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CVs versus application forms | What’s best for modern recruitment?
Written by Danielle Fargnoli on 29 July 2024
Organisations are constantly seeking the most effective methods to identify and hire high quality candidates within a constantly shifting job market. Two widely used tools in this process are the traditional CV and standardised application forms. But which is best?
It’s a question we’re often asked by employers, and simply put, the answer depends on your recruitment needs and focuses. In this blog, we’ll explore the pros and cons of each approach and identify the situations in which one may be more effective than the other.
The case for CVs
CVs have long been the standard in job applications, offering candidates the flexibility to present their professional journey in their own words and format. Here are some key advantages:
- Personalisation: CVs allow candidates to showcase their personality and tailor their presentation to highlight relevant skills and experiences.
- Comprehensive overview: Candidates can provide a detailed account of their work history, education, and achievements.
- Ease of use: For experienced professionals, CVs provide a straightforward way to communicate their extensive backgrounds without being constrained by the rigid structure of application forms.
However, CVs also come with certain drawbacks:
- Inconsistency: The free-form nature of CVs can make it challenging for those involved in the recruitment process to quickly compare candidates.
- Bias potential: Personal details in CVs can inadvertently introduce bias into the hiring process.
- Time-consuming: Reviewing CVs can be more time-consuming compared to structured data in application forms.
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The case for application forms
Application forms, on the other hand, offer a structured and standardised way for candidates to provide their information. Here are the key benefits:
- Standardisation: Application forms ensure that all candidates provide information in a consistent format, making it easier to evaluate candidates.
- Bias reduction: By anonymising certain fields, application forms can help reduce unconscious bias.
- Efficiency: Structured data allows for quicker scanning and filtering of candidates based on specific criteria.
Despite these advantages, application forms also have their limitations:
- Lack of personalisation: The rigid structure of application forms can limit candidates’ ability to express their individuality and unique experiences.
- Inflexibility: Candidates with unconventional career paths may struggle to fit their experiences into predefined fields.
- Potential deterrent: Lengthy or overly complex forms can deter candidates from completing their applications, particularly if the questions asked are already covered in their CV.
Recent research and findings
Recent studies offer compelling insights into the effectiveness of these two approaches:
- Comparative effectiveness: A 2020 study by the Chartered Institute of Personnel and Development (CIPD) found that application forms can increase the objectivity of the recruitment process, leading to a higher quality of hire. However, the same study noted that CVs are more effective for senior-level positions where candidates’ unique experiences and skills are more critical.
- Bias reduction: Research by the Behavioural Insights Team (BIT) highlighted that anonymised application forms significantly reduced bias in hiring, leading to a more diverse workforce.
- Candidate experience: According to a survey by LinkedIn Talent Solutions, 60% of job seekers preferred submitting a CV over filling out an application form, citing ease of use and the ability to better showcase their qualifications.
Finding the right balance
So, which method should organisations prioritise? The answer depends on the specific hiring needs:
- Entry-level and high-volume roles: For roles with a high volume of applicants, standardised application forms can streamline the initial screening process and reduce bias.
- Senior and specialised roles: For senior or highly specialised positions, allowing candidates to submit CVs may be more effective, as it provides a fuller picture of their unique qualifications and experiences.
- Hybrid approach: Some organisations are adopting a hybrid approach, using application forms for the initial screening and requesting CVs at later stages of the recruitment process. This combines the efficiency of standardised data with the richness of personalised narratives.
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Final thoughts
Both CVs and application forms have their place in modern recruitment. By understanding the strengths and limitations of each, organisations can strategically choose the best method for their specific needs.
Leveraging recent research and adopting a flexible, context-driven approach will help recruiters make more informed decisions, ultimately leading to better hires and more diverse, effective teams.
Which process does your organisation currently use? If you are interested in learning more about application forms, contact us to schedule a demo of our application form builder, available through our partner applicant tracking system, Hireful.