For many years it’s been the norm to include hobbies and interests in a resume but is it as important as it once was? In an ever-growing recruitment technology world, some argue there’s no place for this information anymore. With rising screening technology usage, it means the hobbies in a job application are often skipped past and are not considered in a candidate’s job application.
Traditionally including hobbies in a CV was favoured by hiring managers because it provides personal character insight into the candidate and allows them to get to know the person beyond their skills and experience. But doing so has increased the risk of unconscious bias. A candidate is selected because they share similar interests with the recruiter who is reviewing their application.
Another reason employers are skipping past the hobbies section is because of time limitations. Recruiters are being stretched in all different directions so it means they don’t always have the time to fully assess a candidate’s job application. Instead, they’ll go straight to the skill and job-related qualities when screening the applicant.
Technology is changing how candidates write job applications
How we approach recruitment is changing because of the growing inclusion of technology in the hiring process. Many screening technology tools will not even consider additional information outside of the job specification in relation to a candidate’s job chances. Making the case for removing hobbies from a CV even stronger.
Some argue it’s best for candidates to leave out their hobbies and make room for a more detailed work experience section. Whilst others argue it’s an opportunity to really express yourself and bring personality to your application.
Maybe hobbies on a resume just aren’t as important as they once were.
The answer? Only include hobbies if they’re relevant to the job role
Examples such as ‘socialising’ or ‘watching tv’ doesn’t improve job chances and arguably do not need to be included. But for interests that can relay back to the job description in some sort of way, these ARE worth mentioning. Whilst recruitment technology may disregard interests in the first screening round it doesn’t mean that recruiters will do the same when it comes to a human review. Many candidates choose to include excellent interests such as coaching, mentoring, volunteering and the industry of work to which they are applying such as artificial intelligence, recruitment automation etc.
What are your thoughts?
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