"New Media Proves I'm Brilliant"

This is the fourth in a series of 5 articles. Over the last few weeks we’ve looked at the tools available to candidates and whether they add any value to the recruitment process. This week, we move towards a conclusion.

What can you do as an employer?

In some ways, the introduction of new technology should not change anything about your recruitment process. The CV has always been a poor predictor of character. Any jobseeker with access to the internet can now get useful, cheap advice on how to build a traditional CV. At a click you can find all the resources you need to create a great CV, from as little as £5.

As one of the online CV writing services boldly states:

"Why do some people always get the job they want? Because their CV wins them an interview!"

And that is the key point. A CV is a tool used to “win an interview”. The danger is that as recruiters, we could be blinded by science. It’s not the website, or the articles, or the blog, or the image on the video clip that you’re employing, it’s the person.

"Great, they’ve written 57 articles for various learned journals, filmed themselves delivering a lecture on change management and have networked links to three CEO’s, but can they project manage the implementation of a new and challenging HR system in the Swindon HQ?"

A recruitment process should be simple, logical and designed to assess the skills and behaviours required of a particular role. There is currently a temptation to make use of new technology ‘because it’s there’ – in other words, it is possible to let additional forms of presenting information or selling ability to drive your recruitment agenda. The starting point should be the role and its requirements and then the process you are going to employ.

Next week; 5 practical points for employers to consider, 'Confused Recruiters and Technology'.


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