Is the CV dead? The age of digital recruitment
The CV has been the cornerstone of the job search for decades. But increasingly employers are using technology to identifying top talent. Could digital skills passports be the future for candidates and employers?
We spoke with Dominic Nix, a third year student at Glasgow Caledonian University who is currently studying IT Management for Business. Dominic gave us his insights on personal branding, digital passports and the reality of communicating with potential employers in a digital world.
How important is personal branding with it comes to searching for a new role?
I think first impressions really count when employers are looking for a candidate. I want to create an impression that I am personable, approachable, skilled and open-minded. I want them to be able to see this when they review my application or meet me in person.
What do you think about the idea of digital skills passports?
I think the idea of having an online passport that certified the skills you have would make things so much easier. I feel like it would improve the placement of the right person for the job and make it easier to match the right skills to the right employer. Also, some of the current testing employers use is too wide. It doesn't always pick up on the right skills you would need for that type of job. I find that a lot when I am looking at IT placements.
Are there any downsides to a digital approach to recruiting?
I am currently looking for an industrial placement and it's frustrating when the only communication I have with companies is automated emails telling me that I have completed tests and questionnaires. I feel like I would do better with a more personal approach where I could show them what my skills are. I'm not saying online assessments aren't good. I think AI has made things more efficient in a globalised world. But I feel like there could be a more intermediate approach.
Adelle Harrington, Principle Consulatant of Talent Advisory Services at Kelly OCG also gave her view:
"Organisations are increasingly looking online and to automated testing to find out more about candidates. The CV is often less important now than their LinkedIn profile or even the LinkedIn groups they belong to. But we still have some way to go before a true digital skills passport is available. It's something that the creative industries, crowd-based workers and freelance platforms are leading the way on. A completely automated recruitment process does run the risk of losing the 'human' in the talent process. And it's important to find a balance that can be adjusted depending on the role, the skills required, and candidate preference."
Last year Kelly OCG worked with Enactus students to explore the future of work and discover the voices of our Next Gen Leaders. To hear more from them, download the report HERE.