Why CVs are no longer efficient for today’s Emirati market
For years, recruitment has been based on CV information: degrees, years of experience, and skills that the candidate declares. Yet these elements remain difficult to verify and predict only the past.
In a hyper-fast Emirati and GCC market, such tools as cvs tell the candidate’s story without indicating who they are today or who they will be tomorrow; these traditional markers are no longer sufficient to guarantee that they possess the characteristics truly suited to new requirements.
In a hyper-fast Emirati and GCC market, such tools as cvs tell the candidate’s story without indicating who they are today or who they will be tomorrow; these traditional markers are no longer sufficient to guarantee that they possess the characteristics truly suited to new requirements.
What really matters now
Companies are no longer hiring “ hands to do tasks” they need people who can:
Combined with cognitive abilities (how a person thinks, analyses, and makes decisions), they predict performance better than CV lines.
- Learn fast and adapt to new conditions
- Collaborate and influence within teams and stakeholders.
- Remain effective under pressure
- Take ownership and deliver results
Combined with cognitive abilities (how a person thinks, analyses, and makes decisions), they predict performance better than CV lines.
Where the CV is limited
A traditional CV does not show:
You cannot “read” those things between the lines of a CV. They need to be measured by specific tools.
- How a candidate solves non-standard problems and thinks critically
- How they behave in stressful situations
- Whether their values match your company culture
You cannot “read” those things between the lines of a CV. They need to be measured by specific tools.
How digital assessment changes the game
Online assessments provide hiring teams with evidence that CVs and classic interviews cannot reveal:
- Objective data instead of vague self-descriptions
- Real behavioural patterns instead of “polished stories”
- Clear scales and indicators instead of “liked / didn’t like”
Where companies most often miss the mark
Relying only on the “CV + interview” approch leads to common failures:
- High turnover in the first year
- Extra costs for onboarding, training and re-hiring
- Long “post-mortems” on why expectations didn’t match reality
A balenced mix of modern and traditional
The goal is not to cancel or replace CVs, but to verify their credibility and interpret what’s behind them in order to properly place them the process:
- CV — primary filter: basic requirements, domain, experience.
- Online assessment of soft and cognitive skills — to see how the person will actually perform on the job and prescreen the details they cannot declare.
- Interview — built on concrete data from the report, not just first impressions.
How Talent Manager closes the gap
Talent Manager bridges the distance between a CV and real work.
The platform works internationally and offers:
The platform works internationally and offers:
- Online assessment of cognitive abilities, psychological parameters and soft skills.
- Clear reports for HR and hiring managers — in the personal account and in PDF, with conclusions and practical recommendations.
- Easy scaling: from 10 to 1,000+ candidates per year without losing quality.
- Methodologies to reduce biased or “socially desirable” answers, so results are closer to real behavior.
In summary
- CVs and years of experience = a look into the past.
- Objective assessment = a look into the future.
See what CVs cannot show!
Use objective assessments to understand how people really think, react and perform.
