A CV is a list of what someone has done. That is valuable — but it is also a carefully edited selection of a person’s history, usually designed to match what the employer is assumed to want to see.
What determines whether someone is actually the right person for the role — that rarely shows up in the CV.
What a CV does not tell you
It does not tell you why the person succeeded in their previous roles — was it their competence, the environment, the team, or a combination of these?
It does not tell you how they handle setbacks, uncertainty, or conflict. It does not tell you whether they are ready for a different type of organization from the one they came from.
Och det berättar definitivt inte om de kommer att trivas och prestera i just er kultur.
What is required instead
Structured, behaviourally focused interviews — questions that explore how the person has actually acted in specific situations, rather than how they would act hypothetically.
Reference checks that use genuinely probing questions — as I have written about previously.
I många rekryteringar på chefs- och specialistnivå ger personlighetsverktyg baserade på väletablerade modeller som Big Five ett viktigt komplement. Inte som ett facit, utan som ett underlag för ett mer genomtänkt samtal om personens tendenser och förutsättningar.
An important reminder
Det stärkaste CV:t är inte alltid det starkaste kandidatnamnet. Och den kandidat som ser svagast ut på papper kan vara den som bäst matchar det er organisation faktiskt behöver.
Det kräver en rekryteringsprocess som letar efter rätt saker – inte bara de som är lätta att mäta.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.