By Didier Dubois, CRHP and Emilie Furrier, M. Sc, CRHP
Ever since being forecast, traditional paper CVs have been getting closer and closer to disappearing. The problem is not that paper is no longer in fashion, but that there are a multitude of other solutions that are much faster, more economical and efficient and that save trees. In addition to physical issues, the great advantage of digital CVs is candidates' ability to quickly update and distribute their CV to potential employers. For employers, it also lets them have access to up to date information on candidates in a format that is compatible with the systems used by the organizations. In the end, everyone wins with digital CVs. Hare are the main options available to you for a digital CV.
The online CV
It is now possible, through sites such as "doyoubuzz", "purzue", "easy-cv.com" and others, to create an online CV that is accessible 24/7 by all recruiters. The main advantage is that this type of CV gives you visibility on search engines such as "Google". This is the least of what these sites promise you. The most advanced, such as "doyoubuzz", also allow your CV to be directly imported into certain job sites (in this particular case, it is primarily a French job site). This site also provides the opportunity to use a variety of formats, to include images, video, brief logos and to promote your CV.
Candidate management systems
Of course, candidate management systems are also contributing to the gradual disappearance of paper CVs. At the Taléos, Luceos and Enjoys of this world you can complete a job application by filling in fields of application forms in the company's Careers section without being required to have a formal CV. The big challenge is that you will need to complete the form several times on different sites. However, more and more companies are offering the possibility of importing your CV's data as a Word file.
Professional networking sites
Linkedin, Viadeo, Xing, etc are becoming alternatives to the traditional CV by providing your professional profile to the people to whom you give access. The main advantage of these sites is that candidates will update their data themselves to inform their network of their professional progress. Recruiters therefore have access to an up to date profile at any time, which is not always the case with candidate management systems. The new "Apply with LinkedIn" feature, however, allows data from your LinkedIn profile to be imported directly into compatible candidate management systems with one click.
Your personal page
Many web 2.0 sites now let you also create a single location on the internet to convey your digital presence. Sites such as "about.me", "flavors.me", etc. give you the opportunity, at no cost, to create your own page. You can display your contact information, your interests, and also links to your profiles on the different web 2.0 sites where you participate (e.g.: Facebook, Twitter, etc.). They are therefore the most effective tools to develop and convey your digital identity with recruiters.
Your digital presence
Don't forget that more and more recruiters are undertaking a check of candidate's profiles on the internet by "scanning" the different web 2.0 sites. According to Jobvite (2011), 45.1% of recruiters systematically check candidates' profile on social media, 29% do so occasionally and 12.9% do if the candidate provides the information. In other words, only 13% of recruiters have not developed this habit. Your digital CV also includes the sum total of information you leave behind you, voluntarily or involuntarily, simply by navigating and sharing on the Web.
In addition to the fact that your CV will be less and less in paper format, the way that information will be presented may also be transformed over the years. The traditional CV with your contact information, professional experience, education, etc., is moving more and more to a CV that highlights your personality, your interests and achievements, etc. New CV formats will perhaps be much less uniform and therefore more difficult for recruiters to analyze. However, they will be a much better demonstration of what distinguishes you from other candidates, and of your potential and your ability to sell yourself. It goes without saying that if recruiters develop the habit of seeking information on social media about candidates, you must secure your e-reputation, as a candidate, by making sure that information about you on the internet is consistent with the professional image you want to project.
Sources and links:
Jobvite Social Recruiting Survey Results, Q3 2011: http://recruiting.jobvite.com/resources/social-recruiting-survey.php
www.about.me
www.flavours.me
www.taleo.com
www.luceosolutions.com
www.njoyn.com