Resumes are bias.
They change from job to job; the language is slightly altered to meet the relevant company’s key messages and language. The selection of references are always bias; why would a candidate nominate a manager that they didn’t get on well with? There are even companies, like CV Check, that offer a service that assesses resumes and calls out any fabrications. Should recruiters trust the information they get from candidates?
You can find out so much more about people in an age of Facebook and Twitter. Many job applications can come through LinkedIn or Seek profiles. However, online profiles like LinkedIn are fundamentally flawed because candidates still write it themselves. Why should recruiters trust resumes and LinkedIn profiles? Instead, shouldn’t recruiters be placing their trust in their own rigorous recruitment process?
Many businesses still ask for resumes, but instead run them through resume parsing tools within their Applicant Tracking System. Generally, the only information taken from the resume is the candidate previous work history and their education. Recruiters aren’t necessarily interested in a second place finish in the high school javelin competition. That information may be important later on in the process, but initially, recruiters will only take the work experience and education details from the resume.
When it comes to the selection process, resumes and LinkedIn profiles should have no bearing.
In particular, LinkedIn should only be used for candidate identification; the selection process should be testing if the candidate has the suitable skills.
Recruiters are moving away from the ‘Upload resume and submit’ process to asking some pre-screening questions. For example: “Have you ever worked in retail?” in a retail position. It might seem obvious, but it can cut down the number of suitable candidates. Companies are able to remove applications that aren’t relevant to them based on specific pre-screening questions and begin to schedule face-to-face sessions to with candidates who have the relevant experience or education. It’s in these sessions where recruiters can begin to see whether or not the candidate would be a good cultural fit. With a slim candidate list, recruiters can begin to explore the rest of the resume and judge if it is bullet proof.
This is resulting in interview questions being asked up front, instead of what would generally be asked in a phone interview. Questions around salary expectations and travel requirements can now be asked in the online application form, instead of being asked much later down the track.
Many have proclaimed the resume to be dead.
Are uploaded resumes even relevant anymore? It has been a process that so many businesses have followed for a long time, but now there is so much information recruiters can find out about candidates before they even walk through the door.
On the other hand, candidates also have access to information about recruiters to get an understanding of what they might be looking for in interviews. Candidates would definitely visit LinkedIn profiles and possibly even social media profiles to find any advantage they can.
Aside from education and previous work experience, everything a company needs to know can be found on LinkedIn, Facebook, Twitter and other social media forums.
Only two components are being taken from resumes; and combined with pre-screen questions, specific application questions and a rigorous process, companies are able to build detailed profiles of candidates. We are also beginning to see a rise of video interviewing in Australia and companies are now able to get a better feel for candidates earlier in the process.
Companies shouldn’t need to trust a resume to understand whether or not a candidate would be a good for the job. Instead, they would be better placed to trust their own recruitment process to find the right person.
Companies need to be viewing recruitment and onboarding as the same process, not separate ones. The process should start with recruitment, but continue through onboarding and all the way to probation. Once hired, the candidate has proven they should have the skills for the job. The first three months before their probation should confirm if they can do the job; exposing them to feedback and giving them the opportunity to learn.
The resume only plays a small part in this whole process.