Jobseekers will no longer be asked to provide a CV when applying for certain roles at the Molson Coors Beverage Company, brewer of beer brands including Carling, Coors and Madrí Excepcional.
The company has announced that it will no longer require job candidates to provide details such as their level of education and prior experience for a range of roles, including for jobs in its HR division and on-trade sales and technical services teams, a department of over 500 people.
The brewer, which employs more than 2000 people in the UK, said it wanted to recruit people for these roles ‘based solely on potential, rather on specific competencies’, to make the recruitment process more inclusive and encourage a more diverse range of people to apply.
Rather than progressing on the strength of a CV, applicants for these roles will undergo gamified, task-based psychometric assessments, which are claimed to detect natural aptitude for a role, alongside behavioural assessments that chart psychological traits and model how a person will react in different situations.
Molson Coors’ managing director for Western Europe, Phil Whitehead, said: “CVs simply aren’t necessary for all job roles. They encourage recruiters to focus on details, like the school or university someone went to, that don’t really speak to the person’s true potential.
“This increases the chances of unconscious bias creeping into the selection process and disadvantages those who didn’t get the opportunity to attend a great school or access internships and work experience.
“We believe in finding people who are the right fit for our business that demonstrate the raw talent, drive and inclusive values that we look for. It’s then up to us to provide them with the training and support they need to reach their full potential.”
The approach launches alongside Molson Coors agreeing a new partnership with Bridge of Hope Careers, a recruitment portal that connects businesses with applicants from less advantaged backgrounds.
Mr Whitehead added: “We’re striving to be a truly inclusive employer. To do that, we must be constantly looking for new ways to remove barriers that prevent people with lots to offer getting into good jobs, when all they need is the right support. There are busloads of talented people out there – it’s our responsibility as employers to go out and find them.
