The Limitations of ‘Traditional’ Hiring Practices…

Posted 21st Aug 2023

...or Why Relying on a CV and Interview is Like Choosing a Book Based on Its Cover

Introduction

Yep, it’s the age-old hiring process, we’ve all used it and a great many of us still do, but let’s be frank, it’s a lot like trying to find a needle in a haystack using a blindfold and a pair of tweezers. While sifting through CVs and then conducting interviews with those candidates that ‘appear’ to have the goods has been the go-to method for years, it is now time to face the music and acknowledge this approach is about as reliable as predicting the weather using a magic eight ball. Not necessarily you may cry, and indeed, successful appointments do of course get made this way, but quite possibly more by chance than design. Let's dive in here and look at why selecting a new employee, based solely on a CV and follow-up interview, can be more like playing the lottery than you might at first imagine.

CVs: the blurb, albeit somewhat extended, on that very book...

You're given a 100-page novel condensed into a single-page summary. That's a CV for you. It details, or should anyway, education, work experience, and skills etc, with perhaps a little about what one likes to do of a weekend, but can it tell you if a given applicant’s idea of "problem-solving" is figuring out the fastest way to the coffee machine? nope. CVs are like movie trailers really, they highlight the exciting parts but leave out the plot twists and character development.

The Interview Illusion

Where a firm handshake and a well-rehearsed smile can win that candidate a ticket to the show. But remember, even a parrot can mimic human speech. Interviews can be like blind dates: both parties are on their best behaviour, but neither can tell if they’re getting the real deal or just a finely tuned performance for the occasion. Basing your hiring decision solely on an interview can be like buying a car after a five-minute test drive – you might not get anywhere near the consistent performance you anticipated based on that initial brief evaluation.

When Presentation Outshines Skills

Sure, charisma is great, but does that charisma demonstrate the candidate will be able, and happy, to fix a malfunctioning server at 2 AM? probably not. Traditional interviews can be guilty of prioritising polished communication, and even slick visuals, over actual job skills. It's akin to trying to judge a cooking competition based solely on food pictures – sure, they look tasty, but how do they taste in real life?

The Soft Skills Mirage

Soft skills are a little like the unicorns of the job world – everyone claims to have them, but finding solid proof can be tougher than finding a mermaid in a bathtub. The truth is that CVs and even interviews rarely, sufficiently, capture a candidate's emotional intelligence or teamwork abilities.

Diamonds in the Rough

Imagine walking into an art gallery and dismissing anything that isn't already famous. You'd miss out on discovering the next Picasso! Similarly, relying solely on a CV and interview might cause you to overlook hidden gems – candidates with unconventional backgrounds or unique experiences that could be just what your team needs.

Yesterday's Skills for Tomorrow's Jobs

In a world where robots are learning to bake cakes and AI can predict your cravings for cheeseburgers, job roles are changing faster than fashion trends. The traditional hiring method of just CV, interview and hire has in essence become a gambling exercise, particularly if you seek a good fit and a strong chance of lengthy tenure. Imagine hiring a barista for your reputable hight street coffee shop based purely on the fact that she's just made you a coffee exactly as you like it. However, would that accurately predict whether or not she can make one after another in the same fashion, with a smile on her face, while impatient customers queued out of the door on a busy Saturday morning. Yes a tenuous example perhaps, but I'm sure you get my point.

Conclusion

While the CV and the interview most certainly have their place, and will continue to do so, relying solely on them is like trying to navigate with a map on your lap, when GPS exists. To build a team that's truly ready to conquer the challenges of the future, it's time to throw in some thorough skills assessments, other more revealing character indicators and even a dash of AI to mix things up. After all, hiring based solely on a CV and interview could be compoared to believing you've found the love of your life after a speed dating event – you might get lucky, but chances are you'll end up with more questions than answers in the long run.

 

Gavin Ibell

gavin.ibell@ibellrecruitmentandstaffing.co.uk

01908 929042

07786 175589