Joe Sidley, talent acquisition manager at the company, said the move will help hiring managers focus on candidates’ potential, rather than their experience.
Speaking to HR magazine, he said: “Scrapping CVs helps remove unconscious bias from the process because our recruiters can’t be swayed by an impressive sounding degree or a candidate that went to a good school.
“Secondly, it encourages people who normally wouldn’t apply to get in touch with us – we have a huge demand for new talent, and we simply can’t afford to miss out on great people because they were put off by an application process that makes them feel unqualified.”
CVs will still apply to roles in other areas of the business.
Molson Coors will no longer require candidates to provide their level of education and prior experience for a range of roles in HR, sales and technical services teams.
Sidely said these roles are where mindset and enthusiasm are more important than specific qualifications.
“We’re identifying roles where we think demonstrating the right behaviours for the role, raw potential and passion is more important than being able to list prior experience or competencies,” he said.
CV-less applicants will instead undergo gamified, task-based psychometric assessments that detect natural aptitude, as well as neuroscientific behavioural assessments that model how a person will react in different situations.
Each role has a different profile of desirable characteristics that can be detected through the tasks.
Sidley added: “Assessments for a technical role might be more weighted towards adaptability and problem solving whereas assessments for a sales role might focus more on the candidate’s ability to influence or create a rapport.”
Terry Payne, global MD of recruitment agency Aspire, said scrapping CVs is part of a wider trend towards potential-based hiring.
Speaking to HR magazine, he said: “In gig economy platforms, for example, workers are typically hired based on trust scores, with each worker having a profile on the platform.
“And, increasingly, in the creative sectors, traditional CVs have evolved, with portfolios, websites and even showreels being used to better bring to life an individual’s skills and experience.”
Payne said CVs can be a useful to filter relevant candidates but disregarding them will also empower a more diverse pool of people to apply.
He said: “The risk of not asking for a CV is that it can make it difficult to separate the relevant candidates from the irrelevant ones, in turn, slowing down the hiring process.
“However, I find it refreshing that a more diverse range of people – some of whom don’t have qualifications or years of experience – have the opportunity to land a role. If they’re up to the job, this only benefits employers.”
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