TIMELINE:
23 APR - 3 MAY 2026
RESEARCH METHODS:
LITERATURE REVIEW, PRACTICE REVIEW, ARTEFACT ANALYSIS
TEAM:
VIBHOOTI • DIYA • CLARA • MARY • OINDRILLA • REVATI • VERONIKA • WALEED • YIFEI
Vitae Curricula:
Week 1
Brief
"Design an experiential CV."
Overview of Week
For the first week of the project, we decided analysed the brief and split categories for research between us. I proposed using this calendar as it worked well in my previous project for maintaining clarity of thought and coordination.
For this project, we are collaborating with Accenture Song. Our aim is to design and demonstrate the use of a non-text based CV that captures lived-experience, is sensory and immersive, and is compatible with existing application processes.
Collaboration spaces
We decided to use WhatsApp, Google, and Figma as these let us keep things organised and everyone was familiar with them.
Drive folder for uploading files.
Figma for organising research and content.
WhatsApp group for communicating.
Google Meet for collaborating remotely.
Scoping
Research areas
At this stage, we used Figma primarily as it made it easy for us to collate and see everyone's work.
By analysing the brief individually and going through the readings, we were able to identify areas we found interesting. Image shows the definition of CV and stickies containing topics we found interesting while discussing. We discussed relevant industries, company processes, and where and how a CV travels.
Literature review
Although we used literature review, we lacked a way to synthesise it. I was able to develop an easy synthesis method that worked well in my last project, and found relevant for this project as well.
By adding our notes on Figma, a collaborative tool, we were able to keep our understanding organised and share our findings with those who weren't able to go through the readings. (Image is larger on click)
Methodology used for synthesis. Although papers have focuses and various points, using critical questions and organising relevant data in a table helped contextualise the information we had. (Image is larger on click)
Notes from readings and key themes that were extracted. (Video controls are available)
Practice Review
Inquiry and dividing tasks
Based on scoping, we were able to identify categories for research and assigned them based on individual interest covering industry. Covered areas:
Creative industries and jobs
Hiring processes
CV and personal branding
Hacking the system
Categories we identified for researching, dividing work (stamped names), and establishing short goals for the week set clear ownership. These served as a starting point for each of us rather than fixed areas, most of us let the research guide us rather than the questions.
Overview of collected data. Working in parallel allowed a wide exploration of thoughts, and also allowed visibility of tasks and let others pick work if someone was struggling.
Creative industries and jobs in the UK
Instead of simplifying job roles, AI integration encourages employers to bundle previously distinct responsibilities into single roles (Ngugen et al., 2025). The scope of research was contextualised to the creative industry in UK.
22 relevant research papers about recruitment, AI, and the job market. (Image is larger on click)
Notes from analysis of the readings done through Claude. (Image is larger on click)
Further statistics and notes about how the skills, market, responsibilities are changing. (Image is larger on click)
Insights were drawn by analysing research papers, articles, and job boards. Key information included skill inflation, purple squirrel/unicorn candidate, and the current job market being at a low. (Image is larger on click)
Hiring processes
The efficient optimisation of recruitment leaves candidates desiring for a more human process (Mori et al., 2024). To understand the systems our outcome can utilise, we inquired what their gaps are and what forms they come in.
General problems with recruitment for the company and job seekers (Research: Lindy). (Image is larger on click)
Unconventional hiring processes included simulations (Marriot, Siemens), video games (Nestlé, Google, US Army), Snapchat (McDonald's), and a QR as a pizza topping. (Research: Author) (Image is larger on click)
CV and personal branding
Self-expression and personal values are strong determinants of perceived employability (Pham et al., 2026). People are constantly expected be marketable (Bollig, 2025). This was relevant for our project to capture lived experiences.
Inquiry into what forms a CV and portfolio can take, and defining personal branding. (Yifei) (Image is larger on click)
Interviews, examples, and why personal branding matters. (Oindrilla) (Image is larger on click)
Ways a CV can be more than text with examples of people's CVs. (Mary) (Image is larger on click)
Creative CV examples that stood out to employers. (Gathered by various members). (Image is larger on click)
Hacking the system
Inquiry into applicants identifying leverage points in the system and hacking it literally and creatively (Meadows, 1999).
Techniques for hacking the system literally included prompt injection, white-fonting, and fabrication. (Yifei and Author) (Image is larger on click)
Hacking the system creatively by grabbing attention and why people might hire you. (Oindrilla) (Image is larger on click)
Other inquiry
Timeline
Veronika developed a timeline of the CV and how it developed from Leonardo da Vinci's letter to the present day. It grounded our research with how it had evolved, and when tools like Linkedin and YouTube got introduced.
Artefact Analysis
Analysis of CV by Clara. She reviewed the sections in a CV (header, professional summary, etc) and identified that it lacks aspects such as personality traits and sensory knowledge. (Image is larger on click)
From feedback (after presentation), we realised our artefact analysis was shallow. Oindrilla developed it more contextually with use, function, cultural context, social exclusion, and other parameters. (Image is larger on click)
Seminar - The Master's Tools
We identified the masters and their tools in recruitment. We also reflected on how we might not be able to fully disrupt the system if we rely on the current tools made by companies.
A visual representation of our thoughts including a fake door that shreds your CVs, a backdoor, a glass ceiling, and a sign warning about AI.
Presentation
We summarised our insights to the presentation and formed a narrative and question. (Video controls are available)
Feedback:
Nice balance of informed knowledge and key bits.
You can stop calling it a CV, and call it a course of life - that's gonna really help situate your work and your ideas.
Artefact analysis is quite thin, you’re not talking about the environment you encounter it.
Next Steps for research
List of research methods from Universal Methods of Design by Martin, B. et Hanington, B. (Image is larger on click)
Shortlisted research methods and why we would like to investigate them. (Image is larger on click)
Reflection
Collaborative tools ensured high visibility and we were all able to check in on each other and pick work as needed. This was something I really liked and felt it helped us collaborate effectively partly remotely and on different topics.
We also set clear work timings early on and kept Fridays free for blogs. Having this clear made us create strict deadlines for our work.
References
Bollig, C. (2025) 'Postcapitalist Professionalization: Civic Education and the Future of Work'.
Dwan-O'Reilly, J. (2026) London's Workforce Exposure to Generative Artificial Intelligence. Working Paper 103. London: Greater London Authority.
Fuller, J.B., Raman, M., Sage-Gavin, E. and Hines, K. (2021) Hidden Workers: Untapped Talent. Boston, MA: Harvard Business School. Available at: https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf (Accessed: 10 June 2026).
Mattis, C. (2025) Flan Recipe Prompt Injection [LinkedIn post]. Available at: https://www.linkedin.com/posts/cameron-mattis_i-didnt-think-this-would-actually-work-ugcPost-7376238153323667456-SNW7/ (Accessed: 10 June 2026).
Meadows, D.H. (1999) Leverage Points: Places to Intervene in a System. Hartland, VT: The Sustainability Institute.
Mori, M. et al. (2024) 'A Systematic Literature Review on Artificial Intelligence in Recruiting and Selection: A Matter of Ethics'.
Nguyen, T. et Elbanna, A. (2025) 'Understanding Human-AI Augmentation in the Workplace: A Review and a Future Research Agenda'.
Office for National Statistics (2026) Jobs and Vacancies in the UK: April 2026.
Pham, D.P. et Le, T.P. (2026) 'Determinants of Personal Branding and its Influence on Perceived Employability in the Digital Era'.
Xu, J. et al. (2025) 'AI Self-preferencing in Algorithmic Hiring: Empirical Evidence and Insights', Proceedings of the AAAI/ACM Conference on AI, Ethics, and Society.
