The majority of job candidates still see the CV and in-person interview as essential when applying for a job, according to new research from Tribepad.
This comes as counter to campaigns to remove the CV, which can be deemed to be bias, and the growth of remote interviews due to the pandemic.
Two-thirds (67%) of respondents say an in-person interview is important or essential, and three in five that a CV is (61%). Although there are moves to try to make hiring more based on skills and aptitude, only a third believe assessments (35%) and assignments or tasks (34%) are important.
Half (50%) of 18-24-year-olds believe that a CV is needed, rising to 66 percent of 35-44-year-olds. Only 56 percent of senior leaders feel positive that the CV is an important part of the hiring process, compared to 67 percent in entry-level positions. Women are more likely than men to say informal conversations are of benefit – 54 percent vs 49 percent – perhaps challenging the notion that job offers are made on the golf course.
Whilst the industry may be ready to move forward, there is a disconnect between what recruiters deem to be important and what candidates believe to be.
When applying for a job, candidates believe the following to be important or essential:
● In-person interview – 67 %
● Having a CV – 61 %
● Interview with line manager – 59 %
● Application form – 58 %
● References – 55 %
● Informal conversations – 51 %
● Interview with executive leadership team – 37 %
● Assessments/tests – 35 %
● Interview with HR – 35 %
● Tasks/assignments – 34 %
● Telephone interview – 31 %
● Video interview – 30 %
Dean Sadler, CEO of Tribepad says:
“We spend so much time trying to find solutions that work for the industry, but we need to also stop and think about what candidates want. It’s surprising that the CV is still so favoured, given that it can perpetuate bias. It indicates that we still do many things in recruitment ‘just because we always have’ and maybe we need to be braver and challenge that. The fact that two-thirds want an in-person interview, even though hybrid working is so common, shows the importance of cultural fit and human relationships. At Tribepad we are passionate about bringing the tech and human elements together, to enable people to get great jobs.”
Tribepad’s previous research Stop The Bias found that eight out of 10 candidates think that recruitment would be fairer if it remained anonymous, and 77 percent do not believe that diversity data is being used for their benefit. When Tribepad worked with Coventry City Council to help improve diversity in their recruitment process through anonymous applications they saw a 117 percent increase in the number of Black, Asian and Minority Ethnic candidates.
Yet candidates believe a CV is essential. It is time to reconsider our processes and find a system that is comfortable, fair and valuable for all.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
