The humble resume may fast become an endangered species. Recruiters and HR executives have long recognised the limitations of the traditional resume which includes issues associated with validating resume information or the lack of guarantee that the contents of the resume will be complete, relevant, or accurate.
In market situations where there is a skills shortage making poor hiring decisions proves to be a costly mistake. Which is why the hunt for resume alternatives is on the rise.
The fast pace of change in recruiting is being driven by technology and social networking. The once mandatory CV is being superseded by a number of developments. Here are a few to keep an eye on.
With millions of profiles and tens of thousands of people signing up everyday, LinkedIn is the hub for professional online networking.
Unlike Facebook, it is light on the personal details and heavily targeted at the professional business user. Viewed as a public online calling card for your professional history, and a high activity trawling site for recruiters and head hunters, there is a strong level of accuracy when posting details of employment history. Publishing details in the public domain means people are more likely to keep the truth in check compared to a resume they send to an employer privately.
While still an emerging concept, it is primarily used by international head hunters and globally focused job seekers. A video resume allows the viewer to see and hear a candidate talk about their capabilities and work history as well as provide answers to common interview questions. Some candidates are starting to include a link to video footage on their standard CVs.
Uniform online applications
Many companies with strong online identities request candidates complete a standard online application form, with drop down boxes and little or no free-text entry required. Many even disregard the need for a cover letter. This has the double benefit of easily and clearly enabling candidate comparisons as well as avoiding employer data entry or document screening chores.
Often used in high-volume recruiting opportunities such as travel, call centre, customer service or defence service roles. Assessment centres allow prospective employers to observe a candidate’s abilities and aptitude in a simulated work environment. With the focus on practical role plays, this removes the reliance on well-practised answers or standard reference check questions.
Being head hunted is always flattering, but the difference these days is how quick and easy it is to identify candidates that are both eligible and suitable purely through their online presence.
Being an active blogger or expert in your field or being quoted in the media can build an overall view of your expertise. Moving forward your digital footprint will prove more important, as increasingly, employers will go online first to find out about brand “you”.