I posed a question on Twitter last week to in house recruiters and HR professionals:
In-House recruiters/HR Pros…would you interview someone purely from a LinkedIn profile or social media footprint? Without a physical CV?
Reason was that I had met a really strong candidate who had not yet prepared an up to date CV and I wanted a client to meet her straight away…I wondered if a LinkedIn profile and my notes and impressions would suffice.
My Twitter question started an interesting debate; here are some of the answers:
‘No, would definitely back up the Linked In profile with a physical CV’
‘Depends how comprehensive their profile was’
‘Possibly – think I would want to see their CV at some point, but would organise an interview on the back of their linked in profile’
‘Yes definitely, at least for first stage / informal conversation’
‘Not generally. Might speak, engage and arrange interview based on the Social Media footprint but likely to want CV before the interview’
‘I still prefer to see a “real” CV before setting up an interview’
‘A full Linked In profile is coming closer and closer to a classic CV. But I like it when a candidate shows interest by sending me something’
‘Depends on the strength of the profile. Always suspicious of some recommendations I see though’
‘I would likely have a conversation with someone without a CV, but would still want a formal presentation before going further’
Clearly there was belief that a physical CV is still important…but why??
I can understand some form of a CV being needed if there was no other way of establishing a candidate’s background, but I was intrigued that clientside recruiters would still want a CV even if there was information about the candidate publicly available through social media.
My immediate thoughts were…
– Does the physical CV act as a kind of filter? It’s almost an excuse. It enables you to read and reject a candidate because ‘they don’t seem to have the right experience’. But previous experience isn’t always the best indicator of future performance. A physical, or ‘real’, CV tells you little about the candidate’s personality, motivators, passions, presence, capabilities or potential.
– If the candidate has a full profile on Linked In then still this isn’t enough. There’s a picture, summary of skills and qualities, experience, career history, education and interests. Hopefully there will be some references too. And that’s not all…there will be groups of which they are a member, connections, links to other social media platforms they use. There will, in fact, be lots of things that may not be on a physical CV. Yet we still don’t seem to ‘trust’ it…even though it is probably harder to ‘mislead’ on a public platform than in a private document.
– Even if we interview someone based on their social media ‘footprint’ we still want to see a physical CV before moving to the next stage. Somehow this legitimises their application, shows that they are taking the application seriously. But how about the effort they may put into creating and maintaining their LI profile, their blogs, their Twitter stream…this shows a different kind of commitment but one that may be even more important to their future success in a new role.
I’ve seen a lot written about the ‘death’ of the CV recently…both from those who agree and those who don’t. Clearly most hirers expect to see some form of CV so it may be a bit early for the last rites.
Wherever you look there are coaches, tutors, consultants, gurus and experts offering advice to jobseekers on how to create, maintain and promote their online profiles to ensure maximum exposure. They are told to use the full range of platforms and tools at their disposal.
Yet even though they may be found, and found because they have the skills, knowledge and potential that a future employer may be looking for, they still need to present a CV which may actually be less impressive than the information that already exists about them.
So I’m asking again…would you interview, and consider hiring, someone who didn’t have a physical CV, but who had an active social media profile which told you more about them than a physical CV might??
Let me know what you think…