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Why didn't HR use the CVs for that? Can they not read?
CV has a lot of fluff that HR doesn't require.
For example, your previous employer's name and maybe your post there is sufficient. They don't need to know what your projects were.
So? It's magnificently easy not reading those parts of the CV.
It may sound baffling that people ask for information that may be duplicated. But for us to understand what was really going on, it's worth explaining what was in the forms.
The forms asked for information that often were missing in CVs. Here's a list of things that CVs usually didn't have:
Bureaucracy-friendly considerations:
Medical considerations:
Specific information:
There's also the following practical consideration: reducing the time it takes to hire.
Here's a way to think about it: Colleges have seasonal hiring sprees. In a matter of weeks there can be dozens of CVs coming HR's way. HR needs to handle this. From HR's point of view, receiving a CV with incomplete information means HR needs to send your application to the back of the line and ask you to give HR the information it needs to hire you. These errors increase your time-to-hire, HR's workload, and everyone behind you's time-to-hire.
Am I saying the system is perfect? Am I saying the system is not annoying? Am I saying we cannot improve it? No.
I'm laying out the problems, the constraints of the problems, and the existing solutions. As it stands CVs solve for different problems than forms. I don't doubt we could arrive at better solutions over time, but I think that would require a different set of constraints than the ones we currently have.
What could be cool would be a simple "included in my CV" button that you could click to bypass the field if it would be duplicating information already given. When you apply for 100 positions and each one requires you to painstakingly re-write all the content of your CV, it's a big-time chore.
(Also, I don't think it's okay to ask half the stuff you are asking... Is that really legal someplace on Earth?! Blood type as reason to hire an applicant??)
I suppose your proposal can work: having standard questions with standard answers.
To make sure there’s consistency, maybe having a non-profit handling the whole thing could work. That way, there’s a standard application that people can fill in and standard responses that jobs can expect. Something like America’s Common App.
As to legality and the hiring criteria, I’m sorry if I misled you. I can assure you candidates were not being selected based on their blood. As I said earlier, the CV was given to the hiring decision-makers and the forms to HR.