I've banned CVs because of AI - jobseekers must get creative to stand out

It was once the most important document in a jobseeker’s portfolio.

We laboured over its every word. We edited, we crafted, we wrestled with what to include and what to leave out.

And of course, we did our utmost to cram in as much detail as possible, convinced that was the best and only format to grab employers’ attention.

But technology (including AI) has done two things recently: it’s made sure everyone’s CV is perfectly polished, and it’s opened up access to all kinds of creative tools. So, what makes an impact now?

It’s a question facing some 707,000 UK jobseekers right now after vacancies dropped to their lowest level in more than five years from May to July this year.

And almost half of UK jobseekers never hear back after firing off their CV.

While the traditional CV remains a helpful rundown of qualifications, skills and past employment, it doesn’t capture the qualities that can make someone exceptional. It doesn’t show creativity, imagination or that drive to stand out.

If your CV is the only thing you offer to an employer, you’re doing the bare minimum. You’re telling them you’re not curious. That you don’t embrace new tech. That you don’t push boundaries.

You’re letting them know exactly what they won’t get from you.

So, as of this month, we won’t be accepting them for our live roles.

I’m done time-wasting with CVs – I want to skip the timeline and see something that tells me all about the person and their attitude.

From this month, our applicants will need to find a more creative way to demonstrate their skills - we want them to make full use of the tools that are so readily available and easy to learn.

One recent applicant used Lovable to build a mini-website about themselves. They created an interactive landing page with an intro video, embedded testimonials, and a video reference from a previous customer.

It stood out. It showed they were creative, engaged, experimental. It told us they were willing to try something new and different.

Every employer should want people with those qualities – now more than ever. But it could be something simpler – a smartly edited video, a quirky voice note, or even a poem.

The format isn’t important. It’s an opportunity for applicants to stand out – particularly younger people who might not have years of experience to lean on. It helps us discover the person behind the qualifications and previous roles. The thing their CV cannot capture.

To traditionalists, it might seem unprofessional, but we want candidates to show us they can use the wealth of creative tools out there to highlight their talents and passions. To show, not tell. To really sell what kind of benefits they’ll bring to our organisation.

So, while we should perhaps brace for a potential truck-load of Big Brother-style audition tapes, we also give our word that each application – whatever the format – will be viewed by a real human who will provide their honest feedback. 

And, if this proves to be a flop, I’ll hold my hands up. But I’ll do so knowing we tried.

But one thing we will never give up is determination to recruit the very best people, and that mission – unlike the humble CV – will never die.

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Sean Reddington is the Founder and co-CEO of Thrive Learning.

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