I was having a discussion the other week with a colleague of mine (take a wild guess what about), yes it was about social media. The person I was talking to does not work in our Recruitment Team he works in one of our Product Lines, we were talking about how social media has changed the way we are working. From a Recruitment perspective social media has created a large shift in the way that companies recruit – this includes everything from sourcing candidates, communicating with candidates and developing your Employment Brand.
With all the changes we are seeing and the continuing changes I think we will see in the recruitment space, it made me wonder – will this be the end of the road for the traditional .doc resume?? It seems the traditional resume is becoming a redundant part of the recruitment process. For example a candidate and I may talk on the phone and go through their online profile together (whether it is on LinkedIn, FB, a Blog, web resume, etc…). Ok so after this that same candidate then normally emails me a copy of his resume in either .doc or .pdf format. This is where the redundancy takes place.
If I already have access to his online resume or ‘profile’ what do I need the resume for?? If the online profile is a complete profile, besides the fact I can then forward this onto a Hiring Manager (hmmm, I could just as easily send the link to the profile we reviewed together online) and beside the fact it may have contact details on it – the resume does seem to be becoming a redundant feature in the recruitment process. The same thing applies for candidate referrals or when a candidate cold calls me or when they apply for a role via a job board. Rather than sending an attached resume – candidates can now send an email with links to their online profile which may include work history, examples of their work, contact details, etc….. this may give a much better and real representation of that person than a word document can.
The traditional resume has worked well in the past. It worked well for the technology that we had to work with. It worked well when resumes were mailed out to companies or faxed to managers (how many people remember faxing resumes???). However, over the past few years people have been flocking to use various social networks as part of the professional lives. As people get more comfortable sharing their work history online, engaging with each other online and as this becomes more engrained in the corporate culture I think this will lead to the passing of the traditional resume.
Yes, there may be the odd person who creates a false profile or embellishes their experience, but as Recruiters our job is work with the candidate and see what they are capable and not capable of doing. Creating a false online profile is the same thing as creating a false resume. Advancements in technology will not change a person’s behaviour/ethics. I would argue in fact we would be less likely to see a false online profile than receiving a resume with false details in it. If a person puts false details about themselves in a public forum they are more likely to be ousted by the online community for doing that.
There are a number of other issues to consider such as how does the information flow into a DB or ATS, but I am sure there are ways to address that. What do you think of the resume, is it on its last legs?? Will we start using video resumes, will online profiles reign supreme…what about all the talk about Augmented Reality..can that be used in a recruitment capacity as well?? Let us know your thoughts.