Is the CV Dead?

Did you know the résumé is over 500 years old? There is evidence that Leonardo da Vinci wrote the first résumé in 1482 to the Duke of Milan. Fast forward to 2014, the traditional résumé – or CV as it has become popularly known – is now on its way out.

Today we should no longer rely on presenting a potential employer with our traditional CV. Why? Because there are now a multitude of different ways job seekers are representing themselves – some not even realising – as employers turn their attention to a potential candidates’ web presence. Companies now take time to explore the way individuals build their personal brand online; it illustrates with great transparency their real interests and activities, their real passion, attitude and professionalism towards the world of work.

Today, most companies have integrated social media into their recruiting function. A recent survey conducted by Jobvite found that 92 per cent of US companies are using social networks and media to find new talent. Furthermore, our recent #EmployerVoice survey revealed that 76 per cent of employers want to increase the use of social media sourcing, believing this is their best opportunity to reach out to potential candidates with relevant skills and experience.

As we all know, the CV has played a crucial role over the years in creating a connection between job seekers and employers, but the contemporary CV is somewhat different in its approach. It is no longer one static piece of information, it is now a combination of a myriad of things we all post on the Internet every day – from the popular sharing sites such as Facebook, LinkedIn and Twitter, to online groups, blogs, forums, etc. As online search becomes more powerful, unless we take great care we can no longer manipulate who we are and what we do.

Summarising everything onto a single sheet of paper used to be the mantra of those helping job seekers get ahead of the game. However, this gives recruiters very little transparency and they now demand more. Recruiters want to hire a human being: your digital footprint allows recruiters to understand a little more about their potential candidates, who they really are and a little of their history.

Each online platform has a different purpose; various information is shared and discussed and in order to gather a true picture about a candidate, and whether they are suitable for a particular role, it is essential to integrate this information to form one profile – yes candidates have written this profile, but other than on LinkedIn and via a formal CV, they have not been managing their message with the intention of attracting an employer.

And the moral of this tale? The traditional, formal CV has evolved and it’s no longer defined by a single document.

Mike Sandiford
Head of Partnerships
0207 193 9931

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