The position of this switch will determine the type of information that you see when selecting any of the sectors to the right.
"CVs provide an historic record of what a candidate has done, but are not the best way to look forward and predict how well-suited an applicant is to a different role in a different company," advises Reed Consulting Head of Assessment Services Mark Hopkins.
While CVs are the most universal method used by recruiters to select candidates at the initial stage of the recruitment process, they are not the most valid and should not be used in isolation to sift candidates.
Mark continues: "CVs enable candidates to express themselves in their own words, which is useful in itself, but their non-standard form means they are not the best documents to review when looking for details of specific qualifications, skills, achievements and experience."
Many recruiters now use application forms instead of CVs, as they give more standardisation and make sifting easier.
Between a third and a half of applicants admit to fabricating some aspect of their CV. Recruiters should, therefore, take care to probe specific details during the initial candidate interview and undertake rigorous referencing to find any gaps and verify the accuracy of the information given."
Finally, Julie also recommends that predictive selection tools, such as testing, should also be considered to supplement the CV where it is used.
Back to all stories
Access our latest recruiter resources here:
