For decades, the CV has been a staple of job applications—a straightforward document that lists education, experience, and skills to introduce candidates to potential employers. But as the world of work evolves, we have to ask: in an era of digital profiles, instant connectivity, and rapidly changing skills, is the traditional CV still the best way to showcase talent?

In this post, we’ll examine why the CV might be outdated and explore new ways candidates and recruiters are moving forward.

1. The Limitations of a Static Document

One of the CV's main limitations is that it’s static. A CV is a snapshot of the past, listing achievements that may not fully reflect a candidate’s current abilities or future potential. In fields like finance and tech, where skills can become obsolete quickly, a static document fails to capture the evolving nature of a professional's journey.

Today, many recruiters are looking for interactive ways to assess candidates’ skills. Platforms like GitHub (for developers), Behance (for creatives), and LinkedIn allow candidates to continuously update their profiles with projects, certifications, and endorsements that showcase their progress over time.

2. CVs Overlook Soft Skills and Personality

In finance and many other fields, technical abilities alone aren’t enough—qualities like adaptability, teamwork, and communication are also essential. However, these “soft skills” are often hard to convey through a CV. Even well-crafted descriptions or bullet points can’t provide the same insight as a work portfolio, video introduction, or behavioural assessment.

Video CVs, work samples, and even personality assessments are starting to fill this gap, giving hiring managers a chance to assess candidates' personality and communication skills before the first interview. For instance, some recruiters ask candidates to submit short video introductions or complete assessments to get a more well-rounded view of the person behind the CV.

3. The Rise of Online Portfolios and Personal Branding

Today, many professionals maintain an online presence across platforms like LinkedIn, Medium, or personal websites. These profiles are often more comprehensive and up-to-date than a CV, giving employers access to a broader range of a candidate’s work, thoughts, and achievements.

Personal branding is becoming a core part of professional life, with candidates curating online identities that highlight their skills, values, and industry knowledge. Recruiters often turn to candidates' LinkedIn activity, published articles, or even social media presence to gain a sense of their expertise and engagement in the field.

4. Technology Offers Better, Data-Driven Alternatives

Big data and AI are transforming recruitment. Algorithms now analyse online profiles and even behavioural traits to match candidates with suitable roles. Instead of manually reviewing hundreds of CVs, many recruiters use automated tools to pre-screen applicants based on specific competencies and qualifications.

LinkedIn, for instance, offers “Skills Assessments” that allow candidates to verify their expertise in areas like finance, Excel, or SQL. These certifications offer a more standardised, transparent way of confirming skills than a simple bullet point on a CV.

5. CVs Struggle to Capture Non-Traditional Career Paths

As career paths become less linear, traditional CVs often fail to tell the full story. Today, many people change jobs more frequently, take on freelance roles, or even pursue multiple careers at once. A standard CV can make these varied roles appear fragmented, even if they’re interconnected.

Instead, candidates increasingly use platforms like LinkedIn or personal websites to present more flexible career narratives. These allow for diverse work samples and showcase “side hustles” or freelance projects that might look out of place on a traditional CV.

What Could Replace the CV?

The CV may never fully disappear, but it’s increasingly being supplemented or replaced by formats that are interactive, detailed, and adaptable. Here are a few emerging alternatives:

• LinkedIn Profiles: Dynamic and interactive, LinkedIn profiles allow for endorsements, recommendations, and multimedia content, providing a richer, more nuanced view of a candidate’s skills.
• Skills-Based Assessments: Pre-interview tests and online certifications verify skills in real-time, offering more transparent skill validation than self-assessed qualifications.
• Personal Websites and Portfolios: These allow candidates to showcase their work in depth, especially useful for project-based roles, freelancers, and creatives.
• Video Introductions or Portfolios: Some recruiters use short video introductions or portfolios to better understand a candidate’s personality and communication skills before interviews.
• Behavioural Assessments: Predictive behavioural analytics can assess cultural fit and work style, adding a valuable layer to the hiring process.

Conclusion: The CV’s Role in a Changing World

While the CV may not be completely obsolete, it’s clear that a one-page document is no longer sufficient to capture a candidate’s full potential. Rather than relying on a single, static file, companies are increasingly using multi-dimensional assessments, digital portfolios, and real-time data to get a more complete picture of a candidate’s skills, personality, and fit.

Moving beyond the CV represents an opportunity to embrace new tools that provide richer insights and improve decision-making. As the world of work continues to change, it’s likely that the CV will shift from centre stage to become one part of a broader, more holistic hiring strategy. The future of recruitment is dynamic—perhaps it’s time for hiring practices to catch up.