familiarity of a CV?
So what would a CV look like in that case? How we can we still use it to better represent who someone is and their potential rather than just relaying their career history and education.
Well here is our first thoughts on a ‘Personal Profile’ – a step in the right direction to focus employer’s on looking past previous experience and allow the candidate to show what motivates them and what they could do for the organisation.
It is never that there is a right or wrong answer with any of these elements – we believe there is the right role out there for everyone – but rather a better way to represent the person.
Let’s talk through some of the different elements:
The GC Index™
Ok now we know that this would not automatically mean something to every employer but we want to focus on the concept. These type of assessments, like the GC Index, can be far more informative for an employer rather than a detailed list of every job role and qualification.
The GC Index is a scientific framework used to identify Game Changers and game changing contributions. It focuses on impact and allows people to recognise how they can best make an impact and contribute to a team. This sort of assessment is above previous job roles and experience – it is about how you operate and where you are best placed.
The score represented visually in a personal profile together with a short description of key elements gives insight into who you are and how you work.
Another useful representation is Hogan Assessments. Again, this can be valuable in establishing organisation fit. Everyone has different skills and this is about highlighting those that you hold. We have taken two parameters from three different categories of Hogan: Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motives, Values and Preferences Inventory (MVPI). Each gives insight into a person’s personality from how you are likely to be seen by others, your tendencies which emerge when your guard is down and what you value in a career.
So this part is not dissimilar to many CVs out there: we recognise that many employer’s aren’t ready to move away completely from the traditional CV but we want to reframe achievements to be less about where you worked or what your job title was but rather have you worked well as a team or implemented a new idea. This gives candidates the opportunity to highlight any achievements in the career or otherwise. What is seen as an achievement will be different from person to person and this is important as it shows what they are proud of in their career and what motivates them.
One of those questions at interviews that some candidates dread – what is the right answer to that question? Having some short term goals – career or personal – helps to paint the picture of who you are without it needing to be job role specific. It helps to show where you are currently and what you see as important over the next year.
Social Impact Influence
Its hard to get away from social media’s increasing presence across our lives and it’s not going to change anytime soon. Klout.com have developed a tool to enable people calculate their social media impact – that is their presence online. The Klout Score is a number between 1-100 that represents your influence. Top of the list includes Barak Obama and Justin Bieber. Could this be something that people would put on their personal profile?
What about a way of representing social motives? People expect businesses now to think about and respond to social matters and it factors into their decision to work with an organisation. The idea here would be that candidates would show what matters to them and what motivates them – that may just mean only local issues that affect them personally or wider social injustices.
Got any other ideas? Get in touch to tell us your thoughts on how we can start to move away from the traditional CV!