The CV was born as a consequence of the Industrial Revolution, the point in history where manual jobs were taken over by huge machines with even bigger engines to run them. The production line mentality of the factory translated over into all manual and non-manual work, with the concept of having a machine that ran with a particular set of cogs (roles) that were shaped in a particular way. If a cog broke (or resigned), you simply tried to locate another one that looked and performed exactly the same – maybe if you were feeling ‘innovative’ you would select someone who had slightly ‘more’ experience, or even better, had been that cog at one of your competitors, and they could tell you how they had run their machine.
Now engineering and technology has moved on – we now have tiny machines running huge production lines, and robots taking over the roles that many humans once did. Yet our concept of how to hire for the humans we dostill need hasn’t updated along with it. We still look for the cog that fits. We use the CV as our way of assessing whether they can do the same job they did for someone else, but do it for us in the way our particular machine works.
This has left us with a few issues which we will cover in subsequent blog posts.
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