#curriculumvitae — Public Fediverse posts
Live and recent posts from across the Fediverse tagged #curriculumvitae, aggregated by home.social.
-
What Can Replace The Curriculum Vitae Now That AI Has Rendered Them Useless?
There was a time when the Curriculum Vitae was treated with almost religious reverence. Entire industries sprang up around it. Recruitment consultants held seminars about it. Human Resources departments wrote lengthy guidance notes about it. Career advisers charged money to improve it. Job seekers spent evenings agonising over fonts, margins, bullet points and whether they had “excellent communication skills” or merely “good communication skills”.
The CV became the passport to employment.
Then artificial intelligence arrived and quietly blew the whole thing to pieces.
Today, candidates use AI to write CVs. Recruiters use AI to read CVs. Candidates use AI to optimise CVs for recruiter AI. Recruiters use AI to detect whether candidate AI wrote the CV in the first place.
It is rather like two chess-playing robots locked in an eternal struggle while the human beings stand around drinking tea and wondering what exactly they are paying for.
The result is that the traditional CV is rapidly becoming less useful than a chocolate teapot.
That might sound dramatic, but consider the situation. If a machine can generate a flawless CV in thirty seconds, and another machine can scan a thousand such CVs before breakfast, what exactly is being measured?
Certainly not writing ability.
Certainly not attention to detail.
Possibly not even experience.
The CV is becoming less a record of a person and more a record of how effectively they can prompt an AI system.
This raises an obvious question.
If CVs are heading towards irrelevance, what replaces them?
The answer is unlikely to be one single thing. Instead, we may be heading towards an entirely different approach to recruitment, one based less upon claims and more upon evidence.
And frankly, that is probably long overdue.
The Great CV Fiction
Before we discuss replacements, it is worth remembering that CVs were never particularly reliable in the first place.
The traditional CV depends almost entirely upon self-reporting.
Imagine if other areas of life worked the same way.
Suppose you applied for a driving licence and submitted a document saying:
“I am an excellent driver. I possess outstanding cornering abilities. I have extensive experience operating vehicles. References available upon request.”
The licensing authority would rightly tell you to stop wasting their time and take a driving test.
Yet employment has long relied upon essentially the same principle.
The applicant writes a narrative about themselves.
The employer attempts to determine whether any of it is true.
The entire process is little more than an elaborate confidence game conducted in business attire.
For decades this worked reasonably well because writing a convincing CV required effort.
A poorly educated applicant often produced a poor CV.
A highly articulate applicant generally produced a better one.
That was not perfect, but it at least revealed something.
AI changes the equation entirely.
Now almost anybody can produce a polished, professional document.
The grammar is immaculate.
The structure is perfect.
The wording sounds like it emerged from a committee of management consultants.
Unfortunately, so does everybody else’s.
Modern CVs increasingly resemble one another in the same way that supermarket own-brand baked beans resemble one another.
Different labels.
Same contents.
The Death Of The Keyword Game
One reason CVs became so important was the rise of automated filtering systems.
Applicants learned that certain words triggered favourable results.
Recruiters learned to search for specific phrases.
Soon everyone was playing a bizarre game of linguistic bingo.
Candidates stuffed documents with terms such as:
“Leadership”
“Strategic”
“Results-driven”
“Stakeholder engagement”
“Synergy”
Nobody knew what half of it meant.
Nobody cared.
The objective was simply to survive the first round of automated elimination.
AI has supercharged this nonsense.
Modern systems can generate keyword-rich CVs with astonishing efficiency.
As a result, recruiters are being flooded with perfectly optimised applications.
The signal-to-noise ratio is collapsing.
When every applicant appears outstanding, nobody appears outstanding.
This creates an interesting paradox.
The more sophisticated CV-writing technology becomes, the less useful CVs become as selection tools.
The Portfolio Economy
One obvious replacement is the portfolio.
This approach already dominates many creative professions.
Graphic designers do not merely describe their work.
They show it.
Photographers do not list photography skills.
They present photographs.
Writers provide articles.
Programmers provide code.
Increasingly, other professions may move in the same direction.
Imagine a project manager presenting evidence of completed projects.
Imagine a sales executive demonstrating actual sales achievements.
Imagine a customer service representative showing real examples of customer interactions.
A portfolio provides something a CV cannot.
Proof.
Not claims.
Not adjectives.
Not carefully crafted paragraphs.
Evidence.
There is an old saying that actions speak louder than words.
Employers may finally start listening.
The Work Sample Revolution
Perhaps the most powerful replacement for CVs is the work sample.
Rather than asking candidates what they can do, employers simply ask them to do it.
This sounds obvious because it is obvious.
Yet recruitment has spent decades avoiding the obvious.
A journalist could write an article.
An accountant could analyse a set of accounts.
A salesperson could conduct a mock sales call.
A software engineer could build something.
A manager could solve a business scenario.
The astonishing thing is not that organisations are starting to adopt work samples.
The astonishing thing is that they took so long.
Imagine selecting footballers based entirely upon written descriptions of previous matches.
Imagine hiring a chef without tasting any food.
Imagine choosing a pilot because they submitted a beautifully formatted document.
It would be absurd.
Yet similar practices have existed throughout countless industries.
Work samples cut through the nonsense.
AI can help somebody write about their abilities.
AI cannot always perform those abilities on their behalf.
At least not yet.
The Rise Of Continuous Reputation
Another possibility is the development of ongoing professional reputations.
Historically, a CV acted as a summary because employers had no practical way to examine years of work history.
Technology changes this.
Increasingly, people leave digital footprints.
Projects.
Contributions.
Public achievements.
Published work.
Professional interactions.
Instead of submitting a static document, candidates may eventually maintain dynamic professional profiles.
These would function more like living records than traditional CVs.
Think of them as professional credit histories.
Employers could examine long-term patterns rather than carefully curated snapshots.
Naturally this creates privacy concerns.
Nobody wants every questionable decision from fifteen years ago permanently attached to their career.
Particularly if that decision involved frosted tips, a Nu Metal band and a belief that chain wallets represented the future of fashion.
Some balance would be required.
Nevertheless, reputation-based systems appear increasingly likely.
The Verified Achievement Model
One major weakness of CVs is verification.
Anybody can claim almost anything.
Many people do.
Some applicants appear to have spent their twenties simultaneously running multinational corporations, curing diseases and climbing Everest.
Verification remains surprisingly limited.
Future systems may focus on independently verified achievements.
Qualifications already work this way.
Professional licences work this way.
Increasingly, projects, certifications and accomplishments may become verifiable through trusted systems.
Instead of writing:
“Managed a £5 million budget.”
Candidates could provide evidence.
Instead of claiming:
“Increased efficiency by 30%.”
Candidates could demonstrate it.
The emphasis shifts from storytelling to substantiation.
Frankly, employers should have demanded this years ago.
Video Introductions: Useful Or Horrifying?
Some commentators predict the rise of video profiles.
Candidates record introductions explaining their backgrounds and abilities.
In theory this sounds attractive.
In practice it raises difficult questions.
For starters, many people dislike appearing on camera.
Some individuals would rather wrestle an angry badger than record a professional video.
Others become strangely robotic.
A perfectly intelligent human being can transform into a malfunctioning answering machine the moment a camera lens appears.
Then there is bias.
Video inevitably reveals age, appearance and numerous other characteristics.
That creates opportunities for conscious and unconscious discrimination.
Furthermore, AI can now generate highly convincing video content.
If CVs suffer from authenticity problems, video profiles may eventually suffer from exactly the same issue.
The technology is fascinating.
The practical benefits remain less certain.
Digital Apprenticeships
Another emerging concept is trial employment.
Instead of attempting to predict performance, employers observe actual performance.
This is particularly feasible in remote and knowledge-based roles.
Candidates complete short assignments.
Temporary projects.
Probationary engagements.
Paid assessments.
The emphasis moves from prediction to observation.
This approach mirrors how sensible people buy second-hand cars.
You do not simply read the sales description.
You inspect the vehicle.
You drive it.
You determine whether alarming noises emerge from beneath the bonnet.
Employment decisions might increasingly follow the same logic.
The Community Endorsement Model
References have always existed, but they tend to be limited and selective.
Future systems may involve broader professional endorsement networks.
Instead of one or two carefully chosen referees, candidates could accumulate feedback from colleagues, clients and collaborators over time.
Such systems already exist in various forms.
The challenge is preventing manipulation.
Human beings possess an extraordinary talent for turning almost any evaluation process into a popularity contest.
Given sufficient opportunity, somebody will inevitably discover a way to exchange endorsements in the same manner children once swapped football stickers.
Nevertheless, community validation may eventually play a larger role.
The Return Of Interviews
Ironically, AI may force organisations back towards more human-centred recruitment methods.
Interviews have many flaws.
They can be subjective.
They can be inconsistent.
Some people perform brilliantly despite limited competence.
Others perform poorly despite exceptional competence.
Yet interviews allow something that CVs increasingly fail to provide.
Authentic interaction.
Conversation remains surprisingly difficult to fake over extended periods.
Employers may place greater emphasis upon structured discussions, problem-solving exercises and practical collaboration.
Not because interviews are perfect.
But because CVs are becoming progressively less informative.
The Skills Passport
One concept gaining traction is the skills passport.
Instead of listing jobs, candidates maintain records of demonstrable capabilities.
These records could be updated continuously.
Skills would be tested, verified and renewed.
Employers would examine capability profiles rather than employment histories.
This has obvious advantages.
After all, possessing a skill matters more than possessing a particular job title.
Someone may hold the title of manager for ten years and learn remarkably little.
Another person may develop extraordinary management abilities without ever receiving the title.
The skills passport focuses on capability rather than hierarchy.
That feels much more relevant to modern employment.
What AI Cannot Easily Measure
Interestingly, the most valuable qualities may become the hardest to assess.
AI excels at analysing structured information.
It struggles more with qualities such as:
Judgement.
Integrity.
Resilience.
Curiosity.
Adaptability.
Common sense.
The last item deserves special mention.
Common sense has become increasingly uncommon.
Many organisations would gladly exchange a hundred perfectly optimised CVs for one individual capable of solving straightforward problems without requiring a thirty-page procedure manual.
Future recruitment systems may place greater emphasis on these human characteristics.
Not because they are new.
Because they remain difficult to automate.
The Irony Of Progress
There is something amusing about the entire situation.
For decades recruitment became increasingly mechanised.
Forms replaced conversations.
Algorithms replaced judgement.
Keywords replaced understanding.
The process became industrialised.
Then AI arrived and rendered many of those mechanisms unreliable.
The response may ultimately be a return to fundamentals.
Show me what you can do.
Demonstrate your skills.
Solve this problem.
Work with this team.
Provide evidence.
In other words, employment may become more human precisely because artificial intelligence has become more capable.
History enjoys such ironies.
What Will Probably Happen
The most likely future is not the complete disappearance of CVs.
They will probably survive for years.
Perhaps decades.
Organisations adore familiar paperwork.
Many businesses still use processes that appear to have been designed during the reign of Queen Victoria.
The CV will linger.
However, its importance is likely to decline.
Instead, recruitment will increasingly combine multiple elements:
- Verified qualifications.
- Skills assessments.
- Work samples.
- Portfolios.
- Structured interviews.
- Reputation systems.
- Practical trials.
The CV becomes merely one component rather than the central document.
That seems sensible.
No single document should determine somebody’s career.
Especially not a document that an AI can generate in under a minute.
Conclusion
The Curriculum Vitae is not entirely dead.
It still serves as a useful summary.
It still provides context.
It still offers a convenient overview of experience and qualifications.
What it can no longer do is reliably distinguish between candidates.
Artificial intelligence has democratised professional presentation.
That sounds positive, and in many ways it is.
The downside is that presentation itself becomes less meaningful.
When everybody can create an excellent CV, the excellent CV ceases to be exceptional.
Employers therefore need alternatives.
The future is likely to revolve around evidence rather than assertion.
Proof rather than promises.
Demonstration rather than description.
Portfolios, work samples, verified achievements and practical assessments all point in this direction.
Perhaps that is no bad thing.
The traditional CV always contained an element of theatre. It rewarded those who could present themselves persuasively, sometimes regardless of competence. AI has simply exposed that weakness more clearly than ever before.
In the years ahead, organisations may finally ask the question they should have been asking all along:
“Can this person actually do the job?”
Strangely enough, after decades of forms, templates, buzzwords, competencies, stakeholder matrices, personal statements, executive summaries, mission-driven narratives and enough corporate jargon to stun a rhinoceros, we may discover that this was the only question that really mattered.
And if that happens, the CV will not disappear.
It will simply take its rightful place alongside the fax machine, the overhead projector and the manager who believes printing every email is a sensible records-management strategy.
Remembered fondly.
Used occasionally.
And no longer trusted with anything particularly important.
#ability #ai #curriculumVitae #cv #employeeRoleFit #forgedCVS #poorEmployees #portfolio #replacement #reputation -
What Can Replace The Curriculum Vitae Now That AI Has Rendered Them Useless?
There was a time when the Curriculum Vitae was treated with almost religious reverence. Entire industries sprang up around it. Recruitment consultants held seminars about it. Human Resources departments wrote lengthy guidance notes about it. Career advisers charged money to improve it. Job seekers spent evenings agonising over fonts, margins, bullet points and whether they had “excellent communication skills” or merely “good communication skills”.
The CV became the passport to employment.
Then artificial intelligence arrived and quietly blew the whole thing to pieces.
Today, candidates use AI to write CVs. Recruiters use AI to read CVs. Candidates use AI to optimise CVs for recruiter AI. Recruiters use AI to detect whether candidate AI wrote the CV in the first place.
It is rather like two chess-playing robots locked in an eternal struggle while the human beings stand around drinking tea and wondering what exactly they are paying for.
The result is that the traditional CV is rapidly becoming less useful than a chocolate teapot.
That might sound dramatic, but consider the situation. If a machine can generate a flawless CV in thirty seconds, and another machine can scan a thousand such CVs before breakfast, what exactly is being measured?
Certainly not writing ability.
Certainly not attention to detail.
Possibly not even experience.
The CV is becoming less a record of a person and more a record of how effectively they can prompt an AI system.
This raises an obvious question.
If CVs are heading towards irrelevance, what replaces them?
The answer is unlikely to be one single thing. Instead, we may be heading towards an entirely different approach to recruitment, one based less upon claims and more upon evidence.
And frankly, that is probably long overdue.
The Great CV Fiction
Before we discuss replacements, it is worth remembering that CVs were never particularly reliable in the first place.
The traditional CV depends almost entirely upon self-reporting.
Imagine if other areas of life worked the same way.
Suppose you applied for a driving licence and submitted a document saying:
“I am an excellent driver. I possess outstanding cornering abilities. I have extensive experience operating vehicles. References available upon request.”
The licensing authority would rightly tell you to stop wasting their time and take a driving test.
Yet employment has long relied upon essentially the same principle.
The applicant writes a narrative about themselves.
The employer attempts to determine whether any of it is true.
The entire process is little more than an elaborate confidence game conducted in business attire.
For decades this worked reasonably well because writing a convincing CV required effort.
A poorly educated applicant often produced a poor CV.
A highly articulate applicant generally produced a better one.
That was not perfect, but it at least revealed something.
AI changes the equation entirely.
Now almost anybody can produce a polished, professional document.
The grammar is immaculate.
The structure is perfect.
The wording sounds like it emerged from a committee of management consultants.
Unfortunately, so does everybody else’s.
Modern CVs increasingly resemble one another in the same way that supermarket own-brand baked beans resemble one another.
Different labels.
Same contents.
The Death Of The Keyword Game
One reason CVs became so important was the rise of automated filtering systems.
Applicants learned that certain words triggered favourable results.
Recruiters learned to search for specific phrases.
Soon everyone was playing a bizarre game of linguistic bingo.
Candidates stuffed documents with terms such as:
“Leadership”
“Strategic”
“Results-driven”
“Stakeholder engagement”
“Synergy”
Nobody knew what half of it meant.
Nobody cared.
The objective was simply to survive the first round of automated elimination.
AI has supercharged this nonsense.
Modern systems can generate keyword-rich CVs with astonishing efficiency.
As a result, recruiters are being flooded with perfectly optimised applications.
The signal-to-noise ratio is collapsing.
When every applicant appears outstanding, nobody appears outstanding.
This creates an interesting paradox.
The more sophisticated CV-writing technology becomes, the less useful CVs become as selection tools.
The Portfolio Economy
One obvious replacement is the portfolio.
This approach already dominates many creative professions.
Graphic designers do not merely describe their work.
They show it.
Photographers do not list photography skills.
They present photographs.
Writers provide articles.
Programmers provide code.
Increasingly, other professions may move in the same direction.
Imagine a project manager presenting evidence of completed projects.
Imagine a sales executive demonstrating actual sales achievements.
Imagine a customer service representative showing real examples of customer interactions.
A portfolio provides something a CV cannot.
Proof.
Not claims.
Not adjectives.
Not carefully crafted paragraphs.
Evidence.
There is an old saying that actions speak louder than words.
Employers may finally start listening.
The Work Sample Revolution
Perhaps the most powerful replacement for CVs is the work sample.
Rather than asking candidates what they can do, employers simply ask them to do it.
This sounds obvious because it is obvious.
Yet recruitment has spent decades avoiding the obvious.
A journalist could write an article.
An accountant could analyse a set of accounts.
A salesperson could conduct a mock sales call.
A software engineer could build something.
A manager could solve a business scenario.
The astonishing thing is not that organisations are starting to adopt work samples.
The astonishing thing is that they took so long.
Imagine selecting footballers based entirely upon written descriptions of previous matches.
Imagine hiring a chef without tasting any food.
Imagine choosing a pilot because they submitted a beautifully formatted document.
It would be absurd.
Yet similar practices have existed throughout countless industries.
Work samples cut through the nonsense.
AI can help somebody write about their abilities.
AI cannot always perform those abilities on their behalf.
At least not yet.
The Rise Of Continuous Reputation
Another possibility is the development of ongoing professional reputations.
Historically, a CV acted as a summary because employers had no practical way to examine years of work history.
Technology changes this.
Increasingly, people leave digital footprints.
Projects.
Contributions.
Public achievements.
Published work.
Professional interactions.
Instead of submitting a static document, candidates may eventually maintain dynamic professional profiles.
These would function more like living records than traditional CVs.
Think of them as professional credit histories.
Employers could examine long-term patterns rather than carefully curated snapshots.
Naturally this creates privacy concerns.
Nobody wants every questionable decision from fifteen years ago permanently attached to their career.
Particularly if that decision involved frosted tips, a Nu Metal band and a belief that chain wallets represented the future of fashion.
Some balance would be required.
Nevertheless, reputation-based systems appear increasingly likely.
The Verified Achievement Model
One major weakness of CVs is verification.
Anybody can claim almost anything.
Many people do.
Some applicants appear to have spent their twenties simultaneously running multinational corporations, curing diseases and climbing Everest.
Verification remains surprisingly limited.
Future systems may focus on independently verified achievements.
Qualifications already work this way.
Professional licences work this way.
Increasingly, projects, certifications and accomplishments may become verifiable through trusted systems.
Instead of writing:
“Managed a £5 million budget.”
Candidates could provide evidence.
Instead of claiming:
“Increased efficiency by 30%.”
Candidates could demonstrate it.
The emphasis shifts from storytelling to substantiation.
Frankly, employers should have demanded this years ago.
Video Introductions: Useful Or Horrifying?
Some commentators predict the rise of video profiles.
Candidates record introductions explaining their backgrounds and abilities.
In theory this sounds attractive.
In practice it raises difficult questions.
For starters, many people dislike appearing on camera.
Some individuals would rather wrestle an angry badger than record a professional video.
Others become strangely robotic.
A perfectly intelligent human being can transform into a malfunctioning answering machine the moment a camera lens appears.
Then there is bias.
Video inevitably reveals age, appearance and numerous other characteristics.
That creates opportunities for conscious and unconscious discrimination.
Furthermore, AI can now generate highly convincing video content.
If CVs suffer from authenticity problems, video profiles may eventually suffer from exactly the same issue.
The technology is fascinating.
The practical benefits remain less certain.
Digital Apprenticeships
Another emerging concept is trial employment.
Instead of attempting to predict performance, employers observe actual performance.
This is particularly feasible in remote and knowledge-based roles.
Candidates complete short assignments.
Temporary projects.
Probationary engagements.
Paid assessments.
The emphasis moves from prediction to observation.
This approach mirrors how sensible people buy second-hand cars.
You do not simply read the sales description.
You inspect the vehicle.
You drive it.
You determine whether alarming noises emerge from beneath the bonnet.
Employment decisions might increasingly follow the same logic.
The Community Endorsement Model
References have always existed, but they tend to be limited and selective.
Future systems may involve broader professional endorsement networks.
Instead of one or two carefully chosen referees, candidates could accumulate feedback from colleagues, clients and collaborators over time.
Such systems already exist in various forms.
The challenge is preventing manipulation.
Human beings possess an extraordinary talent for turning almost any evaluation process into a popularity contest.
Given sufficient opportunity, somebody will inevitably discover a way to exchange endorsements in the same manner children once swapped football stickers.
Nevertheless, community validation may eventually play a larger role.
The Return Of Interviews
Ironically, AI may force organisations back towards more human-centred recruitment methods.
Interviews have many flaws.
They can be subjective.
They can be inconsistent.
Some people perform brilliantly despite limited competence.
Others perform poorly despite exceptional competence.
Yet interviews allow something that CVs increasingly fail to provide.
Authentic interaction.
Conversation remains surprisingly difficult to fake over extended periods.
Employers may place greater emphasis upon structured discussions, problem-solving exercises and practical collaboration.
Not because interviews are perfect.
But because CVs are becoming progressively less informative.
The Skills Passport
One concept gaining traction is the skills passport.
Instead of listing jobs, candidates maintain records of demonstrable capabilities.
These records could be updated continuously.
Skills would be tested, verified and renewed.
Employers would examine capability profiles rather than employment histories.
This has obvious advantages.
After all, possessing a skill matters more than possessing a particular job title.
Someone may hold the title of manager for ten years and learn remarkably little.
Another person may develop extraordinary management abilities without ever receiving the title.
The skills passport focuses on capability rather than hierarchy.
That feels much more relevant to modern employment.
What AI Cannot Easily Measure
Interestingly, the most valuable qualities may become the hardest to assess.
AI excels at analysing structured information.
It struggles more with qualities such as:
Judgement.
Integrity.
Resilience.
Curiosity.
Adaptability.
Common sense.
The last item deserves special mention.
Common sense has become increasingly uncommon.
Many organisations would gladly exchange a hundred perfectly optimised CVs for one individual capable of solving straightforward problems without requiring a thirty-page procedure manual.
Future recruitment systems may place greater emphasis on these human characteristics.
Not because they are new.
Because they remain difficult to automate.
The Irony Of Progress
There is something amusing about the entire situation.
For decades recruitment became increasingly mechanised.
Forms replaced conversations.
Algorithms replaced judgement.
Keywords replaced understanding.
The process became industrialised.
Then AI arrived and rendered many of those mechanisms unreliable.
The response may ultimately be a return to fundamentals.
Show me what you can do.
Demonstrate your skills.
Solve this problem.
Work with this team.
Provide evidence.
In other words, employment may become more human precisely because artificial intelligence has become more capable.
History enjoys such ironies.
What Will Probably Happen
The most likely future is not the complete disappearance of CVs.
They will probably survive for years.
Perhaps decades.
Organisations adore familiar paperwork.
Many businesses still use processes that appear to have been designed during the reign of Queen Victoria.
The CV will linger.
However, its importance is likely to decline.
Instead, recruitment will increasingly combine multiple elements:
- Verified qualifications.
- Skills assessments.
- Work samples.
- Portfolios.
- Structured interviews.
- Reputation systems.
- Practical trials.
The CV becomes merely one component rather than the central document.
That seems sensible.
No single document should determine somebody’s career.
Especially not a document that an AI can generate in under a minute.
Conclusion
The Curriculum Vitae is not entirely dead.
It still serves as a useful summary.
It still provides context.
It still offers a convenient overview of experience and qualifications.
What it can no longer do is reliably distinguish between candidates.
Artificial intelligence has democratised professional presentation.
That sounds positive, and in many ways it is.
The downside is that presentation itself becomes less meaningful.
When everybody can create an excellent CV, the excellent CV ceases to be exceptional.
Employers therefore need alternatives.
The future is likely to revolve around evidence rather than assertion.
Proof rather than promises.
Demonstration rather than description.
Portfolios, work samples, verified achievements and practical assessments all point in this direction.
Perhaps that is no bad thing.
The traditional CV always contained an element of theatre. It rewarded those who could present themselves persuasively, sometimes regardless of competence. AI has simply exposed that weakness more clearly than ever before.
In the years ahead, organisations may finally ask the question they should have been asking all along:
“Can this person actually do the job?”
Strangely enough, after decades of forms, templates, buzzwords, competencies, stakeholder matrices, personal statements, executive summaries, mission-driven narratives and enough corporate jargon to stun a rhinoceros, we may discover that this was the only question that really mattered.
And if that happens, the CV will not disappear.
It will simply take its rightful place alongside the fax machine, the overhead projector and the manager who believes printing every email is a sensible records-management strategy.
Remembered fondly.
Used occasionally.
And no longer trusted with anything particularly important.
#ability #ai #curriculumVitae #cv #employeeRoleFit #forgedCVS #poorEmployees #portfolio #replacement #reputation -
What Can Replace The Curriculum Vitae Now That AI Has Rendered Them Useless?
There was a time when the Curriculum Vitae was treated with almost religious reverence. Entire industries sprang up around it. Recruitment consultants held seminars about it. Human Resources departments wrote lengthy guidance notes about it. Career advisers charged money to improve it. Job seekers spent evenings agonising over fonts, margins, bullet points and whether they had “excellent communication skills” or merely “good communication skills”.
The CV became the passport to employment.
Then artificial intelligence arrived and quietly blew the whole thing to pieces.
Today, candidates use AI to write CVs. Recruiters use AI to read CVs. Candidates use AI to optimise CVs for recruiter AI. Recruiters use AI to detect whether candidate AI wrote the CV in the first place.
It is rather like two chess-playing robots locked in an eternal struggle while the human beings stand around drinking tea and wondering what exactly they are paying for.
The result is that the traditional CV is rapidly becoming less useful than a chocolate teapot.
That might sound dramatic, but consider the situation. If a machine can generate a flawless CV in thirty seconds, and another machine can scan a thousand such CVs before breakfast, what exactly is being measured?
Certainly not writing ability.
Certainly not attention to detail.
Possibly not even experience.
The CV is becoming less a record of a person and more a record of how effectively they can prompt an AI system.
This raises an obvious question.
If CVs are heading towards irrelevance, what replaces them?
The answer is unlikely to be one single thing. Instead, we may be heading towards an entirely different approach to recruitment, one based less upon claims and more upon evidence.
And frankly, that is probably long overdue.
The Great CV Fiction
Before we discuss replacements, it is worth remembering that CVs were never particularly reliable in the first place.
The traditional CV depends almost entirely upon self-reporting.
Imagine if other areas of life worked the same way.
Suppose you applied for a driving licence and submitted a document saying:
“I am an excellent driver. I possess outstanding cornering abilities. I have extensive experience operating vehicles. References available upon request.”
The licensing authority would rightly tell you to stop wasting their time and take a driving test.
Yet employment has long relied upon essentially the same principle.
The applicant writes a narrative about themselves.
The employer attempts to determine whether any of it is true.
The entire process is little more than an elaborate confidence game conducted in business attire.
For decades this worked reasonably well because writing a convincing CV required effort.
A poorly educated applicant often produced a poor CV.
A highly articulate applicant generally produced a better one.
That was not perfect, but it at least revealed something.
AI changes the equation entirely.
Now almost anybody can produce a polished, professional document.
The grammar is immaculate.
The structure is perfect.
The wording sounds like it emerged from a committee of management consultants.
Unfortunately, so does everybody else’s.
Modern CVs increasingly resemble one another in the same way that supermarket own-brand baked beans resemble one another.
Different labels.
Same contents.
The Death Of The Keyword Game
One reason CVs became so important was the rise of automated filtering systems.
Applicants learned that certain words triggered favourable results.
Recruiters learned to search for specific phrases.
Soon everyone was playing a bizarre game of linguistic bingo.
Candidates stuffed documents with terms such as:
“Leadership”
“Strategic”
“Results-driven”
“Stakeholder engagement”
“Synergy”
Nobody knew what half of it meant.
Nobody cared.
The objective was simply to survive the first round of automated elimination.
AI has supercharged this nonsense.
Modern systems can generate keyword-rich CVs with astonishing efficiency.
As a result, recruiters are being flooded with perfectly optimised applications.
The signal-to-noise ratio is collapsing.
When every applicant appears outstanding, nobody appears outstanding.
This creates an interesting paradox.
The more sophisticated CV-writing technology becomes, the less useful CVs become as selection tools.
The Portfolio Economy
One obvious replacement is the portfolio.
This approach already dominates many creative professions.
Graphic designers do not merely describe their work.
They show it.
Photographers do not list photography skills.
They present photographs.
Writers provide articles.
Programmers provide code.
Increasingly, other professions may move in the same direction.
Imagine a project manager presenting evidence of completed projects.
Imagine a sales executive demonstrating actual sales achievements.
Imagine a customer service representative showing real examples of customer interactions.
A portfolio provides something a CV cannot.
Proof.
Not claims.
Not adjectives.
Not carefully crafted paragraphs.
Evidence.
There is an old saying that actions speak louder than words.
Employers may finally start listening.
The Work Sample Revolution
Perhaps the most powerful replacement for CVs is the work sample.
Rather than asking candidates what they can do, employers simply ask them to do it.
This sounds obvious because it is obvious.
Yet recruitment has spent decades avoiding the obvious.
A journalist could write an article.
An accountant could analyse a set of accounts.
A salesperson could conduct a mock sales call.
A software engineer could build something.
A manager could solve a business scenario.
The astonishing thing is not that organisations are starting to adopt work samples.
The astonishing thing is that they took so long.
Imagine selecting footballers based entirely upon written descriptions of previous matches.
Imagine hiring a chef without tasting any food.
Imagine choosing a pilot because they submitted a beautifully formatted document.
It would be absurd.
Yet similar practices have existed throughout countless industries.
Work samples cut through the nonsense.
AI can help somebody write about their abilities.
AI cannot always perform those abilities on their behalf.
At least not yet.
The Rise Of Continuous Reputation
Another possibility is the development of ongoing professional reputations.
Historically, a CV acted as a summary because employers had no practical way to examine years of work history.
Technology changes this.
Increasingly, people leave digital footprints.
Projects.
Contributions.
Public achievements.
Published work.
Professional interactions.
Instead of submitting a static document, candidates may eventually maintain dynamic professional profiles.
These would function more like living records than traditional CVs.
Think of them as professional credit histories.
Employers could examine long-term patterns rather than carefully curated snapshots.
Naturally this creates privacy concerns.
Nobody wants every questionable decision from fifteen years ago permanently attached to their career.
Particularly if that decision involved frosted tips, a Nu Metal band and a belief that chain wallets represented the future of fashion.
Some balance would be required.
Nevertheless, reputation-based systems appear increasingly likely.
The Verified Achievement Model
One major weakness of CVs is verification.
Anybody can claim almost anything.
Many people do.
Some applicants appear to have spent their twenties simultaneously running multinational corporations, curing diseases and climbing Everest.
Verification remains surprisingly limited.
Future systems may focus on independently verified achievements.
Qualifications already work this way.
Professional licences work this way.
Increasingly, projects, certifications and accomplishments may become verifiable through trusted systems.
Instead of writing:
“Managed a £5 million budget.”
Candidates could provide evidence.
Instead of claiming:
“Increased efficiency by 30%.”
Candidates could demonstrate it.
The emphasis shifts from storytelling to substantiation.
Frankly, employers should have demanded this years ago.
Video Introductions: Useful Or Horrifying?
Some commentators predict the rise of video profiles.
Candidates record introductions explaining their backgrounds and abilities.
In theory this sounds attractive.
In practice it raises difficult questions.
For starters, many people dislike appearing on camera.
Some individuals would rather wrestle an angry badger than record a professional video.
Others become strangely robotic.
A perfectly intelligent human being can transform into a malfunctioning answering machine the moment a camera lens appears.
Then there is bias.
Video inevitably reveals age, appearance and numerous other characteristics.
That creates opportunities for conscious and unconscious discrimination.
Furthermore, AI can now generate highly convincing video content.
If CVs suffer from authenticity problems, video profiles may eventually suffer from exactly the same issue.
The technology is fascinating.
The practical benefits remain less certain.
Digital Apprenticeships
Another emerging concept is trial employment.
Instead of attempting to predict performance, employers observe actual performance.
This is particularly feasible in remote and knowledge-based roles.
Candidates complete short assignments.
Temporary projects.
Probationary engagements.
Paid assessments.
The emphasis moves from prediction to observation.
This approach mirrors how sensible people buy second-hand cars.
You do not simply read the sales description.
You inspect the vehicle.
You drive it.
You determine whether alarming noises emerge from beneath the bonnet.
Employment decisions might increasingly follow the same logic.
The Community Endorsement Model
References have always existed, but they tend to be limited and selective.
Future systems may involve broader professional endorsement networks.
Instead of one or two carefully chosen referees, candidates could accumulate feedback from colleagues, clients and collaborators over time.
Such systems already exist in various forms.
The challenge is preventing manipulation.
Human beings possess an extraordinary talent for turning almost any evaluation process into a popularity contest.
Given sufficient opportunity, somebody will inevitably discover a way to exchange endorsements in the same manner children once swapped football stickers.
Nevertheless, community validation may eventually play a larger role.
The Return Of Interviews
Ironically, AI may force organisations back towards more human-centred recruitment methods.
Interviews have many flaws.
They can be subjective.
They can be inconsistent.
Some people perform brilliantly despite limited competence.
Others perform poorly despite exceptional competence.
Yet interviews allow something that CVs increasingly fail to provide.
Authentic interaction.
Conversation remains surprisingly difficult to fake over extended periods.
Employers may place greater emphasis upon structured discussions, problem-solving exercises and practical collaboration.
Not because interviews are perfect.
But because CVs are becoming progressively less informative.
The Skills Passport
One concept gaining traction is the skills passport.
Instead of listing jobs, candidates maintain records of demonstrable capabilities.
These records could be updated continuously.
Skills would be tested, verified and renewed.
Employers would examine capability profiles rather than employment histories.
This has obvious advantages.
After all, possessing a skill matters more than possessing a particular job title.
Someone may hold the title of manager for ten years and learn remarkably little.
Another person may develop extraordinary management abilities without ever receiving the title.
The skills passport focuses on capability rather than hierarchy.
That feels much more relevant to modern employment.
What AI Cannot Easily Measure
Interestingly, the most valuable qualities may become the hardest to assess.
AI excels at analysing structured information.
It struggles more with qualities such as:
Judgement.
Integrity.
Resilience.
Curiosity.
Adaptability.
Common sense.
The last item deserves special mention.
Common sense has become increasingly uncommon.
Many organisations would gladly exchange a hundred perfectly optimised CVs for one individual capable of solving straightforward problems without requiring a thirty-page procedure manual.
Future recruitment systems may place greater emphasis on these human characteristics.
Not because they are new.
Because they remain difficult to automate.
The Irony Of Progress
There is something amusing about the entire situation.
For decades recruitment became increasingly mechanised.
Forms replaced conversations.
Algorithms replaced judgement.
Keywords replaced understanding.
The process became industrialised.
Then AI arrived and rendered many of those mechanisms unreliable.
The response may ultimately be a return to fundamentals.
Show me what you can do.
Demonstrate your skills.
Solve this problem.
Work with this team.
Provide evidence.
In other words, employment may become more human precisely because artificial intelligence has become more capable.
History enjoys such ironies.
What Will Probably Happen
The most likely future is not the complete disappearance of CVs.
They will probably survive for years.
Perhaps decades.
Organisations adore familiar paperwork.
Many businesses still use processes that appear to have been designed during the reign of Queen Victoria.
The CV will linger.
However, its importance is likely to decline.
Instead, recruitment will increasingly combine multiple elements:
- Verified qualifications.
- Skills assessments.
- Work samples.
- Portfolios.
- Structured interviews.
- Reputation systems.
- Practical trials.
The CV becomes merely one component rather than the central document.
That seems sensible.
No single document should determine somebody’s career.
Especially not a document that an AI can generate in under a minute.
Conclusion
The Curriculum Vitae is not entirely dead.
It still serves as a useful summary.
It still provides context.
It still offers a convenient overview of experience and qualifications.
What it can no longer do is reliably distinguish between candidates.
Artificial intelligence has democratised professional presentation.
That sounds positive, and in many ways it is.
The downside is that presentation itself becomes less meaningful.
When everybody can create an excellent CV, the excellent CV ceases to be exceptional.
Employers therefore need alternatives.
The future is likely to revolve around evidence rather than assertion.
Proof rather than promises.
Demonstration rather than description.
Portfolios, work samples, verified achievements and practical assessments all point in this direction.
Perhaps that is no bad thing.
The traditional CV always contained an element of theatre. It rewarded those who could present themselves persuasively, sometimes regardless of competence. AI has simply exposed that weakness more clearly than ever before.
In the years ahead, organisations may finally ask the question they should have been asking all along:
“Can this person actually do the job?”
Strangely enough, after decades of forms, templates, buzzwords, competencies, stakeholder matrices, personal statements, executive summaries, mission-driven narratives and enough corporate jargon to stun a rhinoceros, we may discover that this was the only question that really mattered.
And if that happens, the CV will not disappear.
It will simply take its rightful place alongside the fax machine, the overhead projector and the manager who believes printing every email is a sensible records-management strategy.
Remembered fondly.
Used occasionally.
And no longer trusted with anything particularly important.
#ability #ai #curriculumVitae #cv #employeeRoleFit #forgedCVS #poorEmployees #portfolio #replacement #reputation -
What Can Replace The Curriculum Vitae Now That AI Has Rendered Them Useless?
There was a time when the Curriculum Vitae was treated with almost religious reverence. Entire industries sprang up around it. Recruitment consultants held seminars about it. Human Resources departments wrote lengthy guidance notes about it. Career advisers charged money to improve it. Job seekers spent evenings agonising over fonts, margins, bullet points and whether they had “excellent communication skills” or merely “good communication skills”.
The CV became the passport to employment.
Then artificial intelligence arrived and quietly blew the whole thing to pieces.
Today, candidates use AI to write CVs. Recruiters use AI to read CVs. Candidates use AI to optimise CVs for recruiter AI. Recruiters use AI to detect whether candidate AI wrote the CV in the first place.
It is rather like two chess-playing robots locked in an eternal struggle while the human beings stand around drinking tea and wondering what exactly they are paying for.
The result is that the traditional CV is rapidly becoming less useful than a chocolate teapot.
That might sound dramatic, but consider the situation. If a machine can generate a flawless CV in thirty seconds, and another machine can scan a thousand such CVs before breakfast, what exactly is being measured?
Certainly not writing ability.
Certainly not attention to detail.
Possibly not even experience.
The CV is becoming less a record of a person and more a record of how effectively they can prompt an AI system.
This raises an obvious question.
If CVs are heading towards irrelevance, what replaces them?
The answer is unlikely to be one single thing. Instead, we may be heading towards an entirely different approach to recruitment, one based less upon claims and more upon evidence.
And frankly, that is probably long overdue.
The Great CV Fiction
Before we discuss replacements, it is worth remembering that CVs were never particularly reliable in the first place.
The traditional CV depends almost entirely upon self-reporting.
Imagine if other areas of life worked the same way.
Suppose you applied for a driving licence and submitted a document saying:
“I am an excellent driver. I possess outstanding cornering abilities. I have extensive experience operating vehicles. References available upon request.”
The licensing authority would rightly tell you to stop wasting their time and take a driving test.
Yet employment has long relied upon essentially the same principle.
The applicant writes a narrative about themselves.
The employer attempts to determine whether any of it is true.
The entire process is little more than an elaborate confidence game conducted in business attire.
For decades this worked reasonably well because writing a convincing CV required effort.
A poorly educated applicant often produced a poor CV.
A highly articulate applicant generally produced a better one.
That was not perfect, but it at least revealed something.
AI changes the equation entirely.
Now almost anybody can produce a polished, professional document.
The grammar is immaculate.
The structure is perfect.
The wording sounds like it emerged from a committee of management consultants.
Unfortunately, so does everybody else’s.
Modern CVs increasingly resemble one another in the same way that supermarket own-brand baked beans resemble one another.
Different labels.
Same contents.
The Death Of The Keyword Game
One reason CVs became so important was the rise of automated filtering systems.
Applicants learned that certain words triggered favourable results.
Recruiters learned to search for specific phrases.
Soon everyone was playing a bizarre game of linguistic bingo.
Candidates stuffed documents with terms such as:
“Leadership”
“Strategic”
“Results-driven”
“Stakeholder engagement”
“Synergy”
Nobody knew what half of it meant.
Nobody cared.
The objective was simply to survive the first round of automated elimination.
AI has supercharged this nonsense.
Modern systems can generate keyword-rich CVs with astonishing efficiency.
As a result, recruiters are being flooded with perfectly optimised applications.
The signal-to-noise ratio is collapsing.
When every applicant appears outstanding, nobody appears outstanding.
This creates an interesting paradox.
The more sophisticated CV-writing technology becomes, the less useful CVs become as selection tools.
The Portfolio Economy
One obvious replacement is the portfolio.
This approach already dominates many creative professions.
Graphic designers do not merely describe their work.
They show it.
Photographers do not list photography skills.
They present photographs.
Writers provide articles.
Programmers provide code.
Increasingly, other professions may move in the same direction.
Imagine a project manager presenting evidence of completed projects.
Imagine a sales executive demonstrating actual sales achievements.
Imagine a customer service representative showing real examples of customer interactions.
A portfolio provides something a CV cannot.
Proof.
Not claims.
Not adjectives.
Not carefully crafted paragraphs.
Evidence.
There is an old saying that actions speak louder than words.
Employers may finally start listening.
The Work Sample Revolution
Perhaps the most powerful replacement for CVs is the work sample.
Rather than asking candidates what they can do, employers simply ask them to do it.
This sounds obvious because it is obvious.
Yet recruitment has spent decades avoiding the obvious.
A journalist could write an article.
An accountant could analyse a set of accounts.
A salesperson could conduct a mock sales call.
A software engineer could build something.
A manager could solve a business scenario.
The astonishing thing is not that organisations are starting to adopt work samples.
The astonishing thing is that they took so long.
Imagine selecting footballers based entirely upon written descriptions of previous matches.
Imagine hiring a chef without tasting any food.
Imagine choosing a pilot because they submitted a beautifully formatted document.
It would be absurd.
Yet similar practices have existed throughout countless industries.
Work samples cut through the nonsense.
AI can help somebody write about their abilities.
AI cannot always perform those abilities on their behalf.
At least not yet.
The Rise Of Continuous Reputation
Another possibility is the development of ongoing professional reputations.
Historically, a CV acted as a summary because employers had no practical way to examine years of work history.
Technology changes this.
Increasingly, people leave digital footprints.
Projects.
Contributions.
Public achievements.
Published work.
Professional interactions.
Instead of submitting a static document, candidates may eventually maintain dynamic professional profiles.
These would function more like living records than traditional CVs.
Think of them as professional credit histories.
Employers could examine long-term patterns rather than carefully curated snapshots.
Naturally this creates privacy concerns.
Nobody wants every questionable decision from fifteen years ago permanently attached to their career.
Particularly if that decision involved frosted tips, a Nu Metal band and a belief that chain wallets represented the future of fashion.
Some balance would be required.
Nevertheless, reputation-based systems appear increasingly likely.
The Verified Achievement Model
One major weakness of CVs is verification.
Anybody can claim almost anything.
Many people do.
Some applicants appear to have spent their twenties simultaneously running multinational corporations, curing diseases and climbing Everest.
Verification remains surprisingly limited.
Future systems may focus on independently verified achievements.
Qualifications already work this way.
Professional licences work this way.
Increasingly, projects, certifications and accomplishments may become verifiable through trusted systems.
Instead of writing:
“Managed a £5 million budget.”
Candidates could provide evidence.
Instead of claiming:
“Increased efficiency by 30%.”
Candidates could demonstrate it.
The emphasis shifts from storytelling to substantiation.
Frankly, employers should have demanded this years ago.
Video Introductions: Useful Or Horrifying?
Some commentators predict the rise of video profiles.
Candidates record introductions explaining their backgrounds and abilities.
In theory this sounds attractive.
In practice it raises difficult questions.
For starters, many people dislike appearing on camera.
Some individuals would rather wrestle an angry badger than record a professional video.
Others become strangely robotic.
A perfectly intelligent human being can transform into a malfunctioning answering machine the moment a camera lens appears.
Then there is bias.
Video inevitably reveals age, appearance and numerous other characteristics.
That creates opportunities for conscious and unconscious discrimination.
Furthermore, AI can now generate highly convincing video content.
If CVs suffer from authenticity problems, video profiles may eventually suffer from exactly the same issue.
The technology is fascinating.
The practical benefits remain less certain.
Digital Apprenticeships
Another emerging concept is trial employment.
Instead of attempting to predict performance, employers observe actual performance.
This is particularly feasible in remote and knowledge-based roles.
Candidates complete short assignments.
Temporary projects.
Probationary engagements.
Paid assessments.
The emphasis moves from prediction to observation.
This approach mirrors how sensible people buy second-hand cars.
You do not simply read the sales description.
You inspect the vehicle.
You drive it.
You determine whether alarming noises emerge from beneath the bonnet.
Employment decisions might increasingly follow the same logic.
The Community Endorsement Model
References have always existed, but they tend to be limited and selective.
Future systems may involve broader professional endorsement networks.
Instead of one or two carefully chosen referees, candidates could accumulate feedback from colleagues, clients and collaborators over time.
Such systems already exist in various forms.
The challenge is preventing manipulation.
Human beings possess an extraordinary talent for turning almost any evaluation process into a popularity contest.
Given sufficient opportunity, somebody will inevitably discover a way to exchange endorsements in the same manner children once swapped football stickers.
Nevertheless, community validation may eventually play a larger role.
The Return Of Interviews
Ironically, AI may force organisations back towards more human-centred recruitment methods.
Interviews have many flaws.
They can be subjective.
They can be inconsistent.
Some people perform brilliantly despite limited competence.
Others perform poorly despite exceptional competence.
Yet interviews allow something that CVs increasingly fail to provide.
Authentic interaction.
Conversation remains surprisingly difficult to fake over extended periods.
Employers may place greater emphasis upon structured discussions, problem-solving exercises and practical collaboration.
Not because interviews are perfect.
But because CVs are becoming progressively less informative.
The Skills Passport
One concept gaining traction is the skills passport.
Instead of listing jobs, candidates maintain records of demonstrable capabilities.
These records could be updated continuously.
Skills would be tested, verified and renewed.
Employers would examine capability profiles rather than employment histories.
This has obvious advantages.
After all, possessing a skill matters more than possessing a particular job title.
Someone may hold the title of manager for ten years and learn remarkably little.
Another person may develop extraordinary management abilities without ever receiving the title.
The skills passport focuses on capability rather than hierarchy.
That feels much more relevant to modern employment.
What AI Cannot Easily Measure
Interestingly, the most valuable qualities may become the hardest to assess.
AI excels at analysing structured information.
It struggles more with qualities such as:
Judgement.
Integrity.
Resilience.
Curiosity.
Adaptability.
Common sense.
The last item deserves special mention.
Common sense has become increasingly uncommon.
Many organisations would gladly exchange a hundred perfectly optimised CVs for one individual capable of solving straightforward problems without requiring a thirty-page procedure manual.
Future recruitment systems may place greater emphasis on these human characteristics.
Not because they are new.
Because they remain difficult to automate.
The Irony Of Progress
There is something amusing about the entire situation.
For decades recruitment became increasingly mechanised.
Forms replaced conversations.
Algorithms replaced judgement.
Keywords replaced understanding.
The process became industrialised.
Then AI arrived and rendered many of those mechanisms unreliable.
The response may ultimately be a return to fundamentals.
Show me what you can do.
Demonstrate your skills.
Solve this problem.
Work with this team.
Provide evidence.
In other words, employment may become more human precisely because artificial intelligence has become more capable.
History enjoys such ironies.
What Will Probably Happen
The most likely future is not the complete disappearance of CVs.
They will probably survive for years.
Perhaps decades.
Organisations adore familiar paperwork.
Many businesses still use processes that appear to have been designed during the reign of Queen Victoria.
The CV will linger.
However, its importance is likely to decline.
Instead, recruitment will increasingly combine multiple elements:
- Verified qualifications.
- Skills assessments.
- Work samples.
- Portfolios.
- Structured interviews.
- Reputation systems.
- Practical trials.
The CV becomes merely one component rather than the central document.
That seems sensible.
No single document should determine somebody’s career.
Especially not a document that an AI can generate in under a minute.
Conclusion
The Curriculum Vitae is not entirely dead.
It still serves as a useful summary.
It still provides context.
It still offers a convenient overview of experience and qualifications.
What it can no longer do is reliably distinguish between candidates.
Artificial intelligence has democratised professional presentation.
That sounds positive, and in many ways it is.
The downside is that presentation itself becomes less meaningful.
When everybody can create an excellent CV, the excellent CV ceases to be exceptional.
Employers therefore need alternatives.
The future is likely to revolve around evidence rather than assertion.
Proof rather than promises.
Demonstration rather than description.
Portfolios, work samples, verified achievements and practical assessments all point in this direction.
Perhaps that is no bad thing.
The traditional CV always contained an element of theatre. It rewarded those who could present themselves persuasively, sometimes regardless of competence. AI has simply exposed that weakness more clearly than ever before.
In the years ahead, organisations may finally ask the question they should have been asking all along:
“Can this person actually do the job?”
Strangely enough, after decades of forms, templates, buzzwords, competencies, stakeholder matrices, personal statements, executive summaries, mission-driven narratives and enough corporate jargon to stun a rhinoceros, we may discover that this was the only question that really mattered.
And if that happens, the CV will not disappear.
It will simply take its rightful place alongside the fax machine, the overhead projector and the manager who believes printing every email is a sensible records-management strategy.
Remembered fondly.
Used occasionally.
And no longer trusted with anything particularly important.
#ability #ai #curriculumVitae #cv #employeeRoleFit #forgedCVS #poorEmployees #portfolio #replacement #reputation -
What Can Replace The Curriculum Vitae Now That AI Has Rendered Them Useless?
There was a time when the Curriculum Vitae was treated with almost religious reverence. Entire industries sprang up around it. Recruitment consultants held seminars about it. Human Resources departments wrote lengthy guidance notes about it. Career advisers charged money to improve it. Job seekers spent evenings agonising over fonts, margins, bullet points and whether they had “excellent communication skills” or merely “good communication skills”.
The CV became the passport to employment.
Then artificial intelligence arrived and quietly blew the whole thing to pieces.
Today, candidates use AI to write CVs. Recruiters use AI to read CVs. Candidates use AI to optimise CVs for recruiter AI. Recruiters use AI to detect whether candidate AI wrote the CV in the first place.
It is rather like two chess-playing robots locked in an eternal struggle while the human beings stand around drinking tea and wondering what exactly they are paying for.
The result is that the traditional CV is rapidly becoming less useful than a chocolate teapot.
That might sound dramatic, but consider the situation. If a machine can generate a flawless CV in thirty seconds, and another machine can scan a thousand such CVs before breakfast, what exactly is being measured?
Certainly not writing ability.
Certainly not attention to detail.
Possibly not even experience.
The CV is becoming less a record of a person and more a record of how effectively they can prompt an AI system.
This raises an obvious question.
If CVs are heading towards irrelevance, what replaces them?
The answer is unlikely to be one single thing. Instead, we may be heading towards an entirely different approach to recruitment, one based less upon claims and more upon evidence.
And frankly, that is probably long overdue.
The Great CV Fiction
Before we discuss replacements, it is worth remembering that CVs were never particularly reliable in the first place.
The traditional CV depends almost entirely upon self-reporting.
Imagine if other areas of life worked the same way.
Suppose you applied for a driving licence and submitted a document saying:
“I am an excellent driver. I possess outstanding cornering abilities. I have extensive experience operating vehicles. References available upon request.”
The licensing authority would rightly tell you to stop wasting their time and take a driving test.
Yet employment has long relied upon essentially the same principle.
The applicant writes a narrative about themselves.
The employer attempts to determine whether any of it is true.
The entire process is little more than an elaborate confidence game conducted in business attire.
For decades this worked reasonably well because writing a convincing CV required effort.
A poorly educated applicant often produced a poor CV.
A highly articulate applicant generally produced a better one.
That was not perfect, but it at least revealed something.
AI changes the equation entirely.
Now almost anybody can produce a polished, professional document.
The grammar is immaculate.
The structure is perfect.
The wording sounds like it emerged from a committee of management consultants.
Unfortunately, so does everybody else’s.
Modern CVs increasingly resemble one another in the same way that supermarket own-brand baked beans resemble one another.
Different labels.
Same contents.
The Death Of The Keyword Game
One reason CVs became so important was the rise of automated filtering systems.
Applicants learned that certain words triggered favourable results.
Recruiters learned to search for specific phrases.
Soon everyone was playing a bizarre game of linguistic bingo.
Candidates stuffed documents with terms such as:
“Leadership”
“Strategic”
“Results-driven”
“Stakeholder engagement”
“Synergy”
Nobody knew what half of it meant.
Nobody cared.
The objective was simply to survive the first round of automated elimination.
AI has supercharged this nonsense.
Modern systems can generate keyword-rich CVs with astonishing efficiency.
As a result, recruiters are being flooded with perfectly optimised applications.
The signal-to-noise ratio is collapsing.
When every applicant appears outstanding, nobody appears outstanding.
This creates an interesting paradox.
The more sophisticated CV-writing technology becomes, the less useful CVs become as selection tools.
The Portfolio Economy
One obvious replacement is the portfolio.
This approach already dominates many creative professions.
Graphic designers do not merely describe their work.
They show it.
Photographers do not list photography skills.
They present photographs.
Writers provide articles.
Programmers provide code.
Increasingly, other professions may move in the same direction.
Imagine a project manager presenting evidence of completed projects.
Imagine a sales executive demonstrating actual sales achievements.
Imagine a customer service representative showing real examples of customer interactions.
A portfolio provides something a CV cannot.
Proof.
Not claims.
Not adjectives.
Not carefully crafted paragraphs.
Evidence.
There is an old saying that actions speak louder than words.
Employers may finally start listening.
The Work Sample Revolution
Perhaps the most powerful replacement for CVs is the work sample.
Rather than asking candidates what they can do, employers simply ask them to do it.
This sounds obvious because it is obvious.
Yet recruitment has spent decades avoiding the obvious.
A journalist could write an article.
An accountant could analyse a set of accounts.
A salesperson could conduct a mock sales call.
A software engineer could build something.
A manager could solve a business scenario.
The astonishing thing is not that organisations are starting to adopt work samples.
The astonishing thing is that they took so long.
Imagine selecting footballers based entirely upon written descriptions of previous matches.
Imagine hiring a chef without tasting any food.
Imagine choosing a pilot because they submitted a beautifully formatted document.
It would be absurd.
Yet similar practices have existed throughout countless industries.
Work samples cut through the nonsense.
AI can help somebody write about their abilities.
AI cannot always perform those abilities on their behalf.
At least not yet.
The Rise Of Continuous Reputation
Another possibility is the development of ongoing professional reputations.
Historically, a CV acted as a summary because employers had no practical way to examine years of work history.
Technology changes this.
Increasingly, people leave digital footprints.
Projects.
Contributions.
Public achievements.
Published work.
Professional interactions.
Instead of submitting a static document, candidates may eventually maintain dynamic professional profiles.
These would function more like living records than traditional CVs.
Think of them as professional credit histories.
Employers could examine long-term patterns rather than carefully curated snapshots.
Naturally this creates privacy concerns.
Nobody wants every questionable decision from fifteen years ago permanently attached to their career.
Particularly if that decision involved frosted tips, a Nu Metal band and a belief that chain wallets represented the future of fashion.
Some balance would be required.
Nevertheless, reputation-based systems appear increasingly likely.
The Verified Achievement Model
One major weakness of CVs is verification.
Anybody can claim almost anything.
Many people do.
Some applicants appear to have spent their twenties simultaneously running multinational corporations, curing diseases and climbing Everest.
Verification remains surprisingly limited.
Future systems may focus on independently verified achievements.
Qualifications already work this way.
Professional licences work this way.
Increasingly, projects, certifications and accomplishments may become verifiable through trusted systems.
Instead of writing:
“Managed a £5 million budget.”
Candidates could provide evidence.
Instead of claiming:
“Increased efficiency by 30%.”
Candidates could demonstrate it.
The emphasis shifts from storytelling to substantiation.
Frankly, employers should have demanded this years ago.
Video Introductions: Useful Or Horrifying?
Some commentators predict the rise of video profiles.
Candidates record introductions explaining their backgrounds and abilities.
In theory this sounds attractive.
In practice it raises difficult questions.
For starters, many people dislike appearing on camera.
Some individuals would rather wrestle an angry badger than record a professional video.
Others become strangely robotic.
A perfectly intelligent human being can transform into a malfunctioning answering machine the moment a camera lens appears.
Then there is bias.
Video inevitably reveals age, appearance and numerous other characteristics.
That creates opportunities for conscious and unconscious discrimination.
Furthermore, AI can now generate highly convincing video content.
If CVs suffer from authenticity problems, video profiles may eventually suffer from exactly the same issue.
The technology is fascinating.
The practical benefits remain less certain.
Digital Apprenticeships
Another emerging concept is trial employment.
Instead of attempting to predict performance, employers observe actual performance.
This is particularly feasible in remote and knowledge-based roles.
Candidates complete short assignments.
Temporary projects.
Probationary engagements.
Paid assessments.
The emphasis moves from prediction to observation.
This approach mirrors how sensible people buy second-hand cars.
You do not simply read the sales description.
You inspect the vehicle.
You drive it.
You determine whether alarming noises emerge from beneath the bonnet.
Employment decisions might increasingly follow the same logic.
The Community Endorsement Model
References have always existed, but they tend to be limited and selective.
Future systems may involve broader professional endorsement networks.
Instead of one or two carefully chosen referees, candidates could accumulate feedback from colleagues, clients and collaborators over time.
Such systems already exist in various forms.
The challenge is preventing manipulation.
Human beings possess an extraordinary talent for turning almost any evaluation process into a popularity contest.
Given sufficient opportunity, somebody will inevitably discover a way to exchange endorsements in the same manner children once swapped football stickers.
Nevertheless, community validation may eventually play a larger role.
The Return Of Interviews
Ironically, AI may force organisations back towards more human-centred recruitment methods.
Interviews have many flaws.
They can be subjective.
They can be inconsistent.
Some people perform brilliantly despite limited competence.
Others perform poorly despite exceptional competence.
Yet interviews allow something that CVs increasingly fail to provide.
Authentic interaction.
Conversation remains surprisingly difficult to fake over extended periods.
Employers may place greater emphasis upon structured discussions, problem-solving exercises and practical collaboration.
Not because interviews are perfect.
But because CVs are becoming progressively less informative.
The Skills Passport
One concept gaining traction is the skills passport.
Instead of listing jobs, candidates maintain records of demonstrable capabilities.
These records could be updated continuously.
Skills would be tested, verified and renewed.
Employers would examine capability profiles rather than employment histories.
This has obvious advantages.
After all, possessing a skill matters more than possessing a particular job title.
Someone may hold the title of manager for ten years and learn remarkably little.
Another person may develop extraordinary management abilities without ever receiving the title.
The skills passport focuses on capability rather than hierarchy.
That feels much more relevant to modern employment.
What AI Cannot Easily Measure
Interestingly, the most valuable qualities may become the hardest to assess.
AI excels at analysing structured information.
It struggles more with qualities such as:
Judgement.
Integrity.
Resilience.
Curiosity.
Adaptability.
Common sense.
The last item deserves special mention.
Common sense has become increasingly uncommon.
Many organisations would gladly exchange a hundred perfectly optimised CVs for one individual capable of solving straightforward problems without requiring a thirty-page procedure manual.
Future recruitment systems may place greater emphasis on these human characteristics.
Not because they are new.
Because they remain difficult to automate.
The Irony Of Progress
There is something amusing about the entire situation.
For decades recruitment became increasingly mechanised.
Forms replaced conversations.
Algorithms replaced judgement.
Keywords replaced understanding.
The process became industrialised.
Then AI arrived and rendered many of those mechanisms unreliable.
The response may ultimately be a return to fundamentals.
Show me what you can do.
Demonstrate your skills.
Solve this problem.
Work with this team.
Provide evidence.
In other words, employment may become more human precisely because artificial intelligence has become more capable.
History enjoys such ironies.
What Will Probably Happen
The most likely future is not the complete disappearance of CVs.
They will probably survive for years.
Perhaps decades.
Organisations adore familiar paperwork.
Many businesses still use processes that appear to have been designed during the reign of Queen Victoria.
The CV will linger.
However, its importance is likely to decline.
Instead, recruitment will increasingly combine multiple elements:
- Verified qualifications.
- Skills assessments.
- Work samples.
- Portfolios.
- Structured interviews.
- Reputation systems.
- Practical trials.
The CV becomes merely one component rather than the central document.
That seems sensible.
No single document should determine somebody’s career.
Especially not a document that an AI can generate in under a minute.
Conclusion
The Curriculum Vitae is not entirely dead.
It still serves as a useful summary.
It still provides context.
It still offers a convenient overview of experience and qualifications.
What it can no longer do is reliably distinguish between candidates.
Artificial intelligence has democratised professional presentation.
That sounds positive, and in many ways it is.
The downside is that presentation itself becomes less meaningful.
When everybody can create an excellent CV, the excellent CV ceases to be exceptional.
Employers therefore need alternatives.
The future is likely to revolve around evidence rather than assertion.
Proof rather than promises.
Demonstration rather than description.
Portfolios, work samples, verified achievements and practical assessments all point in this direction.
Perhaps that is no bad thing.
The traditional CV always contained an element of theatre. It rewarded those who could present themselves persuasively, sometimes regardless of competence. AI has simply exposed that weakness more clearly than ever before.
In the years ahead, organisations may finally ask the question they should have been asking all along:
“Can this person actually do the job?”
Strangely enough, after decades of forms, templates, buzzwords, competencies, stakeholder matrices, personal statements, executive summaries, mission-driven narratives and enough corporate jargon to stun a rhinoceros, we may discover that this was the only question that really mattered.
And if that happens, the CV will not disappear.
It will simply take its rightful place alongside the fax machine, the overhead projector and the manager who believes printing every email is a sensible records-management strategy.
Remembered fondly.
Used occasionally.
And no longer trusted with anything particularly important.
#ability #ai #curriculumVitae #cv #employeeRoleFit #forgedCVS #poorEmployees #portfolio #replacement #reputation -
Por qué más españoles cambian de carrera después de los 35 y cómo prepararse
-
I updated my CV, and decided to write it in LibreOffice instead of in Latex which I was using before. I like Latex but I end up spending most of my time fiddling with it instead of writing.
I used a table in LibreOffice to make sure things are lined up and then made the table borders invisible. I got the table idea from this post https://facedragons.com/foss/resume-or-cv-with-libreoffice/ . It worked pretty well.
It's hard for me to let go of "elegant" solutions, so this progress for me.
-
I updated my CV, and decided to write it in LibreOffice instead of in Latex which I was using before. I like Latex but I end up spending most of my time fiddling with it instead of writing.
I used a table in LibreOffice to make sure things are lined up and then made the table borders invisible. I got the table idea from this post https://facedragons.com/foss/resume-or-cv-with-libreoffice/ . It worked pretty well.
It's hard for me to let go of "elegant" solutions, so this progress for me.
-
I updated my CV, and decided to write it in LibreOffice instead of in Latex which I was using before. I like Latex but I end up spending most of my time fiddling with it instead of writing.
I used a table in LibreOffice to make sure things are lined up and then made the table borders invisible. I got the table idea from this post https://facedragons.com/foss/resume-or-cv-with-libreoffice/ . It worked pretty well.
It's hard for me to let go of "elegant" solutions, so this progress for me.
-
I updated my CV, and decided to write it in LibreOffice instead of in Latex which I was using before. I like Latex but I end up spending most of my time fiddling with it instead of writing.
I used a table in LibreOffice to make sure things are lined up and then made the table borders invisible. I got the table idea from this post https://facedragons.com/foss/resume-or-cv-with-libreoffice/ . It worked pretty well.
It's hard for me to let go of "elegant" solutions, so this progress for me.
-
I updated my CV, and decided to write it in LibreOffice instead of in Latex which I was using before. I like Latex but I end up spending most of my time fiddling with it instead of writing.
I used a table in LibreOffice to make sure things are lined up and then made the table borders invisible. I got the table idea from this post https://facedragons.com/foss/resume-or-cv-with-libreoffice/ . It worked pretty well.
It's hard for me to let go of "elegant" solutions, so this progress for me.
-
Cómo odio hacer trámites, actualizar curriculum y meter papeles.
Sólo por eso no me dan ganas de cambiar de trabajos.
Lo detesto profundamente.
#Rant #Tramitology #CurriculumVitae #Jobs #Work -
Cómo odio hacer trámites, actualizar curriculum y meter papeles.
Sólo por eso no me dan ganas de cambiar de trabajos.
Lo detesto profundamente.
#Rant #Tramitology #CurriculumVitae #Jobs #Work -
Cómo odio hacer trámites, actualizar curriculum y meter papeles.
Sólo por eso no me dan ganas de cambiar de trabajos.
Lo detesto profundamente.
#Rant #Tramitology #CurriculumVitae #Jobs #Work -
Cómo odio hacer trámites, actualizar curriculum y meter papeles.
Sólo por eso no me dan ganas de cambiar de trabajos.
Lo detesto profundamente.
#Rant #Tramitology #CurriculumVitae #Jobs #Work -
Cómo odio hacer trámites, actualizar curriculum y meter papeles.
Sólo por eso no me dan ganas de cambiar de trabajos.
Lo detesto profundamente.
#Rant #Tramitology #CurriculumVitae #Jobs #Work -
Winter Reruns: “If an Agency Sends You a Role You Aren’t Interested in It is Better to Reply and Explain the Reasons Why Not, So the Agency Can Get a Closer Match Next Time”
I’m taking time off! I’ll be back with new content in late February. Take this survey to share your opinions about what would be most helpful/interesting. While I’m out, I’m running a selection of Hiring Librarians’ greatest hits and most reviled posts.
This is another high-viewed post, which first ran on June 25, 2012. It is from a series of posts I called Recruiter Spotlight, which, as the name may tell you, were interviews with people who worked as recruiters in the LIS field (I’d be happy to restart this, so if you’re a recruiter and you want to be interviewed, shoot me an email at hiringlibrarians at gmail and I’ll respond just as soon as I get back).
Nicola also answered many questions for Further Questions. She has since shifted industries and is no longer recruiting for LIS; her update is included in the post Job Hunter’s Web Guide: Sites of Yore.
This interview is with independent recruiter Nicola Franklin. Her firm, The Library Career Centre, provides recruitment services for employers as well as for-pay candidate services such as CV / resume writing and interview coaching. Ms. Franklin has been in the library recruitment field for 20 years. Prior to striking out on her own, she worked with Manpower pls, Sue Hill Recruitment, and then the international firm, Fabric. She is a fellow of the Recruitment & Employment Confederation and member of the Special Libraries Association.
Questions about Recruitment:
Can you give us a brief run-down of how a recruitment firm works?
When you send your CV or resume to register with a recruitment firm, they will generally invite you for an interview (phone/skype or in person depending on distance, etc) and your CV/resume will be added to a database. Your file on the database will usually also have notes of your interview and some codes or classification tags added, covering basic categories such as locations, salary bands, qualifications, industry sectors and skills.
When a recruiter gets a new vacancy from a client, they will use the codes to search the database, to gather a ‘long list’ of potential candidates. In most library firms, the consultant will then look through the resumes and interview notes for each of those candidates, matching more closely between the job requirements and each candidate’s’ skills and requirements.
This weeding process will create a slightly shorter long-list, and it is those people who will be contacted (either by a mail-merge email or on the phone, depending on how many potentially suitable people make the list). Some of those contacted will either not reply at all, or will decline to apply for the role, leaving a short-list. It is important for candidates to realise that their response (or non response) will be recorded; if an agency sends you a role you aren’t interested in it is better to reply and explain the reasons why not, so the agency can get a closer match next time, rather than to ignore it. On the one hand, the agency will be no wiser as to what would interest you, and on the other (after several tries at contacting you) the agency may assume you’re no longer looking and archive your file.
In some cases all of those on the short-list will be submitted to the client, in other cases the consultant will sift the list further to reduce the numbers – a consultant would generally want to send between 3 and 10 resumes to their client, depending on what’s been agreed. In most cases, the consultant will either also submit a report on each candidate, explaining why they’re a good fit for the role, or call or visit the client to present each candidate verbally. This is really where the value of having a recruiter work for you shows through, as you have someone rooting for you and trying to persuade the hirer to interview you!
What types of vacancies are you most frequently placing candidates in? In what types of organizations?
I cover all part of the wider information industry, including traditional library roles in public or academic settings, information or knowledge management in government and the private sector, and records management across all kinds of organisations.
Increasingly there has been a merger of these different disciplines, especially at more senior levels. In the UK there has been a marked decrease in roles in the public sector over the past two or three years, while the private sector declined earlier than that and has since been recovering (albeit slowly).
The main problem caused by the recession has been a dearth of mid-level roles. There have been some entry-level roles still being recruited, and organisations have generally replaced senior or very specialist roles, but they often seem to feel they can ‘make do’ with fewer Assistant Librarians or Information Officers. This has made career development very difficult for many people, especially as this situation has persisted since 2008.
What should candidates do differently when applying to a recruitment firm? Is there anything they should be sure to include with you that they wouldn’t tell a direct-hire job, etc.?
A resume or CV for a recruitment firm should be slightly longer and more detailed than when sending it direct to a hirer. In the latter case you are tailoring it specifically for that role, while for an agency there may be several types of role you’d like to be considered for and so your resume needs to reflect a broader range of your skills and experiences. Also remember that some agency databases can search CVs for keywords, so make sure the ‘jargon’ keywords or acronyms are included (something I’d be advising against for a CV to be sent directly to a hirer).
At the interview stage with an agency, be sure to tell your recruiter honestly about any gaps or any issues you have had (eg a personality clash with a colleague or manager). They will be able to advise you on how to best present things at an employer interview.
Are there particular qualities or experiences that will give a candidate an edge in being considered for positions you are trying to fill?
The main quality to display is enthusiasm. Librarianship isn’t a role most people get into for the monetary rewards, and hirers expect candidates to be passionate about what they’re doing. Coming across as fed up, bored or even worse hostile, is a sure way to make a consultant think twice when deciding whether to put you forward to their client. You need to make sure they will feel confident representing you.
Secondly, candidates who have a realistic appreciation of their skills and aptitudes, and clear career goals, are easier for both recruiters and hirers to assess and fit into their open vacancies. Spending time doing an audit of your skills and reflecting on what you have to offer, and also where you want your career to go, will pay off dividends later.
Once an initial placement has been made, what should a candidate do to keep on good terms with your agency (in order to ensure future placements)?
It’s good to keep in touch with your recruitment agency, from an initial call or email to let them know how you’re settling into your new role to an update later on. You never know when you might need their services again! I attend many library and information sector specialist group’s networking events and seminars, and it’s always nice when candidates come up and say hi. Recruiters are used to being discrete, so don’t be afraid one will say ‘are you looking again’ or anything embarrassing while your boss is nearby!
Is there anything else you’d like my readers to know about recruitment agencies or the Library Career Centre?
I set up The Library Career Centre so that I could offer services over and above the standard recruitment process described above. During my 20 years in the library recruitment sector, I had noticed that candidates often needed guidance on improving their resume, or their interview technique could do with some tweaking, or they simply had difficulty articulating what skills they had to offer or what their career goals were.
During a recruitment agency registration interview there is only about half an hour to gather all the information the consultant needs on career history and future goals – which doesn’t leave much time to give advice. The Library Career Centre therefore offers support and advice directly to candidates on all these areas, in a more relaxed atmosphere where we can take time to explore issues more carefully. This support is offered via 1-1 coaching as well as workshops and seminars. The 1-1 services are designed on a modular basis, so a job seeker can pick and chose to get help on just those areas they are struggling with, or can put together a programme of support to suit their own needs.
I also use social media a great deal to keep up to date with issues and in touch with people – @NicolaFranklin on Twitter or http://uk.linkedin.com/in/nicolafranklin on LinkedIn, and I make regular posts on my blog.
Questions from the survey:
What are the top three things you look for in a candidate?
Relevant experience and skills for the role in question
Open minded and keen to continue learning
Enthusiasm and energy
Do you have any instant deal breakers, either in the application packet or the interview process?
Body language or answers which contradict claims made on the resume/application form, eg; ‘great interpersonal sills’ on the resume coupled with awkward/introverted body language, or ‘excellent ICT skills’ on the resume coupled with obvious inability to use tabs or other formatting tools in Word. Quite apart from the skills that were claimed which may be lacking, the mere fact of making exaggerated or untrue claims show either (at best) poor self awareness or (at worst) dishonesty.
What are you tired of seeing on resumes/in cover letters?
Profile statements which are clearly regurgitated cliches, and don’t show any correlation between the applicants touted attributes and those required for the job.
Is there anything that people don’t put on their resumes that you wish they did?
Achievements – most resumes recount experiences or duties, some add in skills or attributes, very few include achievements (ie, how did the organisation benefit from having hired the applicant).
How many pages should a cover letter be?
√ Only one!
How many pages should a resume/CV be?
√ Two is ok, but no more
Do you have a preferred format for application documents?
√ No preference, as long as I can open it
Should a resume/CV have an Objective statement?
√ Yes
If applications are emailed, how should the cover letter be submitted?
√ I don’t care
What’s the best way to win you over in an interview?
Be engaged with the role and organisation; demonstrate that you’ve done (good quality) research about the organisation, understand the role requirements and have put some thought into how your skills match up to the tasks in the job.
What are some of the most common mistakes people make in an interview?
Not having done enough preparation, even for obvious questions like ‘why would you be good for this role’ or ‘where do you want your career to be in 5 years’.
How has hiring changed at your organization since you’ve been in on the process?
Over the past 20 years library recruitment has shifted emphasis away from a need to have used all the specific databases/cataloguing standards/etc of the hiring organisation, and towards more generic aptitude and ability to learn packages and systems.
Anything else you’d like to let job-seekers know?
Make sure you have plenty of questions to ask the interviewer too! An interview should be a two way communication, as you need to know whether you’d like to work in this place, if you are fortunate to receive an offer. Also, having no questions to ask when invited to do so is a sure way of saying ‘I’m not really interested in this job’ to the interviewer.
#CurriculumVitae #Employment #EmploymentAgency #Librarian #Résumé #Recruiter #Recruitment #SpecialLibrariesAssociation
-
https://www.europesays.com/ro/77964/ Ciprian Ciucu răspunde acuzațiilor privind CV-ul său: „Așa o fi! Corectez” #BreakingNews #BreakingNews #CeleMaiPopulareSubiecte #CiprianCiucu #CiucuPrimarAcuzatiiCv #CurriculumVitae #FeaturedNews #FeaturedNews #Headlines #LatestNews #LatestNews #News #PrimarGeneral #RO #Română #Romania #Romanian #Știri #Titluri #TopStories #TopStories
-
Mobile Bewerbung per Smartphone & Kurzprofil: 2 X 3 Tipps für Bewerber - Bewerbungen vom Computer aus sind nach wie vor der Regelfall. Dabei bietet die mobile Jobsuche viele Vorteile. Wir zeigen, warum sich die mobile Bewerbung lohnt und geben 2 X 3 Tipps, was dabei zu beachten ist.
Mobile Bewerbung: So überzeugen Sie mit Kurzprofil und Co. #CurriculumVitae #Digitization #EmployerBranding #JobApplication #Recruiting
https://berufebilder.de/mobile-bewerbung-smartphone-bewerber/
-
3 Mal 5 Tipps für den "perfekten" Lebenslauf: Schwierigkeiten gekonnt umschiffen - Es gibt viele Menschen, die sich über Rechtfertigungen und Erklärungen im Lebenslauf Gedanken machen. Lassen Sie es nicht zu, dass die Vergangenheit über Ihre Zukunft bestimmt. Jetzt stehen Sie vor der großen Herausforderung. Sie müssen sich mit Ihrer Vita arrangieren und das Beste daraus machen.
#CareerManagement #CurriculumVitaehttps://berufebilder.de/lebenslauf-schwierigkeiten-gekonnt-umschiffen/
-
Is het CV dankzij AI op sterven na dood?
Werkgevers worden volgens Benj Edwards dankzij AI overspoeld met curriculum vitae en sollicitaties. Het onderscheid tussen kandidaten vervaagt daardoor. Het traditionele cv lijkt daarmee zijn functie te verliezen in een selectieproces waarin systemen steeds vaker elkaar lijken te beoordelen. #solliciteren #artificialintelligence #generatieveai #arbeidsmarkt #curriculumvitae
https://te-learning.nl/is-het-cv-dankzij-ai-op-sterven-na-dood/ -
Is het CV dankzij AI op sterven na dood?
Werkgevers worden volgens Benj Edwards dankzij AI overspoeld met curriculum vitae en sollicitaties. Het onderscheid tussen kandidaten vervaagt daardoor. Het traditionele cv lijkt daarmee zijn functie te verliezen in een selectieproces waarin systemen steeds vaker elkaar lijken te beoordelen. #solliciteren #artificialintelligence #generatieveai #arbeidsmarkt #curriculumvitae
https://te-learning.nl/is-het-cv-dankzij-ai-op-sterven-na-dood/ -
Is het CV dankzij AI op sterven na dood?
Werkgevers worden volgens Benj Edwards dankzij AI overspoeld met curriculum vitae en sollicitaties. Het onderscheid tussen kandidaten vervaagt daardoor. Het traditionele cv lijkt daarmee zijn functie te verliezen in een selectieproces waarin systemen steeds vaker elkaar lijken te beoordelen. #solliciteren #artificialintelligence #generatieveai #arbeidsmarkt #curriculumvitae
https://te-learning.nl/is-het-cv-dankzij-ai-op-sterven-na-dood/ -
Is het CV dankzij AI op sterven na dood?
Werkgevers worden volgens Benj Edwards dankzij AI overspoeld met curriculum vitae en sollicitaties. Het onderscheid tussen kandidaten vervaagt daardoor. Het traditionele cv lijkt daarmee zijn functie te verliezen in een selectieproces waarin systemen steeds vaker elkaar lijken te beoordelen. #solliciteren #artificialintelligence #generatieveai #arbeidsmarkt #curriculumvitae
https://te-learning.nl/is-het-cv-dankzij-ai-op-sterven-na-dood/ -
Berufsbild! Chief Data Officer: Aufstrebende Rolle in Unternehmen? - Die Digitalisierung stellt Unternehmen immer wieder vor Herausforderungen, die sich oft nur durch das entsprechende Know-How von Mitarbeitern lösen lassen. Daher entstehen auch ständig neue Berufsbilder wie der Chief Data Officer. Was verbirgt sich dahinter?
Was ist ein Chief Data Officer? #CurriculumVitae #InformaticsProfession #Marketing
-
Berufsbild! Chief Data Officer: Aufstrebende Rolle in Unternehmen? - Die Digitalisierung stellt Unternehmen immer wieder vor Herausforderungen, die sich oft nur durch das entsprechende Know-How von Mitarbeitern lösen lassen. Daher entstehen auch ständig neue Berufsbilder wie der Chief Data Officer. Was verbirgt sich dahinter?
Was ist ein Chief Data Officer? #CurriculumVitae #InformaticsProfession #Marketing
-
Berufsbild! Chief Data Officer: Aufstrebende Rolle in Unternehmen? - Die Digitalisierung stellt Unternehmen immer wieder vor Herausforderungen, die sich oft nur durch das entsprechende Know-How von Mitarbeitern lösen lassen. Daher entstehen auch ständig neue Berufsbilder wie der Chief Data Officer. Was verbirgt sich dahinter?
Was ist ein Chief Data Officer? #CurriculumVitae #InformaticsProfession #Marketing
-
Vom Lebenslauf-Muster zur Meister-Vita: 5+10 Tipps für mehr Erfolg - Ein erfolgreiches, gelungenes Leben wird nicht von der guten Fee in die Wiege gelegt, es will erarbeitet sein und braucht eine Vision. 5+10 Tipps.
Warum unser Leben eine Vision braucht
Eine Vision ist eine klare Vorstellung oder ein Ziel, das wir für uns selbst und unser Leben haben. #CareerManagement #CurriculumVitae #DreamJob #Relax #Sustainability
-
Vom Lebenslauf-Muster zur Meister-Vita: 5+10 Tipps für mehr Erfolg - Ein erfolgreiches, gelungenes Leben wird nicht von der guten Fee in die Wiege gelegt, es will erarbeitet sein und braucht eine Vision. 5+10 Tipps.
Warum unser Leben eine Vision braucht
Eine Vision ist eine klare Vorstellung oder ein Ziel, das wir für uns selbst und unser Leben haben. #CareerManagement #CurriculumVitae #DreamJob #Relax #Sustainability
-
Vom Lebenslauf-Muster zur Meister-Vita: 5+10 Tipps für mehr Erfolg - Ein erfolgreiches, gelungenes Leben wird nicht von der guten Fee in die Wiege gelegt, es will erarbeitet sein und braucht eine Vision. 5+10 Tipps.
Warum unser Leben eine Vision braucht
Eine Vision ist eine klare Vorstellung oder ein Ziel, das wir für uns selbst und unser Leben haben. #CareerManagement #CurriculumVitae #DreamJob #Relax #Sustainability
-
Zukunft von Jobsuche & Bewerbung: Mobil zu Traumjob oder Abstellgleis? - Bei Jobsuche und Bewerbungsprozessen hat sich in denen vergangenen Jahren hinsichtlich mobiler Technologien viel getan. #CurriculumVitae #Digitization #EmployerBranding #JobApplication #JobFair #Mobility
https://berufebilder.de/handy-stellensuche-bewerbung-mobil-traumjob/
-
Zukunft von Jobsuche & Bewerbung: Mobil zu Traumjob oder Abstellgleis? - Bei Jobsuche und Bewerbungsprozessen hat sich in denen vergangenen Jahren hinsichtlich mobiler Technologien viel getan. #CurriculumVitae #Digitization #EmployerBranding #JobApplication #JobFair #Mobility
https://berufebilder.de/handy-stellensuche-bewerbung-mobil-traumjob/
-
Zukunft von Jobsuche & Bewerbung: Mobil zu Traumjob oder Abstellgleis? - Bei Jobsuche und Bewerbungsprozessen hat sich in denen vergangenen Jahren hinsichtlich mobiler Technologien viel getan. #CurriculumVitae #Digitization #EmployerBranding #JobApplication #JobFair #Mobility
https://berufebilder.de/handy-stellensuche-bewerbung-mobil-traumjob/
-
Zukunft von Jobsuche & Bewerbung: Mobil zu Traumjob oder Abstellgleis? - Bei Jobsuche und Bewerbungsprozessen hat sich in denen vergangenen Jahren hinsichtlich mobiler Technologien viel getan. #CurriculumVitae #Digitization #EmployerBranding #JobApplication #JobFair #Mobility
https://berufebilder.de/handy-stellensuche-bewerbung-mobil-traumjob/
-
Mengirim CV (Curriculum Vitae)
#meme #memes #humor #curriculumvitae #Bushiroad #anime #BocchiTheRock
-
Mengirim CV (Curriculum Vitae)
#meme #memes #humor #curriculumvitae #Bushiroad #anime #BocchiTheRock
-
curriculumminanza octosa in vista dei momenti stranepici
Ieri pomeriggio avevo voglia, o forse sentivo proprio il bisogno viscerale, di perdere tempo… non è chiaro neanche a me il motivo, visto che è da 4 fottuti giorni che sto praticamente girlrottando, però ecco. Avrei dovuto forse studiare, o quantomeno continuare il progetto per il corso di TSW che è ancora in alto mare, ma la marciscenza ha preso il sopravvento e, se chiaramente non posso scegliere come attività ricreativa il pulire la mia camera, altrimenti la polvere sparirebbe, ho optato per… comporre il mio CV. 🙀
Le cose a questo punto diventano un problema bello grosso, un realissimo momento “damn“, perché chi mai avrebbe immaginato che sarei davvero dovuta arrivare a questo punto? Del tipo de “Il CV? E che cazzo ci devo mettere io sul CV? Girlrotter a Spacc Inc. dal 2019 ad oggi? Competenze: parlare con le pareti? Interessi: assaporare i pavimenti?” Però ecco, da un lato sarebbe quasi ora, perché per l’anno prossimo dovrò fare il tirocinio (ed è vero che prendono tutti, perché tutti devono farlo, ma avere un minimo di profilo è comunque conveniente), e in realtà mi era zompata addosso la mezza idea di andare ad un evento di recruiting che l’università (minchia, fanno anche cose buone!) terrà questa settimana… 😰
E quindi, forza: giù con la disperazione, dovuta al fatto che mi sembra di non avere abbastanza elementi degni di nota alle spalle per comporre un curriculum professionale, ma a furia di pormi domande e trovare risposte effettivamente qualcosa sono riuscita a farla… OK. In circa 2 pagine, oltre alle informazioni personali essenziali, e ai pochi punti riguardanti istruzione e formazione, ho messo 4 esperienze lavorative passate che hanno una qualche rilevanza con il mio profilo nel complesso, un elenco conciso di tutte le mie competenze acquisite con gli anni di cazzeggio (incluse quelle linguistiche), e 4 hobby che a grandi linee considero significativi. 😳
Ad ogni modo, il bello (o forse il brutto, non essendo io estremamente ferrata nel graphic design, pure se non faccio neanche troppo cagare) viene ora… Sicuramente farei bene a mettere almeno 1 altra cosa che ho in mente nelle esperienze, che sarebbe rilevante per quanto riguarda il tech, se riesco a capire come presentarla… mentre per il resto boh, il contenuto del quadretto è finito, ma adesso rimane da sistemare la forma. Infatti, mentre ho iniziato e finito di comporre il merdino con il tool Europass, mi sono resa conto che sistemare il layout del PDF esportato come vorrei è impossibile… e quindi, piuttosto, a partire da stamattina me lo faccio io da zero in HTML5, che sicuramente è ulteriore valore aggiunto. 🥱
Finite le ultime sistemazioni, contenutistiche e grafiche, dopo trecento riletture il documentello sarà quindi pronto per essere stampato in multiple copie — come è consigliato di fare, se si intende partecipare produttivamente all’evento di cui sopra — per venire poi con buona probabilità non incorniciato ma, ahimè, cestinato… o forse no? Sotto una lente puramente istituzionale mi rendo conto che quello che ho da mostrare fa piangere… però, a parte gli scherzi, nel complesso penso di avere dei buoni punti, sicuramente alcuni non triti e ritriti. 🙏 (…A meno che non esca fuori qualche collega che sul CV ha scritto “Tirocinio al CERN” o “al MIT” senza aver mentito, perché in quel caso buttano pure me nel cestino, assieme al mio foglio.)
Per concludere con qualcosa di meno incerto delle mie probabilità di ottenere un tirocinio ganzo (per non dire “un lavoro a tempo indeterminato godibile“, qualcosa in cui potrei indubbiamente riuscire a sentirmi un minimo realizzata, smettendo di avere la mente principalmente impigliata nella tragedia di stasi che è per me lo studio universitario, per via del quale mi sento un’assoluta sprecaossigeno data la mia completa incapacità persino di banalmente tenere gli occhi su un libro): la mia capacità di essere lenta è incredibile. Le mie ultime parole famose di ieri sera a proposito di questo coso furono “mi sa che non finirò il CV entro mezzanotte 💔 ma entro quando vado a mimir penso di si, vediamo“… e infatti sono finita nel lettino alle 2 inoltrate. 🥀
-
Strukturierte Online-Bewerbung: 7 Tipps für die Jobsuche - Online-Bewerbungen haben sich als beliebtestes Verfahren auf Arbeitgeber-Seite etabliert. Bei den Jobsuchenden hingegen bleibt die strukturierte Online-Bewerbung per Formular eher unbeliebt. #CurriculumVitae #JobApplication #JobFair #SocialMedia
-
Strukturierte Online-Bewerbung: 7 Tipps für die Jobsuche - Online-Bewerbungen haben sich als beliebtestes Verfahren auf Arbeitgeber-Seite etabliert. Bei den Jobsuchenden hingegen bleibt die strukturierte Online-Bewerbung per Formular eher unbeliebt. #CurriculumVitae #JobApplication #JobFair #SocialMedia
-
Strukturierte Online-Bewerbung: 7 Tipps für die Jobsuche - Online-Bewerbungen haben sich als beliebtestes Verfahren auf Arbeitgeber-Seite etabliert. Bei den Jobsuchenden hingegen bleibt die strukturierte Online-Bewerbung per Formular eher unbeliebt. #CurriculumVitae #JobApplication #JobFair #SocialMedia
-
Strukturierte Online-Bewerbung: 7 Tipps für die Jobsuche - Online-Bewerbungen haben sich als beliebtestes Verfahren auf Arbeitgeber-Seite etabliert. Bei den Jobsuchenden hingegen bleibt die strukturierte Online-Bewerbung per Formular eher unbeliebt. #CurriculumVitae #JobApplication #JobFair #SocialMedia
-
I have been lately doing some improvements to my #cv #resume #curriculumvitae generator, written in #guile #scheme ( #lisp ). The tool is called Iter Vitae and lets you separate your data and the ui layer.
https://jointhefreeworld.org/joe-cv/
https://codeberg.org/jjba23/iter-vitae
I would appreciate you great people's ideas, suggestions and imrpovements. Also feel free to contribute and expand the project to make it more flexible and useful for others.
-
I have been lately doing some improvements to my #cv #resume #curriculumvitae generator, written in #guile #scheme ( #lisp ). The tool is called Iter Vitae and lets you separate your data and the ui layer.
https://jointhefreeworld.org/joe-cv/
https://codeberg.org/jjba23/iter-vitae
I would appreciate you great people's ideas, suggestions and imrpovements. Also feel free to contribute and expand the project to make it more flexible and useful for others.
-
I have been lately doing some improvements to my #cv #resume #curriculumvitae generator, written in #guile #scheme ( #lisp ). The tool is called Iter Vitae and lets you separate your data and the ui layer.
https://jointhefreeworld.org/joe-cv/
https://codeberg.org/jjba23/iter-vitae
I would appreciate you great people's ideas, suggestions and imrpovements. Also feel free to contribute and expand the project to make it more flexible and useful for others.
-
I have been lately doing some improvements to my #cv #resume #curriculumvitae generator, written in #guile #scheme ( #lisp ). The tool is called Iter Vitae and lets you separate your data and the ui layer.
https://jointhefreeworld.org/joe-cv/
https://codeberg.org/jjba23/iter-vitae
I would appreciate you great people's ideas, suggestions and imrpovements. Also feel free to contribute and expand the project to make it more flexible and useful for others.
-
I have been lately doing some improvements to my #cv #resume #curriculumvitae generator, written in #guile #scheme ( #lisp ). The tool is called Iter Vitae and lets you separate your data and the ui layer.
https://jointhefreeworld.org/joe-cv/
https://codeberg.org/jjba23/iter-vitae
I would appreciate you great people's ideas, suggestions and imrpovements. Also feel free to contribute and expand the project to make it more flexible and useful for others.
-
🔥 ■ Una española enseña unos ingeniosos curriculum vitae para trabajar en Londres: lo nunca visto ■ "La competencia es feroz", afirma Minerva García, que ha inventado una nueva iniciativa para encontrar trabajo.
https://www.huffingtonpost.es/virales/una-espanola-ensena-ingeniosos-curriculum-vitae-trabajar-londres-nunca-vistobr.html?int=MASTODON_WORLD -
🔥 ■ Una española enseña unos ingeniosos curriculum vitae para trabajar en Londres: lo nunca visto ■ "La competencia es feroz", afirma Minerva García, que ha inventado una nueva iniciativa para encontrar trabajo.
https://www.huffingtonpost.es/virales/una-espanola-ensena-ingeniosos-curriculum-vitae-trabajar-londres-nunca-vistobr.html?int=MASTODON_WORLD -
🔥 ■ Una española enseña unos ingeniosos curriculum vitae para trabajar en Londres: lo nunca visto ■ "La competencia es feroz", afirma Minerva García, que ha inventado una nueva iniciativa para encontrar trabajo.
https://www.huffingtonpost.es/virales/una-espanola-ensena-ingeniosos-curriculum-vitae-trabajar-londres-nunca-vistobr.html?int=MASTODON_WORLD -
🔥 ■ Una española enseña unos ingeniosos curriculum vitae para trabajar en Londres: lo nunca visto ■ "La competencia es feroz", afirma Minerva García, que ha inventado una nueva iniciativa para encontrar trabajo.
https://www.huffingtonpost.es/virales/una-espanola-ensena-ingeniosos-curriculum-vitae-trabajar-londres-nunca-vistobr.html?int=MASTODON_WORLD -
🎯 ■ Una reclutadora de talento desvela qué se busca en un curriculum a los seis segundos de recibirlo: "Si no lo tienes, ya sabes.." ■ Un vistazo rápido que decide: claves para que tu CV no pase desapercibido.
https://www.huffingtonpost.es/virales/una-reclutadora-talento-desvela-que-busca-curriculum-seis-segundos-recibirlo-si-tienes.html?int=MASTODON_WORLD#tiktok #virales #curriculumvitae #videosvirales #buscartrabajo
-
🎯 ■ Una reclutadora de talento desvela qué se busca en un curriculum a los seis segundos de recibirlo: "Si no lo tienes, ya sabes.." ■ Un vistazo rápido que decide: claves para que tu CV no pase desapercibido.
https://www.huffingtonpost.es/virales/una-reclutadora-talento-desvela-que-busca-curriculum-seis-segundos-recibirlo-si-tienes.html?int=MASTODON_WORLD#tiktok #virales #curriculumvitae #videosvirales #buscartrabajo
-
🎯 ■ Una reclutadora de talento desvela qué se busca en un curriculum a los seis segundos de recibirlo: "Si no lo tienes, ya sabes.." ■ Un vistazo rápido que decide: claves para que tu CV no pase desapercibido.
https://www.huffingtonpost.es/virales/una-reclutadora-talento-desvela-que-busca-curriculum-seis-segundos-recibirlo-si-tienes.html?int=MASTODON_WORLD#tiktok #virales #curriculumvitae #videosvirales #buscartrabajo
-
🎯 ■ Una reclutadora de talento desvela qué se busca en un curriculum a los seis segundos de recibirlo: "Si no lo tienes, ya sabes.." ■ Un vistazo rápido que decide: claves para que tu CV no pase desapercibido.
https://www.huffingtonpost.es/virales/una-reclutadora-talento-desvela-que-busca-curriculum-seis-segundos-recibirlo-si-tienes.html?int=MASTODON_WORLD#tiktok #virales #curriculumvitae #videosvirales #buscartrabajo
-
🎯 ■ Una reclutadora de talento desvela qué se busca en un curriculum a los seis segundos de recibirlo: "Si no lo tienes, ya sabes.." ■ Un vistazo rápido que decide: claves para que tu CV no pase desapercibido.
https://www.huffingtonpost.es/virales/una-reclutadora-talento-desvela-que-busca-curriculum-seis-segundos-recibirlo-si-tienes.html?int=MASTODON_WORLD#tiktok #virales #curriculumvitae #videosvirales #buscartrabajo
-
Craft Your Career Story With This Modern CV/Resume Presentation Template in Adobe InDesign
This post contains affiliate links. We may earn a commission if you click on them and make a purchase. It’s at no extra cost to you and helps us run this site. Thanks for your support!
That moment when a blank resume stares back at you, and you’re suddenly wondering how to translate your awesomeness into words? Yep, we’ve all been in that boat. This CV template, created by E-Type in Adobe InDesign, understands that struggle. It’s not just a document; it’s a storytelling tool, designed to make you stand out. Let’s explore it together, shall we?
First off, this isn’t your grandma’s resume. Forget the dull, cramped layouts. This template is all about modern design. The use of bold, sans-serif fonts immediately grabs your attention. Notice how the headings like “CURRICULUM VITAE” and “TABLE OF CONTENTS” are so large and impactful? They create a visual hierarchy that makes skimming through the document a breeze. Everything is spaced out and easy to read, don’t you think?
Download the template at Adobe StockPlease note that this template requires Adobe InDesign installed on your computer. Whether Mac or PC, the latest version is available on the Adobe Creative Cloud website—take a look here.
CV/Resume Presentation Template by E-Type Download the template at Adobe StockThe color scheme is smart too. It uses a mix of cream and khaki with black accents. It’s professional, clean, and avoids being too harsh. The layout itself feels clean and spacious, with plenty of white space so the reader doesn’t get overwhelmed with information. It’s clear that the creator paid close attention to the details.
This template is also super flexible. It’s composed of 12 pages, which is a generous amount, isn’t it? And each page focuses on different parts of your professional profile. You’ve got sections for your “About Me” blurb, your work experience, your education, skills, and even hobbies. It’s like a fully-rounded portrait of you, isn’t it? This isn’t just a resume, this is a presentation, so no wonder it is set to the 1920 x 1080 px screen size.
And the best part? It’s designed for a digital age. We all know that we aren’t printing out our CVs anymore, right? This template is ideal for screen presentations. That means you can upload it on a server for easy access or even send it directly as a PDF to companies. Talk about convenience!
Let’s explore the different parts of the layout. The “About Me” section has a place for a short paragraph and a picture. It also has bullet points to highlight your main features. The images throughout this template really add to its visual appeal, wouldn’t you say? Do you see how they make each page more engaging? Of course, you can easily swap them out for your own pictures.
Then we have the “Table of Contents” page. Do you see how it offers a quick guide to the document’s structure? This is great if the reader needs to jump to the sections that interest them. The numbers and titles are simple and easy to follow. The “Experience” section uses a very neat layout, placing the time period of each experience above the details.
The “Education” section is similar, with boxes for four different entries. Notice how there are clear, concise descriptions for each entry, and the name of the institution is written in a big font? It makes it super simple to understand and get the main info at a glance.
Now, the “Communication Skills” page is unique. It breaks down your language skills into “mother tongue” and “other tongues.” The template even provides percentages to show your proficiency level. This is a great way to showcase your capabilities, right?
The “Technical Skills” section allows you to list your proficiency in different areas. It’s got a picture placeholder too. The “Volunteer Work” section keeps this similar layout, showing that the overall design is consistent across all pages.
And have you noticed the “Hobbies” page? It’s cool that they included that, huh? It’s great to show a bit more of your personality. It’s important to demonstrate that you’re not all about work, right?
Finally, we have the “Thank You” page, with your contact info. It has all the standard contact info: address, phone, website, and email. The layout is simple, clean, and very modern.
This template isn’t just pretty, it’s incredibly user-friendly too. Every image and text is a placeholder. Replacing it with your content? A piece of cake. The best thing about these kinds of templates is that you can have a professionally looking resume in no time, even without prior design experience.
So, if you’re looking for a modern, clean, and customizable template, this one’s a winner. It takes the hassle out of creating a CV and helps you put your best foot forward. It’s more than just a resume; it’s a personal branding tool.
What do you think, are you ready to give it a try?
Download the template at Adobe StockDon’t hesitate to find other trending graphic design templates on WE AND THE COLOR.
Subscribe to our newsletter!
By continuing, you accept the privacy policy#AdobeInDesign #AdobeStock #curriculumVitae #cv #jobApplication #resume
-
Lebenslauf oder Kompetenzprofil? Personal Branding in Recruiting Bewerbung & Jobsuche - Personal Branding liegt im Trend, gerade auch bei Bewerbungen. Doch kann es im Lebensläufe ersetzen? #CurriculumVitae #EmployerBranding #Image #JobApplication #Marketing #PersonalSkills #Recruiting
https://berufebilder.de/lebenslauf-kompetenzprofil-personal-branding/
-
Lebenslauf oder Kompetenzprofil? Personal Branding in Recruiting Bewerbung & Jobsuche - Personal Branding liegt im Trend, gerade auch bei Bewerbungen. Doch kann es im Lebensläufe ersetzen? #CurriculumVitae #EmployerBranding #Image #JobApplication #Marketing #PersonalSkills #Recruiting
https://berufebilder.de/lebenslauf-kompetenzprofil-personal-branding/
-
Kreativer Lebenslauf & Vita: Ungewöhnliche Bewerbungen - Ein immer wieder gerne und heiß diskutiertes Thema – gerade auch auf Best of HR – Berufebilder.de®: Wie kreativ dürfen und sollen Lebensläufe sein? #Creativity #CurriculumVitae #Innovation #Marketing
-
Kreativer Lebenslauf & Vita: Ungewöhnliche Bewerbungen - Ein immer wieder gerne und heiß diskutiertes Thema – gerade auch auf Best of HR – Berufebilder.de®: Wie kreativ dürfen und sollen Lebensläufe sein? #Creativity #CurriculumVitae #Innovation #Marketing