7 Pages
1681 Words
Introduction - Evaluating CVs in the Digital Hiring Process
Curriculum vitae (CV) is a systematic document that summarizes the candidate's educational background, personal information, professional growth and achievements in the developing field of modern employment. This report takes a comprehensive focus on the extensive literature on CVs and explores their strengths & weaknesses. In the hiring process, a CV is an essential element of the recruitment process which helps to check the suitability of candidates or applicants for a changing profession. The structured format of the CV presents a brief overview of the candidate's qualifications, skills and achievements. Employers will use this document in the recruitment process as an indication of applicants agreeing to specific job roles. However, the literature review gives emphasis on this point that the scope of a Curriculum vitae is limited. It needs special concern especially in a speedy work environment, because it is not yet possible to repeat previous successes based on current abilities.
The report displays how CV can adapt in the digital stage of development, as it moves over the literature. The process has been streamlined, but new problems have arisen due to the occurrence of digital Internet platforms and tracking systems for applications (Wijayanti and Sulistyaningsih, 2019). Automated systems are effective, even then by mistake they ignore candidates whose qualifications and skills are not underlined. So there is a concern has arisen due to the decreasing effect of humans on recruiting. Lastly, this literature review gives a complex view of CVs and admits their effectiveness by means of presentation tools but is cautious not to undervalue them. The need to balance standardization and flexibility is stressed with specific importance on reducing the incidence of unfairness in recruitment processes. The report provides the foundation for modern recruitment practices and a holistic inspection of the difficulties of dealing with CVs or resumes.
Literature Review
CV (Curriculum vitae)
According to the views of Gottlieb, Promes and Coates (2021) curriculum vitae (CV) is a detailed and structured document that contains information on a candidate’s education, past experience, hobbies, soft & technical skills and background data. The literature part covers the both merits and demerits of a resume. It provides complete information on an individual career path, the current debate questions its truthfulness in determining what type of candidate is truly capable for the job role. Bergren and Yonkaitis (2023) mentioned in their study that a well-structured CV plays an important role for job seekers. The CV offers a concise summary of qualifications and achievements. It shows the good things about the candidate's personality and work. Its structured format permits employers to find the best candidate that is suitable for the job role. Employers check CVs to find the right candidate for the right job. Regardless of their extensive acceptance, Wijayanti and Sulistyaningsih (2019) analyzed that CVs have many limitations like we cannot judge a person or candidate by their resume. Because the qualities or skills that are mentioned in the CV, are achieved in past, so it is not too good when we talk about the present requirement of the job.
On the critical note, Teixeira da Silva, et. al, (2020) stated that CV only provides details about the candidate’s historical experiences and pays no attention to important dynamic skills, and flexibility in a speedily professional environment. Nevertheless, the CV remains a dominant document in the recruitment and hiring process, which represents its continuing importance in developing recruitment practices. Hobson, et. al, (2022) shared their views that in the competitive landscape of the job market, it is important for both candidates and employers to balance their strengths and restrictions. The literature review shows that in the face of the generally recognized significance of CVs for recruitment, CV assessment is integrally subjective. Recruiters are persons who have different viewpoints and can interpret similar data in totally different ways. It can lead to potential unfairness when choosing candidates, decisions are often subject to unintentional moments due to individual preferences, discriminating biases, or an unimportant feature such as the choice of font and formatting.
CV Evolution: Balancing Subjectivity and Digital Recruitment
Fragouli, et. al, (2021) entailed in their study that for candidates who wish to create a CV of a universally tempting nature, this subjectivity poses a significant challenge. The lack of standardization criteria can disappoint candidates who do not align themselves with certain chosen values, which can be credited to the diversity of clarifications by recruitment agencies. Therefore, it will be important to address this integrally subjective nature to ensure that the candidate’s qualifications and skills are properly reflected in the recruitment process. On the other hand, the literature review highlights the adaptability of the resume. Teixeira da Silva (2020) argued that as job markets go forward, individuals can modify their resumes to underline relevant skills and experiences. This flexibility makes it possible for applicants to validate their suitability for several job roles. In altering a CV for a specific role it is likely to oversell or neglect certain aspects of an applicant’s profile, leading to a distortion of the candidate’s overall profile.
Haddad and Mercier-Laurent (2021) shared their views that in particular, the digital age has brought new vitality to CVs. The application process has been simplified through online platforms and candidate tracking systems, but there is also a source of difficulty in systems. The automated system can shortlist keyword matches and pays no attention to candidates with great skills that are not clearly mentioned in their resumes. Kaltenbrunner and de Rijcke (2019) criticized that the dependency on digital tools has amplified concerns about losing the human touch in the recruitment process. In conclusion, the literature review on CV shows a very balanced view that is familiar with both its favorable and negative parts. Hence, a well-crafted CV can be an operative tool for self-presentation, subjectivity and digitalization. It is vital not to overlook these parts. To ensure that CVs serve as a fair and effective tool in opposing job seekers, it is important to balance standardization and flexibility with an effort to remove understood bias during recruitment and hiring processes.
Conclusion
In conclusion, this literature review gives an overview of the overall assessment of the strengths and weaknesses of the curricular vitae (CV) in the context of modern recruitment practices. The CV remains a vital document in the recruitment process, but its limitations become visible when it is used to provide detailed and complete information about candidates’ qualifications, skills and achievements. The main problem was the argument over whether a candidate’s CV is accurate in determining the candidate's competencies or not. The dynamic and quickly changing skill requirements of current job functions cannot be fully aligned with a focus on historical experience in a CV. When considering a candidate’s suitability in today’s professional situation, this gap in time produces doubt about the accuracy of the CV. Throughout this literature review, subjectivity is the primary concern in evaluating resumes.
Recruiters who have different perceptions may understand the same data in diverse ways which can lead to unconscious biases and discriminating decisions. Candidates who want to create CVs that are universally attractive, subjective in nature and the absence of homogenous criteria present significant challenges in their lives. The adaptability of a CV has turned out to be an ambiguous sword. On the other hand, candidates can also take advantage of this opportunity of adaptability, to highlight accurate skills and experiences in their resume. However, this flexibility can result in a distorted opinion of their capabilities and opens up the opportunity of overselling an applicant’s profile or not focusing on certain aspects of it. From these findings, the need to balance standardization and flexibility within CVs is highlighted by a literature review. To ensure a level playing field and effective recruitment, the degree of subjectivity needs to be addressed objectively as well as biases in the assessment process to be minimized. To ensure transparent and fair recruitment processes, it is important that candidates and employers consider the strengths and constraints of CVs accurately in this emerging labor market.
References
Books and Journals
- Bergren, M.D. and Yonkaitis, C.F., 2023. What is a Curriculum Vitae and Why Do You Need One?. NASN School Nurse. 38(3). pp.121-124.
- Fragouli, E., 2021. Internationalisation of the curriculum: Challenges & opportunities. International Journal of Higher Education Management, 7(2).
- Gottlieb, M., Promes, S.B. and Coates, W.C., 2021. A guide to creating a high?quality curriculum vitae. AEM Education and Training, 5(4).
- Haddad, R. and Mercier-Laurent, E., 2021. Curriculum vitae evaluation using machine learning approach.
- Hobson, W.L., Gordon, R.J., Cabaniss, D.L. and Richards, B.F., 2022. Documenting educational impact in the promotion dossier with an enhanced curriculum vitae. Journal of Continuing Education in the Health Professions. 42(1). pp.47-52.
- Kaltenbrunner, W. and de Rijcke, S., 2019. Filling in the gaps: The interpretation of curricula vitae in peer review. Social Studies of Science. 49(6). pp.863-883.
- Teixeira da Silva, J.A., Dobránszki, J., Al-Khatib, A. and Tsigaris, P., 2020. Curriculum vitae: challenges and potential solutions. KOME: An International Journal of Pure Communication Inquiry, 8(2), pp.109-127.
- Teixeira da Silva, J.A., Dobránszki, J., Al-Khatib, A. and Tsigaris, P., 2020. Curriculum vitae: challenges and potential solutions. KOME: An International Journal of Pure Communication Inquiry. 8(2). pp.109-127.
- Wijayanti, S.H. and Sulistyaningsih, E., 2019, March. Format, Design and Content of Curriculum Vitae in a Developing Country. In Social and Humaniora Research Symposium (SoRes 2018) (pp. 328-332). Atlantis Press.
