Are CV assumptions costing you top talent?

In recruitment, we’ve all done it - glanced over a CV and made a snap judgement. Perhaps the formatting didn’t look quite right. Maybe there were a few too many short stints, a career break, or an unexpected industry switch. For busy hiring managers under pressure, it’s tempting to scan, sort and move on. But here’s the uncomfortable truth: dismissing candidates based on assumptions made from a CV alone could mean you're missing out on exactly the kind of talent your business needs.

At March Recruitment, we’re seeing this happen more often than ever. And in a world where AI is transforming how CVs are written and where traditional career paths are less linear than they once were, the danger of relying on surface-level impressions has never been greater.

Let’s talk about why.

CVs don’t tell the full story

CVs were never designed to capture the full richness of a person’s potential and yet we treat them as if they do. At best, a CV is a selective snapshot of a candidate’s experience. At worst, it’s a sanitised, templated version of what someone thinks an employer wants to see.

They’re limited, subjective and increasingly stylised thanks to AI-generated tools that produce glossy, keyword-optimised documents for candidates who may not actually have the skills they appear to. Conversely, some of the best candidates we speak to don’t have flashy CVs  because they’re too busy doing the work to polish the paper.

If a CV doesn’t align perfectly with what you’re expecting, that doesn’t mean the candidate is wrong for the role. It might mean they’re exactly right but in a way that needs a conversation to uncover.

The pitfalls of pre-qualification

It’s common for hiring managers to ask us to prequalify candidates strictly on CVs this is understandable in theory, but problematic in practice. When the emphasis is on the document, not the person, great people can be overlooked.

A jagged career path? That could signal resilience, not instability. A lack of sector experience? Possibly a fresh perspective, untainted by industry clichés. A gap in employment? Perhaps a career pivot, caregiving, education, or simply life. But you’ll never know unless you ask.

At March Recruitment, we don’t just skim CVs. We speak to people. We probe, we listen and we look at the bigger picture. When we put a candidate forward who might not "tick every box on paper", we do so for a reason. And if something on their CV raises a question for you, let’s talk about it before ruling them out. There’s often more to the story.

AI and the rise of the 'too perfect' CV

The rise of AI tools like ChatGPT, Resume.io, and others has dramatically changed how CVs are created. Candidates can now generate highly polished, ATS-friendly documents in minutes even if they struggle to articulate their skills themselves.

While this democratises access to opportunity (which we welcome), it also makes it harder to differentiate between genuine experience and well-phrased fluff. A flawless CV isn’t always a sign of a flawless candidate.

This is where human insight remains critical. At March Recruitment, our role isn’t just to match keywords. We vet, speak, challenge and evaluate the candidate behind the CV, not just the CV itself.

Hiring for potential, not perfection

One of the most persistent misconceptions we see is the idea that a good hire has to have done the exact job before, in the exact way, in the exact industry. But recruitment should be about potential not just replication.

Some candidates, especially those switching careers, returning from a break, or coming from underrepresented backgrounds, may not "sell themselves" well on a CV. That doesn’t make them a risk. It makes them an opportunity.

If the skill set broadly fits, and the person has the drive, the learning capacity and the cultural alignment, they can thrive. But they may never get the chance if they’re filtered out at CV stage.

It’s time to re-evaluate the role of the CV

We’re not saying CVs are irrelevant - they still serve a purpose. But they should be treated as the beginning of a conversation, not the end. A tool, not a test.

The hiring landscape is evolving. People don’t follow neat career ladders anymore. The best hires often come from the most unexpected places. And in a world where AI can make anyone sound like a LinkedIn thought leader, it’s never been more important to focus on substance over style.

Our advice to employers

• Don’t rely on CVs alone: If something jars, ask us. We’re here to provide the full context.
• Focus on transferable skills: If they can do 70% of the job now, they can grow into the rest.
• Be open to non-traditional paths: Diversity of experience brings innovation.
• Invest in conversation: A 15-minute chat can save months of regret from a missed hire.
• Trust your recruitment partner: If we’re recommending someone, it’s for good reason.

At March Recruitment, we believe the right candidate isn’t always the one with the ‘right’ CV. Sometimes, they’re the one who needs someone to look a little deeper and give them a shot.

Ready to find your next unexpected hire? Get in touch - we’re here to challenge assumptions and uncover potential where others might not look.