Ah, the resume. Once a staple in the job hunt, now a dying breed.
While some people would argue strongly that the resume is very much indeed still a requisite in the hiring process, there is a huge movement against the traditional CV. Here's why your company should consider ditching it.
It's boring and cookie cutter
Sorry, but it's true. There are more creative ways to list work history these days, as well as skills. And if you're adding something like "interests" to your resume, there are far more creative ways to showcase that too.
The main point here is that traditional resumes blur in with the rest of them. A job application is a candidate's opportunity to stand out. This is when they get to show who they are. Demanding a standard resume squelches that opportunity. Don't force them to be boring.
They're already on LinkedIn (or should be)
LinkedIn is essentially a public, dynamic overview of someone's career history. Not only should it list past positions and work experience, but it ideally also includes recommendations from former peers and bosses.
One of the greatest advantages of LinkedIn is that it's hard to fudge experience (something that, unfortunately, too many people do in traditional resumes) because it's socially proofed. You wouldn't lie about doing an MBA when others can verify otherwise, or claim a senior position at a company when your old boss can see your misrepresented proclamations.
You'll attract candidates who apply en masse
There are few things more awkward -- or infuriating -- than reading a resume that was clearly generic, or worse, has sloppy traces of another application (wait, "Dear Mrs. Starling" -- there's no one here with that name?). It feels like a waste of your time and effort when a document like that lands in your inbox.
What you want are people who genuinely want to work for you. The ones who see your open position as a dream role. Not just those whose who know how to whip up a shiny resume. To attract the sincerest candidates, force them to customize their application. If they're unwilling to put in the effort, they're not the right fit. Straight up.
One way some companies are filtering candidates is through custom application forms. Some ask for a resume too, while others have no interest in resumes at all. What's key is that they ask questions that can't be cut and pasted from anywhere else.
"The Resume Is Dead, The Bio Is King"
We're borrowing that headline from a 99U article by Michael Margolis who makes some excellent points:
Gone are the days of “Just the facts, M’am.” Instead we’re all trying to suss each other out in the relationship economy. Do I share something in common with you? How do we relate to each other? Are you relevant to my work?
That’s why the resume is on the out, and the bio is on the rise. People work with people they can relate to and identify with. Trust comes from personal disclosure. And that kind of sharing is hard to convey in a resume. Your bio needs to tell the bigger story.
There are a range of places said bio can live. It can live in your LinkedIn summary, on your personal website, portfolio page, or a templated site like About.me, or you can send it as a customized part of your application. Margolis has some excellent pointers on how to develop a bio that develops rapport. Check it out.
Is the resume dead at your company?
We'd love to know what your hiring process is like. Do you ask for resumes? If so, do you have any other requirements? If resumes aren't your cup of tea, what do you ask for? How have your best candidates applied?
We'd love to hear about your hiring process via email, or in the comments below.