Category: Going Beyond Resumes

The death of the resume | Salesforce

Experts say resumes, and even experience, are overrated as indicators of how well a candidate will perform. Time to throw out the playbook.

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“Experience has almost no predictive value in the vast majority of work roles,”said Adam Grant, noted Wharton professor, author, and host of the conference. 

“Instead of showing me your resume, show me the work you’ve done, things you’ve built. It’s the portfolio model,” said Chike Aguh, chief innovation officer at the U.S. Department of Labor. “If you’re not hiring based on skills and the capacity to learn, you are missing out on talent.” 

I truly believe the future will be more about what you’re questioning and wanting to know than what answers you already know. Questions will be like quests that attract and align us towards larger societal goals.

Why Traditional Resumes Are Dead: The Rise Of Resume 2.0 | Social Hire

These days employers who are considering you for a role want to know that a web search for your name will give them a snapshot of: what you believe in, and what you’ve been up to. Here’s how to take control of that…

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These days employers who are considering you for a role want to know that a web search for your name will give them a snapshot of:

– what you believe in, and 

– what you’ve been up to

And when I mention your beliefs, I’m not only talking about your opinions. Opinions without results mean nothing. 

I’m interested in actions you’ve taken to produce results which are in line with your opinions. For example, do you believe that climate change is real? Great – and do you have a blog which educates people why? And how big is your following?

What’s poignant about these points above is that employees want these same very things even more so. They want to work for companies that actually take action on what they say they care about and believe, rather than it just being a facade to attract attention.

Man vs. machine: Did recruitment technology lose its humanity? | HR Dive

Human Resources and Workforce Management News

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Creating strong connections with potential, current and past talent has become even more important in a job seeker’s market, particularly as platforms like The Muse have enabled the rise of the passive candidate.

“Employers have to organize around a candidate rather than a job posting,”Srinivasan said, meaning relationship and context is “everything.” A hiring manager directly contacting a passive candidate, for example, may encourage the potential employee to think differently about the opportunity.

“And because the market for talent remains super competitive, any recruitment is really a two way dialogue,” she added.

‘The resume is dead,’ experts say — but what will replace it? | HR Dive

Human Resources and Workforce Management News

www.hrdive.com

As workplaces focus on employee engagement — and increasingly, becoming a workplace that welcomes the humanity of its workers —employers want to see a snapshot of an actual human person. 

“Resumes are a point in time and not reflective of the human,” Penny Queller, SVP and GM of Monster’s staffing business unit, told HR Dive. “There’s nothing on a resume that demonstrates the individual’s aspirational self. It’s a primitive artifact in some regards.”

Miklusak agrees, saying resumes are “a very static presentation of who you are.”

The objective on a resume could be a potential place for this but alas, many conventional recruiters actually recommend to remove it as it’s seen as “outdated”.

Resumes are Dead. What’s next?

The average time a recruiter spends reading a resume is 6 seconds. If you had 6 seconds to catch a potential employer’s attention, would you hand them a timeline? Or is there a better way to catch their attention? We need to get out from behind resumes by expanding our networks, showcasing portfolio

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Previous generations valued years of experience and traditional resumes offer this chronological snapshot. But times have changed. Now candidates are judged on their ability to perform and collaborate, something resumes don’t highlight.

As a hiring manager, stretch to focus on engaging talent that add value and culture beyond titles and time stamps. There’s a need for a platform where skills, personality, and engagement are front and center. A vibrant platform where rich profiles and vibrant personalities thrive.

Even better, align your personality and skills by showing how what you’ve learnt over the years emerged from your personality interests.

For example, I never learned web design to become a web designer. I learned web design because I wanted a means of expressing my video game knowledge online and sharing it with others collaboratively as well. Web design allowed me to do that.

My professional web design work just arose as a byproduct out of that.