The digital age has disrupted virtually every industry. HR and hiring has been similarly vulnerable – the industry has, in recent years, experienced a seismic shift.
Research shows that resumes, traditionally the first-line approach to “getting your foot in the door,” are no longer the most popular form of currency in the hiring process.
In their place are a combination of online application and assessment processes that provide up to four times the information, and a better experience for both the applicant and the hiring team.
Before you lament the demise of the resume, consider these reasons why resumes are becoming obsolete in the first place.
1. They Value Experience, Not Skills
By virtue of their design, resumes focus on a person’s work experience, not necessarily their skill set. Is this such a bad thing? In today’s talent economy, yes. A candidate is, and should be, offered employment based on their ability to fulfill a job description and perform essential job duties.
Focusing on the potential results that a person can generate requires a full understanding of their capabilities, which doesn’t necessarily translate on a resume.
2. They’re Static Documents
In a technology-driven age, workers must continually acquire new skills to stay current and provide value to employers. Since technology – and how we use it – is always changing, job seekers across industries must frequently update their resumes to reflect new skills in new formats.
Resumes become outdated quickly and become too cumbersome to continually update.
3. Resumes Are Too Much Work
A close friend recently took a day off of work to create a new resume for her dream job. While she may be more of a perfectionist than most, consider the time people spend (waste!) making a document perfectly reflect an image that may or may not be accurate.
New hires who have gone through the HireScore (no resume required) process often say, “I was happily employed elsewhere and I wouldn’t have applied for this job if I was required to make a resume.” In essence, resumes are asking for too much, too soon in the hiring relationship.
4. Resume Sorters Miss Out on Valuable Talent
The act of requiring a resume also screens out a portion of the workforce that could provide talent to your organization. For example, many people have valuable work skills, but they lack the knowledge of how to write a resume, let alone optimize it for hiring managers.
This approach naturally caters to people who have a talent for writing resumes, not necessarily to those people who have the necessary skills to efficiently execute their work duties.
5. Resumes Invite Unintentional Bias
Lastly, the resume has the unintended consequence of inviting bias into the workplace. Research from Harvard Business School showed that minorities who “whitened” their names got more callbacks and interviews, despite no changes in skill sets or experience. The legal consequences to these research findings have yet to play out but resume defenders are unlikely to be happy with the final outcome.
Resumes may be on their way out, but what’s a job candidate or hiring manager to do in the meantime? Even LinkedIn sorts applicants by their job experience.
The bottom line is that you need to use tools that are customized exactly to your jobs and diligently collect assessment data you need to best predict future job performance. Combined with broad recruiting and intelligent algorithms, there is no better way to rank a world of potential candidates.
Most importantly, employers would do well to leverage technology and tools to find the right candidate for the job – not the candidate capable of producing the best resume.