What will the CV of the future look like?
The CV as we know it is a relatively new invention. Though Leonardo da Vinci is credited with writing the first professional CV, it wasn’t until the 1950s that they became the standard for hopeful jobhunters. In the six decades since then, its format has changed almost beyond recognition: from clumsily-typed entries on the first iteration of Word, to slick productions that can include video performances and extensive design work, we’re constantly innovating how we sell ourselves to employers.
But what will the future of the humble CV be?
Recruitment company PageGroup recently released a report stating how they think the recruitment industry- and the way in which we handle our CVs- is going to change by 2030. Top of their list? Automation and liquid skillsets.
What does this mean for the job-hunting market? The set of skills that will be required to thrive in the future will change, of course: the increasing influence of technology in our lives means that we will be required to have at least a little expertise in managing the computers that will be a part of any future job we take. However, what’s far more interesting is the way that technology will expand our idea of what a CV means, and the information it offers.
Blockchain is already making strides into the world of recruitment: it has the potential to make job-hunting more secure, and allow potential recruiters to see a candidate’s entire job history, automatically verifying their background data as a result. The CV of the future will likely go even further, creating a digital CV profile that employers can easily access, that can be stored and edited- perhaps automatically compiled from data that we put on sites like LinkedIn- by us.
We’ve already gone some way towards making this a reality: after all, many recruitment companies use ATS systems to electronically sort through and file CVs into a database, and people do effectively create CVs from the data they have held on LinkedIn. However, this digital dossier on us will likely be much more extensive than the CVs we hand into employers. Containing all of our education and professional work history, it may even contain our biometric data, the better to identify us and stop fraud.
For in-house recruiters, the possibilities are endless. Not only does this make the recruitment process much more streamlined, with recruiters able to view CVs- that are already verified and secure- at the touch of a button, cutting down the time of the recruitment process in turn, but the vast amount of information- including technical abilities, certifications, skills, personality assessments and more– on there means that they’re better equipped to make executive decisions on which candidates to hire than ever before.
Even better, the rise of machine learning might even let recruiters scan and match candidates to positions based on their personality and job history, whilst AR and VR will enrich the candidate journey. Indeed, some are predicting that VR will become a great way for candidates to explore their potential workplace before applying, whilst AR could offer more information to browsers at careers fairs by displaying their mission statement and related information, Google-glass-style, as a pop-up above their booth.
Let’s see what happens.
Find out more with the Careers Website Guide
Case study - npower
As one of Britain's largest energy suppliers, npower needed a careers website that reflected their heritage and leveraged their employer brand to attract candidates.