The résumé, also known as the “Curriculum Vitae,” has been around since 1482. The professional “CV,” created by Leonardo da Vinci, provided a fast and effective means for hiring managers to assess if someone was a suitable match. Unfortunately, “guessing” your way to the ideal hiring is not a viable strategy.
A CV informs a hiring manager about a possible applicant in many ways. You can discover where a person worked before coming to your firm by looking at their CV. You can also see how long they spent in each position and what formal credentials they have. That’s pretty much it.
Unfortunately, none of these factors are sufficient to ensure successful recruitment. The most common reason recruits fail to work out has nothing to do with their prior experience or technical credentials. The majority of hiring fail due to a lack of cultural fit.
The Issue with Relying on Curriculum Vitae
The notion that technical knowledge or experience in a certain field will ensure successful hiring is old-fashioned (and a little insane). Currently, 73 percent of professionals quit their employment because they are unhappy with the workplace culture. Furthermore, several experts concur that individuals quit “poor employers” and terrible internal experiences, not “bad employment.”
There are countless moving elements in the workplace, each with its function. However, if those components don’t work together, nothing gets done. Unfortunately, the traditional recruiting procedure focuses only on the CV and leads to hiring errors.
If you think of hiring someone as buying a t-shirt online, employing someone based on a CV is like buying a shirt in your size without knowing anything about the cut, appearance, or even if the design is comfortable to wear. It “should” function as a shirt, but you may be disappointed with the outcome.
As important as they may seem in the employment process, CVs are more of a barrier to the ordinary hiring manager than a benefit. They persuade HR professionals that based only on prior work responsibilities, they can choose the ideal candidate for a position. They induce us to overlook the importance of cultural fit.
According to Unboxable, an innovative work simulator firm, 74 percent of companies confess to employing the wrong individual. Most of the time, the wrong hire is due to a lack of cultural fit. When you concentrate only on the CV, Unboxable feels you overlook the “human” component of the recruiting process – what happens beyond technical talents.
What Happens If We Forget the CV?
Poor hiring might lose up to 30% of an employee’s potential first-year earnings. If you’re employing a $100,000-per-year employee, choosing the incorrect person may cost you $30,000. That’s a lot of money to bet on a single sheet of paper’s worth of information.
So, what if we completely flipped the recruiting process on its head? Why not match employee qualities to the ideals that make your team flourish, rather than attempting to match words on a CV to words on a job description?
Unboxable substitutes CVs and checkboxes with job simulators allow employers to better understand their perspective applicants’ traits such as attention to detail, communication skills, and teamwork.
You may put the workers’ technical talents to the test by putting them in the job they’ll be working in. You may, however, assess the candidate’s human side and consider how they’ll work with their boss and the rest of the team.
By copying and pasting the keywords from your job description into their application, anybody can construct a CV that ticks all the necessary boxes for a post. There are thousands of individuals with PHP and Ruby on Rails abilities, but only a few of them will fit in nicely with your fledgling business. If you just focus on CVs, you’ll lose out on the subtle things that may make the difference between a “good” hire and a “great” one.
Instead of a CV, hire a person.
A staff member isn’t a collection of former job titles and class attendance. Your staff will need a set of technical abilities and experience working in certain situations, but they will also require much more.
A decent employee can complete the task at hand; a great one can actively contribute to your company’s growth by doing the necessary tasks. Consequently, companies like Unboxable have started to identify this and have developed new techniques for analyzing and comprehending prospective applicants. It’s now up to recruiting managers to make the necessary changes.
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