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In the recruitment industry, I believe that CVs are very relevant. A lot of clients still want to see CVs and will often ask me for one rather than just a candidate’s LinkedIn, or similar professional networking profile.
Of course, social media networks such as LinkedIn and Twitter (LinkedIn especially) can complement a CV- they help to promote a sense of self and individuality as well as professionalism. But these alone aren’t sufficient. Traditional CVs are still desirable for the majority of companies’ employment process.
In today’s environment most CVs are digital, so it’s easy to be more interactive with them. You can put links to profiles on networking sites, blogs and personal websites. This gives the client the option to divulge away from the traditional candidate profile. (See our previous blog for more information on social media and the implications that it may have when applying for jobs.) Creative and digital companies are particularly keen for CVs like this, so if you’re going for a creative / digital role, be creative- make your CV interactive and more exciting than it perhaps would be otherwise. It’ll give you the chance to show off your creative flare and stand out amongst other candidates.
On the other hand, more companies tend to sway towards the standard two-page paper copy CVs. Putting links in your CV would thus be useless. These companies are more likely to be interested in qualifications, work history and experience, rather than browsing through your social media networks.
The main thing with CVs is to know your audience. Use your CV to target the company’s likes and show off strengths that will work in your favour. First impressions count, and your CV could make or break your next job opportunity.
By Jamie McLaughlin