Comments on: Your Resume is Dead

By: Dan Gershenson

Dan Gershenson — Wed, 25 Jan 2012 16:32:47 +0000

Great post, Jessica. As time has progressed in my career, I’ve often looked at my resume and thought, “How in the world could these 2-3 pages ever come close to describing who I am as a contributor to an organization?” As much as you can try to add to it, a resume can only tell you so much about a person, particularly their personality and views.

That’s where social media provides an opportunity for people to get to know the candidate further, which is also where John has it dead wrong in using it as a way to weed out candidates. I think it’s ridiculous to use social media as a screening tool to discredit otherwise qualified candidates and if anything, recruiters have to wade through thousands of pieces of paper in a mindless apples-to-apples comparison with resumes that don’t tell the whole story. Let’s assume for the sake of argument that in addition to a resume, the candidate has created relevant-to-the-industry blog posts, YouTube videos, etc. as well as shared that content, which shows they are very knowledgeable about the subject matter at hand. Wow, suddenly I’ve learned some additional things about that person that are very useful – things that their resume didn’t tell me and causes me to look at them in a new light as a worthy candidate. I’ve learned that they are more than comfortable talking about certain aspects that tie into their qualifications and knowledge.

Does that really sound like a poor use of a hiring manager’s time? I don’t think so at all. But if you’re looking at social media with only the negatives in mind, you’re kind of missing the point.

By: Jessica Miller-Merrell

Jessica Miller-Merrell — Wed, 25 Jan 2012 03:03:44 +0000

Hi John,

The candidate selection process is broken and resumes electronically serve as a filing and storage tool instead of a marketing mechanism. Good candidates are getting lost in the process. It’s the reason why third party recruiters are still in high demand. Companies are having a hard time wading through the resumes and looking for a person to help provide them the best of the best. Candidates can do that themselves which is why the resume is dead. Most interactions are taking place online (hence this blog) and to make an impression one must use word of mouth tactics or go spend time where the recruiters which happens to be online through the power of social media.

Employers are checking online your online presence when evaluating candidates and having a blog and online resume can be a powerful tool to demonstrate to the hiring manager you are dedicated to staying current, developing, and continuing to learn about your industry or area of expertise. This blog in 2007 served as that for me, and it’s done me well. But I wouldn’t expect you to understand. . .

A closer look into your own online presence reveals you work with a video interviewing technology company that using technology as part of the job search and site that also has a blog which according to you is a waste of time. How could one create develop relationships with recruiters and HR professionals on the internet so why do it then? I take your comments with a grain of salt since you have 73 LinkedIn connections which says to me you don’t understand or likely care how to use social media.

Likely if this blog post results in a reaction such from you that its because it rings true. Good luck marketing your HR technology company without engagement where your target market is. I guess I’ll see you at the next trade show, eh?

JMM

By: John Porter

John Porter — Wed, 25 Jan 2012 01:23:59 +0000

This is one of the most ridiculous pieces of job hunting advice I’ve ever read! Do you really think employers who are innuadated with thousands of applicants for every job opening are going to take the time to wade through everyone’s self-serving blog posts as part of the selection process? If social media content is checked at all, it’s checked for negative content — references to execessive drinking and partying, for example. In other words, employers use your social media presence to screen you OUT, not in. And when the hiring decision comes down to you and another candidate, the employer doesn’t log on to check your blog posts — he or she calls you in for an interview which you’d better be ready to nail if you want to get hired. You get the job by impressing the employer with your value in a face to face interaction — not by creating even more self-referential content in the blogosphere.

By: The Resume is Dead HR, Recruiting, Social Media Policies, Human Resources, HR Technology Blogging4Jobs

Fri, 20 Jan 2012 14:01:31 +0000

[...] I am waxing nostalgic. What is it about the past that keeps us in it? Or keeps us reverting to it or, sometimes, avoiding it? Do we value it as history and what we can learn from it or is it simply too difficult to let go? From reviewing a résumé to conducting professional reference interviews, we are often drawn to the past and what we can learn from it. There has been a consistent message over the last couple years, that your résumé is dead. [...]

By: Mark Polson

Mark Polson — Thu, 01 Dec 2011 15:30:50 +0000

As an employer the problem I see with the old resume is just its lack of efficiency. Why would I want to read pages of analog static material when I could read a professional blog? Have you seen any platforms you’d recommend that I could have people use for applying to my company? I saw one for students that seemed to show promised http://studentgenius.com/.

By: Personal Branding: The 5 P’s of Blogging | Darren Kaltved

Personal Branding: The 5 P’s of Blogging | Darren Kaltved — Thu, 14 Jul 2011 15:10:56 +0000

[...] For the individual, blogging in my opinion is an absolute must to help define and control your personal brand. Blogs are a great way for companies and clients to learn more about you outside of your professional resume or social profiles like LinkedIn, Facebook, and Twitter. Blogs can be the difference maker for job seekers and are the Resume 2.0. [...]