I bet a beer that you have happened to read – at a certain moment in your life – that article in which the death of the curriculum vitae is decreed, its uselessness is argued, it decrees the overcoming tout court, and social networks are consecrated as its legitimate heirs.
It happened to me a couple of days ago. I swear you can read the offending article on the Fast Company magazine website. This article seems to have been liked by many and received more than 2,300 shares.
Although the article is by no means to be thrown away, and something true in the thesis supported is undeniable, two questions arose:
- Why do companies and recruiting companies continue to request a copy of the curriculum vitae? What the hell, someone warns you that they are wasting time…
- Is the author of that article a recruiter?
I’ll answer the second question right away: no. Whoever writes those articles (and I’m giving away another beer if I’m wrong) is never a selector. Mostly it is a copy of a copy who tries to write something interesting, or a journalist who – while saying her word – shoots some fireworks at her.
And now the shocking answer to question “A” (I’m ironic, huh, no drama here). Companies, faced with the need to hire a person, must set up cognitive interviews. But not being able to schedule as many interviews as there are candidates (because they are in a hurry to find the right person and because the interviews require hours of work) they need to narrow the list to a small group of people.
So how to quickly evaluate numerous candidates and isolate a small group? Ah, sure, the curriculum! And to those who say that Linkedin is its natural evolution, well, with pride (big words!) I say that it is out of the way, and I add my apologies for not discussing the reasons in this post.
In short, the curriculum vitae as we know it continues to be the starting point of a selection.
The “curriculum” beyond the curriculum vitae
Having established the above, there is the question of digital reputation, that is the reputation deriving from how the candidate is present on the web and which contributes to the evaluation of his suitability.
This new availability of information must make us understand that the “true” and “complete” curriculum vitae is determined by the set of the traditional curriculum and the information that circulates in various ways about us and through us on the web.
Don’t say (or think) that the CV is dead
Because believing that this tool is just a formality through which name, surname, telephone number, and email are communicated can only result in a serious error.
Let’s say rather that the traditional curriculum vitae is expanding its boundaries, both in terms of content (e.g., documents, presentations, videos, portfolios) and channels, passing to a level of greater complexity that we could call hypercurriculum.