The resume is one of the most vital parts in applying for a job. For most job seekers, it is also the most tedious and excruciating stage of the process. Everything starts with the CV – the first thing anyone will ask when you let them know you’re in the market for a new role is ‘send me your resume’. So you have to write your resume first before you can apply for any job. And if you don’t do it right, it can cause you a prospective role.

But just recently, an expert claimed that jobseekers will soon skip the resume writing part in order to apply for a job. A CV-less application? Now that’s interesting.

According to Paul Wolfe, Human Resources – Senior Vice President of the job site, traditional resumes will soon be replaced by other means of refining hundreds of applicants for a job position. Such tests could include personality testing, literacy, numeracy or technical examinations.

Wolfe mentioned that a resume often works against jobseekers because it permits bias and discrimination. He also feels that a CV is a very poor way of representing what a candidate can offer to a role and to the company.

“It’s still a while away from being completely eliminated, but I think over the next few years we’ll start to see some more rapid changes in the job-hunting process,” Wolfe said in an interview from

“For example, AI is likely to take on more of a role when it comes to recruitment, and therefore the resume will have to adapt to suit. This is where more skills-based assessments and personality testing will aid job hunters in better displaying their talents.”

“If the resume doesn’t completely die out, it will certainly evolve into a much richer portfolio-type document with deeper information on people’s experience and abilities as well as proven results on assessments.”

Wolfe also said that contemporary employers do not require resumes anymore and are more keen in screening candidates based on their capability and culture instead of their work experience or job titles.

“They are wanting to identify the best talent and not just people who look good on paper,” he said.

“And there’s also the move towards removing conscious or unconscious bias from the hiring process.”

According to Wolfe, some companies are addressing the unfair bias by blocking out a candidate’s name, address and education in order to focus more on their skill set. These organisations believe that basic information such as name, previous employers or schools can lead to discrimination.

But while resumes are yet to be obsolete, Wolfe gave top resume tips for jobseekers, and CV Saviour concurs with this advice:

  • Make sure to highlight results or projects you’ve worked on. Illustrate what your education has added to your set of skills. Include achievements for each position held from your previous work (noting that work doesn’t need to be paid to be used in your resume – volunteer, charity, pro bono work, or even helping a neighbor or fellow student all counts, as do things such as helping within your community all count as work in some form or other).
  • Do not over-design your resume.
  • Use active verbs like ‘led’, ‘developed’ and ‘designed.’ Avoid the use of passive voice like ‘role included.’
  • “Where possible, job hunters should always try to emphasise the impact they brought to their role instead of simply highlighting the tasks and responsibilities of the position.” CV Saviour adds that including the outcome and results is the best way to do this, for example, by how much did you improve productivity, save time, save money, or increase efficiency. Add facts or figures wherever possible.
  • “It’s most important to focus on details, such as demonstrating career progression or explaining breaks as well as spellchecking.”

For candidates who find personality-based tests difficult, Wolfe has these advice:

  • “Be open and honest in your answers and don’t try to second guess what the ‘right’ answer is.”
  • “What candidates need to remember is that there is no ‘right’ answer, as personality tests are trying to ascertain more information about your preferences and working style rather than your skills and abilities.”
  • “It’s a tool that helps potential employers understand which department or team would make for a good fit or where you’d be a much-needed breath of fresh air.”
  • Pretending to be something you’re not is almost always a recipe for disaster. This is why companies use personality tests to get more information on how to work well with the job applicant.
  • “Often they’re used to gather insight rather than being a mechanism to rule someone in or out of the role.”

So, while the traditional resume is going to be around for some time yet, there are organisations out there already who are using personality profiling for employment purposes, and as we see it, this is great thing, for both employer and potential employee. It means a better fit for both, which leads to benefits both.


(updated 2019)

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