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Recruiting without CVs: The role of personality tests

03 Jun 2011

Recruiting without CVs: The role of personality tests

An anonymous CV is one that excludes a person's personal information, i.e. age, sex, pictures, and ethnic background. In the United States, the anonymous CV has been in use for almost as long as its existence, but in many other countries it has just recently become accepted. 

As the anonymous CV becomes increasingly popular all over the world, more and more businesses are taking this concept one step further by removing it altogether. This de-emphasises the importance traditionally placed on diplomas and other educational qualifications, and it is here that psychometric tests play a key role.

Used before the interview, these psychometric assessments help recruiters to build up candidates' profiles, which can then be further explored when the candidate and interviewer meet face to face. This often results in a richer interview and a discovery of the relevant skills and aptitudes which might not have otherwise been considered germane to the job being filled.

Along with a desire to broaden their recruitment processes, companies that choose to recruit without CVs see the concept as being more fair and successful than merely using anonymous CVs. The flaw with anonymous CVs is that even though the candidate may remain unknown, the CV still contains elements that might unconsciously skew the recruiter's perceptions of the candidate. This situation is completely prevented with the use of psychometric tests which, when applied uniformly to all applicants, will give recruiters an entirely new perspective on their candidates while allowing them to be evaluated equally.

While the move towards eliminating CVs requires additional technical involvement and a reorganisation of the recruitment process by HR professionals for established corporations, it is a programme that can just as easily be implemented step by step by small and medium enterprises.

Without going so far as to eliminate the CV entirely from the recruitment process, companies can rely on multiple sources of information about their candidates. An analysis of information given by the candidates in their CVs can be augmented by the use of personality tests, emotional intelligence tests, and specific skills tests that measure, for example, language ability, sales potentia,l and leadership skills.