But if that was all to say on the matter this would be the world’s shortest blog post. The answer is not as clean cut as yes/no because, although the CV remains dominant, we now have an increasing number of methods a person may be analysed and selected for a role.
Within the technology industry you can find examples of online tests and gamification approaches to recruitment, while the design industry has long been about a portfolio as much as a CV document.
The concept of a portfolio is no longer limited to design. There is a plethora of tools to create, develop and showcase your own work, all designed to help promote your Personal Brand.
Personal Branding is about marketing yourself and your services as a product. It involves not just the well known social networks of Facebook, Twitter, LinkedIn, Google+, but also niche networks, communities and systems. A designer might post their portfolio on Behance, while a scientist may be a member of Mendeley.
Taking it further you can measure your social influence score using sites like Klout. This effectively helps you define your reputation capital, another term once used just for companies and is now applicable to individuals.
Having a social profile, or a history of work via a blog/portfolio, is an easy way for a candidate to put themselves ahead of the competition. In some industries the CV has become a "one pager" for an individual, a starter pack with links to view more and entice the employer to get to know the applicant.
This is where we start to see a potential recruitment market contradiction.
On one side you have a jobseeking audience that increasingly are looking to apply for roles without reliance on a CV, partly due to the advances in mobile technology and the generational shift of the workforce towards millennials+.
On the other you have employers, recruiters and HR teams who are locked into older systems, processes or skillsets that require a CV document to function effectively and efficiently.
Recruitment destinations are well primed to solve this contradiction. The key objective should be to break down the barriers to applying, ensuring jobseekers can interact with the job listings easily and on their terms.
At the same time you must ensure employers requirements are met, as many will not want to change their process of hiring.
There is an opportunity here for employers and Job Boards to embrace this approach, with the latter being more successful if they offer guidance and support.
The removal of a CV document comes with fear. The process will be longer, the candidates harder to screen, the systems used need a CV document, etc. These are all valid concerns. If you get the process wrong you collect less data and make more work for all involved, but if you get it right you can solve that possible market contradiciton and make a better experience for jobseekers and employers.
The decreasing importance of the CV within hiring is not a bad thing. So often the same templates are rolled out with a bold font declaring the name of the candidate at the top, followed by a short description assuring the prospective employer that the individual is hard working and motivated, before finally rounding up by listing their interests as a generic sport, swimming and reading.
So are we living in a post-CV world? The ultimate answer is still no, but we are living in peri-CV world. One where this traditional document remains a central part of recruitment but has multiple sources of information surrounding it, all building an individual's personal brand and reputation capital. All of which means there is a great opportunity for recruitment destinations and job boards to play a really important role in hiring.
If you'd like help in capitalising on this contradiction or you'd like to discuss any of the above please get in touch.