Ah… curriculum vitae (or resume if you prefer..!). these are the window’s into a person’s working life, career progression and sometimes they hint or tell you a little (or a lot) about their personality, interests or even their lifestyle..!
They are also, in most cases, the first point of contact with a prospective candidate for a recruitment business to consider for a vacancy they are looking to assist a valued client with.
But what can this summary of words really tell us about the person, their abilities and potential suitability for the role you are looking to provide suitable nominees.
The “problem” with c.v.’s are (in most cases) just pieces of script provided by the author and depending on the writers style, can be lengthy reads which detail (almost) everything that has happened to them, or brief summaries which in the worst case, tell you nothing..!
Of course, in this age of developing AI (sorry) Artificial Intelligence scripts, what can also happen is that some detail can be repetitive, or even doubt the factual information provided.
So, is a c.v. now just a “hook” to get you interested in a person, but something which recruiters now need to verify in close detail to establish the real facts about the individual and to rewrite fully representing the truth?
Naturally, there are other media that can be used, telephone and video interviewing being the most common supplemental ways employed. Reference checks are usually unhelpful and DBS referencing will only declare minimal information, but nonetheless essential for certain categories of employment.
The real worth of a c.v. to a potential employer is that it is a “starting point” to begin a relationship with a candidate. This is based upon a “trust value” until it can be proven either truthful or, in the most unfortunate situation, as being doubtful.
