Home Opinion The Curriculum Vitae: Security Recruitment Prerequisite or Dying Tradition?

The Curriculum Vitae: Security Recruitment Prerequisite or Dying Tradition?

by Brian Sims
James Doyle

James Doyle

The Curriculum Vitae. Often branded as the CV. Latin for ‘the course of your life’. The traditional written overview of someone’s life’s work encompassing academic qualifications and their career history to date, etc so beloved by Human Resources Departments when businesses are looking to acquire new talent. Are they still the pre-requisite for recruitment in the security business sector or a dying tradition? James Doyle investigates.

For the security sector, CVs are a dying tradition. For too long, CVs have been the first port of call for businesses looking to hire new employees. However, they often contain a dry, standard list of qualifications, details on previous employers and outline key skills, strengths and sometimes weaknesses without really giving a true picture of that individual as an employee. This renders the CV an unreliable method of assessment.

Within other service industries, the concept of a CV is irrelevant. When choosing an Uber driver, a hairdresser, a tattoo artist or a cleaner, do you ask to see their CV? No. Success and credibility is based on performance and testimonials from other customers – little of which you can see or trust written on two sides of A4.

While they’ve been slow to adopt digital transformation, the service industries – and, in particular, the regulated service industries such as security – are starting to catch up. As such, a whole new world is opening up that’s more in line with the modern worker and that’s likely to see the death of the CV.

Digitally-driven approach

Taking inspiration from the likes of Uber, technology has seen the birth of Labour-as-a-Service (LaaS) – a digitally-driven approach to recruitment that leverages Artificial Intelligence, gamification and machine learning to find fair and flexible temporary work for those within the regulated service industries. By replacing the human aspect of recruitment with technology, LaaS is removing the lengthy and costly processes and ingrained bias associated with people-driven recruitment. Without the human, there’s little need for the CV.

These technologies are designed to integrate with existing workforce management tools, meaning managers and recruiters no longer need to rely on physical agencies to find and match workers to them. Automated technologies will use proven and validated performance indicators to identify the most suitable and experienced candidate quickly and accurately.

For the highly regulated service industries like security, where compliance is absolutely vital, these technological advancements are not only providing a solution to the recruitment element, but they’re also offering a much more efficient and effective way of satisfying legislative requirements such as licensing, screening and vetting.

Transparent performance indicators 

Rather than a CV that lists experience to date, a digitally-driven approach would use performance indicators to illustrate a candidate’s credibility, reliability, trustworthiness, suitability and ability to carry out the job.

Taking the security industry as an example, these could be linked to:

*Reliability – did the security officer turn up on time for his/her shift?

*Performance – star ratings given based on their ability to carry out the job

*Credibility – does the security officer have the relevant legislative requirements and qualifications?

*Suitability – does the officer have similar experience to the specific job?

It’s this level of transparency afforded by digital alternatives to CVs that’s truly revolutionising recruitment within regulated services industries. Trust is established through reviews, guarantees and verifications and can be seen instantly, making the idea of a reference as null and void as the concept of the CV.

A managed marketplace

These managed marketplaces are marking the start of a new era in the security and regulated service industries. The recruitment processes need to align. There are now platforms that exist that can manage the entire workforce, from recruitment to payroll, making flexible recruitment a very feasible reality. 

It’s time for the security sector to realise, rather than fear, the opportunity that technology and digital transformation offers in the recruitment space. Instant access to a verified and performance-reviewed pool of suitable workers will bring fairness and flexibility to the industry, and will witness the end of lengthy recruitment processes as well as the CV.

James Doyle is Chief Operating Officer and Co-Founder of Broadstone

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