Is the Traditional CV Still Fit for Purpose in Practice Recruitment?

As practice and healthcare recruitment needs grow more complex, is the traditional CV is enough to identify the right talent?

CREDIT: This is an edited version of an article that originally appeared in Monday 8am

For decades, the CV has been the primary tool for summarising a clinician’s or practice professional’s experience. GP partners and practice managers have traditionally reviewed qualifications, GMC or NMC registration, employment history and clinical specialisms as key indicators of suitability. But the day-to-day reality of primary care is complex and fast-paced. Clinical judgement, teamwork and patient communication sit at the heart of effective practice – and these qualities are difficult to assess from a document alone.

When Credentials Don’t Tell the Whole Story

A CV confirms that a GP has completed training, that a nurse holds prescribing qualifications, or that a practice manager has overseen CQC inspections. What it cannot easily reveal is how that individual manages a difficult consultation, supports a multidisciplinary team under pressure, or navigates patient expectations in a resource-constrained system. Primary care requires adaptability, calm decision-making and collaborative working. These capabilities are often only visible in practice.

The increasing availability of AI tools has complicated matters further. Applications can now be heavily refined or even partially generated, creating polished narratives that may not fully reflect lived experience. In clinical environments where patient safety is paramount, this presents a significant challenge.

Automation and the Volume Challenge

While smaller practices may not rely on sophisticated ATS systems to the same extent as large corporations, digital filtering and standardised screening processes are becoming more common, particularly within PCNs and larger federations. The result is similar to other sectors: applications optimised for keywords and regulatory compliance, but limited evidence of how a candidate operates in a real-world surgery environment.

At the same time, the shortage of clinical staff means practices may feel pressure to appoint quickly. When recruitment decisions are based heavily on CV review, there is a greater risk of misalignment – something that can affect team morale and patient experience.

Moving Toward Skills and Scenario-Based Assessment

Forward-thinking practices are increasingly incorporating practical elements into recruitment. Scenario-based questions, consultation simulations, team-based discussions and values-led interviews offer deeper insight into how candidates respond under pressure. For example, exploring how a GP would handle a safeguarding concern or how a practice manager would manage unexpected staff absence can reveal far more than a chronological list of roles. Skills-based hiring in primary care does not dismiss formal qualifications. Regulatory compliance remains non-negotiable. However, it shifts emphasis toward applied competence and cultural fit within the team.

Why the CV Still Matters

The CV remains valuable in healthcare settings. It provides essential regulatory documentation, outlines career progression and highlights clinical training or special interests. In a heavily regulated environment, this information is critical. It also offers clues about professional development patterns and commitment to ongoing learning, both important in a sector where standards and guidance evolve continually. However, it should be viewed as contextual background rather than definitive evidence of suitability.

Redefining Recruitment in Primary Care

The question facing GP practices is not whether to abandon the CV, but whether to reduce reliance upon it as the primary decision-making tool. As the pressures on primary care intensify, so too must the rigour and thoughtfulness applied to choosing the people who deliver frontline care.