Where to Upload Cv on New Innovations
After decades of adoration, the strange supreme beingness known as the curriculum vitae or résumé is losing its faithful congregation. Recruiters, students and jobseekers are increasingly turning to other methods of choosing candidates. Fourth dimension to throw out the cold and impersonal CV! The recruitment revolution is here, based on a guiding principle – open innovation.
The CV – an obstruction to recruitment?
It is thought that the curriculum vitae was invented by Leonardo de Vinci in 1482 only according to RezScore, it only became an essential part of a chore application from 1930. Starting out equally a summary, over the decades, the typical CV has featured all sorts of surprising information, such as the candidates' elevation, weight, religion and marital status. It finally rose to go an essential tool that'due south used by about recruiters to find talented new employees.
Just despite the CV's popularity, it is completely unsuitable in today's world. How can applicants sum up all of their skills, experiences and personality traits in one or two pages? How can employers get a real measure of an applicant'southward talent, creativity and appeal only by reading advisedly called words? Sorry, Leonardo, only in our times, the CV is more than of a praise-filled marketing brochure than a real insight into a candidate's profile.
Read more than: How tin can open innovation help your Man Resources squad.
Of course, the CV is rarely the only footstep in the recruitment procedure. Later on wading through hundreds of profiles, recruiters will invite a few lucky people to run across them in person. So, later on one or two interviews (or five or half-dozen in some worrying cases) and a lot of time invested on both sides, simply one or two candidates are called.
It's an unfortunate fact that the combination of CV + interviews has a big bear upon on recruitment. Final September, we asked 248 people about the impact that recruitment processes take on employer brands. Over half of respondents said they viewed companies negatively if they had more than than three rounds of interviews for a job – and 38% considered it a sign of a lack of trust between employees. Nothing could give a worse impression near a future employer!
Putting an end to dysfunctional teams
Merely people with certain types of profiles are able to stand out at interviews, which can eventually consequence in the workplace beingness filled with astoundingly similar teams. But doesn't the ideal team include members with complementary skills? Particularly given that most dysfunctional teams are formed of people with incompatible psychological profiles. Add weak leadership into the mix and you lot've got the perfect recipe for a crisis.
Strong teams focus on the differences betwixt their members. Simply it'southward difficult for recruiters to make aware choices – according to a University of Minnesota study, between 85% and 97% of professionals trust their intuition or their overall impression when assessing candidates rather than trusting in objective criteria. The researchers warn that the problem is that it's easy for individuals' perception to be affected by small-scale elements. It means that people tin can sometimes miss out on real gems!
Creating teams of superstars through open innovation challenges
The main strength of open innovation challenges is that they put participants in situations requiring teamwork, revealing their soft skills (interpersonal skills and character traits). When these challenges take place over a long menses of fourth dimension (such equally with online challenges), the organizing visitor gets an even more representative picture of the candidates. A mistake that recruiters often make is to hire candidates based only on their hard skills (technical skills), and are so forced to sort out the bug caused past a lack of soft skills. That'southward why several MBA programmes around the world view soft skills as extremely of import.
Given that an unsuitable candidate will compromise the company'due south operation and that replacing them will mean another expensive recruitment process, information technology's best to invest in an effective way of choosing candidates from the first. We've said it earlier in a previous article, only nosotros'll say information technology again – the most powerful algorithm in the world is incapable of measuring a candidate's interpersonal skills. Creativity, empathy, advice and team spirit tin can only be assessed by observing them in action. By seeing participants in a challenge develop throughout the procedure, recruiters can closely target candidates who have a lot of potential. They tin even recruit unabridged teams formed during the challenge, importing them whole into the company. Lastly, at the claiming last, participants have the take chances to meet a number of employees who work for the organizing company. The ideal opportunity to go existing employees involved in the option process!
"The revolution volition be Agorized"
Since 1991, a number of web services have emerged, offering an alternative to the traditional recruitment process. The CareerBuilders, Indeeds and LinkedIns of this world appeared in quick succession in the space of a few years. But most of them but offered a platform where people could upload their CVs and view job vacancies. The revolution was still a long style off, and at that place were nevertheless shortcomings.
Then, in early 2010, a concept truly took off – open up innovation. At that moment, companies' digital transformation affected the way human resources were managed, from recruitment to managing working hours. In this context of change (where nosotros even so find ourselves today), recruiters accept had to adapt and innovate – they have had to fill up new posts (tech, Information technology, web development) from candidates who know little or zippo about their company.
The principle backside open innovation is relatively elementary. Information technology ways using employees from within the company or external innovators to source new ideas and boost inventiveness. Involving new people in the innovation procedure results in out-of-the-box solutions with existent benefits.
What's the link betwixt open up innovation and recruitment? Past opening upwards its processes to students, the organizing company provides them with an insight into its internal culture and values. What'south more, information technology'due south a adventure to see potential candidates in activeness – their technical skills, their interpersonal intelligence and their power to communicate. Finally, the company is able to target the participants that complement its existing teams.
Interact, innovate, prospect!
For six years, Decathlon has been recruiting the best artistic students by organizing challenges, avoiding the usual combination of CVs and interviews. A veteran supporter of events that focus on students' piece of work, the company has been organizing the 'Les Coéquipiers' business game for 6 years. In an interview with Focus RH, a Decathlon spokesperson explained the idea: "Nosotros wanted to give all of these budding talents a taste of what it's like at Decathlon, to immerse them in information technology and so they could discover our passion for sport and for our customers in an authentic way."
For the 6th challenge, participants had to create or meliorate a product to revolutionize the way sport is played. The claiming the year before was to find the platonic solution to make employees and customers akin desire to become true brand ambassadors.
Read more: How Decathlon organises business games to boost employer branding
Decathlon isn't the simply visitor to adopt this strategy. For instance, as reported in French newspaper Le Parisien, Danone has hired 370 students in vi years every bit a consequence of its business organisation games. L'Oréal (200 positions and internships filled in a single challenge) and Bouygues (40-50% of participants integrated into the company) accept also establish success through open innovation. And fifty-fifty when the feel doesn't lead directly to a job offer for participants, they all the same get first-class visibility within the organizing company.
After all, attraction works both means – everyone wants to hire the best students, but business positions are limited. At the end of the solar day, a company's employer brand is likely to play a fundamental role in a candidate'southward choice. And that's where open innovation challenges come into their ain – they evidence that the employer is open up to creativity and favours a collaborative approach.
Innovators of the world, unite!
The days when the CV reigned supreme are behind us. And nosotros've got open innovation to thank. Simply the battle'southward not over yet.
The starting time alter came with the switch from traditional to online recruitment. In today's world, co-ordinate to IBM figures, 74% of high-potential employees use their mobile when looking for a task – and 69% look more than favourably on organizations that use mobile recruitment. But the second step in the digital transformation of recruitment is a lot more than far-reaching – its aim is to revolutionize the process from start to finish.
Revolutions e'er disharmonism with deep-seated attitudes. The American inventor Edwin Herbert Land once summed upwards innovation: "It'south not that we need new ideas, merely we need to cease having former ideas". But once a visitor has gone through the menses of alter, the benefits are unbelievable.
And then free yourself from the chains of the CV and cull open up innovation!
Learn how to recruit Millennials and Gen Z in a most effective way
Source: https://get.agorize.com/open-innovation-the-cv-is-dead-long-live-the-cv/
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