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6 Reasons not to get carried away only by the CV

Requesting the CV in the selection process is one of the many work practices that do not fit in today's digital economy. Recruitment based solely on CV restricts labor mobility, disadvantages less advantaged groups, and results in poor hires. So why do we keep insisting on hiring only with the CV? Here we tell you 6 reasons not to evaluate only the CV:

Table of Contents

They contain information that is not relevant to the job as one of the reasons for not evaluating only the CV

Reviewing a CV is establishing a judgment about someone's ability based on the information in a document and the problem with this is that it is not very reliable. Why?:

  1. The CV is mainly made up of information not relevant to the job. 
  2. This information usually provides a great opportunity to create bias.
  3. Recruiters and hiring managers alike think they can "read a person" by reviewing their resume, but this is simply confirming their own biases.
  4. It often contains misleading information.

There is no “typical” CV  

All CVs have a different format, therefore, there is no foolproof method to make them and less so that all recruiters will like it. 

Recruiters claim that candidates with poorly crafted CVs have low standards, but how reliable is this assessment? Many hiring managers insist that a misspelling on the CV means instant disqualification, in fact, the 54% of recruiters admit to rejecting candidates due to bad spelling. 

In the age of autocorrect, how much does this matter? Also, the same statement is used for “attention to detail”, but do you know how the CV was created? 

So why are CVs compared if there is really no standardized way to assess them, thus they are unreliable at best and discriminatory at worst.

Are inconsistently assessed as one of the reasons not to assess CV alone

Two people can look at the CV and think of a different story about that person. Is this a reliable method for selecting whom to interview? I doubt that by eliminating names that do not convince you at first glance, you will be able to select the correct candidate. But doing this doesn't completely settle things, demographic and gender backgrounds can be inferred from other information, such as geography and education.

Assuming that the CV only contains relevant work experience there is still a problem, as work history can be assessed positively or negatively depending on the evaluator's experiences.

Some studies show that experiences and prejudices dictate feelings towards decisions about the selection of a candidate, for example:

  • Resumes that are displayed next to others deemed deficient are more likely to be selected due to the contrast effect.
  • CVs reviewed at the end of a screening are more likely to be selected due to recency bias
  • And if judges are more likely to give probation after lunch, then it's safe to assume that recruiters also view post-lunch CVs more favorably.

They have low predictive validity

According to a study conducted by Schmidt and Hunter on the hiring methods that were most conducive to successful outcomes, CVs contain some of the weakest capability indicators.  

It is very likely that the predictive validity of prior experience for less skilled jobs is lower than the overall average validity coefficient.

the method of evaluation The more predictive it is, a work sample test is likely to be even more effective when it comes to repetitive work.

Therefore, the evaluations Job simulations or competency assessments are 5 to 10 times more effective than a CV in making successful hires.  

They take the time to review as one of the reasons for not evaluating just the CV

The average time spent by recruiters reviewing job applications is 9 hours per week. Not only does this make up a large portion of a work week, but it's totally unnecessary for jobs where education and experience don't correlate with job performance. 

That time can be allocated to building relationships with top talent and improving the candidate experience. 

They limit social mobility as one of the reasons for not evaluating only the CV

Labor mobility is a key factor for people from disadvantaged backgrounds to get ahead. This is stifled when hiring requirements call for prior experience for roles where experience is not a predictor of job performance. 

Labor mobility is particularly important in times of rising unemployment and changes in consumer behavior.  

Companies that continue to use previous experience as the main predictor of their work ability will not provide opportunities and as a result, those who have worked in a different industry sector will be stuck or remain unemployed.

In conclusion… Do not rely only on the CV beyond

Although it has been possible to invent a selection process that does not include CVs, companies have been reluctant to try it until recently. For example, Amazon stopped conducting interviews for volume hiring and instead relied on a evaluation relevant to the job.

There are so many options outside of CV-based recruiting that will make life easier for your hiring managers. For example, work style assessments and competency assessments reflect the skills and behaviors needed to be successful on the job.

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