In most sectors a CV still remains a vital tool in the recruitment process, although the traditional format of it may not be such an appropriate approach any longer. Digital technology has affected attention spans and we expect immediate decisions more and more.
Technological advancements have moulded recruitment practices over recent years and this is set to continue. The CV is not the only format to present work experience, skills and an educational background etc. but it is usually required in some way for the first stage of a job application process and this doesn't look set to change any time soon.
Take a unique approach to presenting candidate details. We have become so much more visually aware and respondent in recent years, so appearance and delivery can be key to overshadow competitors!
Make sure candidate strengths and competences are focused on and placed prominently on a job application or candidate proposal, ensuring the highest chances of an interview invitation. A copycat approach to a social media style profile could work to highlight the candidate successfully and a targeted candidate summary can be a great start to outlining key details also.
Focus on the candidate
With less time and space to get your candidate noticed, it is harder than ever to be successful. Make sure your research is on point for the individual and they remain the focus - day to day tasks and administration can often be time consuming and a distraction.
CV's are not completely passé just yet but are evolving in style and format to become part of a more driven, precise and faster paced recruitment process.
One of the biggest challenges facing temporary recruitment agencies is to establish and maintain a quality candidate pool.