Resumes have been around forever, but the traditional resume may be on its way out the door. As technology like applicant tracking software becomes more sophisticated and more job seekers live their lives online, does it still make sense to cling to this outmoded paper document?
There are several reasons why resumes simply don't suit today's business environment. Here are a few of them:
Resumes are old-fashioned
This document has been around for years with little change. But the world has evolved a lot. The resume dates back from a time when job seekers used snail mail to send potential employers their application materials. Now, candidates attach a resume in file format to an email message. Tools have evolved, but recruiters haven't. In a real-time digital environment, there is arguably little need for the resume, but it persists because no suitable replacement has been found.
Resumes don't tell the whole story
The resume has always been a limiting document. According to ERE Media, resumes are simply an inventory of skills. When hiring managers attempt to match their list of requirements to a job seeker's outline of qualifications, they are likely to overlook many talented individuals who would excel at the position in question. Resumes are helpful guides, but to really use them successfully, companies need to read between the lines. In fact, the qualifications that make someone a perfect fit in a role may not be on his or her resume at all. Luckily, with candidates spending so much time online, it's highly likely you'll find something that sets a candidate apart on the Web.
No one is suggesting you stop taking resumes immediately. There's a good chance that would take some time-consuming infrastructure change to implement. However, it might be time to de-emphasize the resume a bit. Before reviewing resumes, look at someone's social presence. Union Square Analysts eschewed the resume for a different approach when hiring analysts in the past, CNN reported. Instead, the company merely wanted candidates to submit something that reflected their web presence, be it a Twitter feed, Tumblr or online project. The idea was to review an application that really demonstrated who applicants were, not what they hoped the company wanted to see.
"Resumes are helpful guide, but companies need to read between the lines."
The rise of social
Social media profiles are slowly taking the place of resumes. Unlike a resume, job seekers update social platforms as they acquire new skills. A LinkedIn profile is likely to be the most up-to-date information about a candidate because it's updated more frequently. While LinkedIn is the primary player in social recruiting, other platforms also provide insight into candidates and what they're interested in. Overall, it just makes sense to include an applicant's social profiles when comparing them to similar candidates.
Jobscience recognizes the limitations of the traditional resume. That's why our applicant tracking software has the JCard, which pulls information from applicant materials and social profiles to create a more complete view of each candidate.
While we're talking about the downsides of paper-based resumes, here's another one: Resumes are frequently designed poorly, and on top of that, these documents are all formatted differently, which can make it hard to compare two different people based on a quick look at the document. The JCard pulls candidate information into an infographic-like template that is consistent between candidates and easy to scan for exactly the information you want.
The resume still clings to life, but for how much longer? New applicant tracking tools will soon make these documents obsolete, but that is probably a good thing for recruiters.
Jobscience | Beyond the Applicant Tracking System