There are a number of people who I know disagree with this, but I still believe it makes sense for job candidates to have a good résumé.
Yes, I know there are a lot of people who think the traditional résumé is dead, but it’s not gone yet and there are still a lot of recruiters and hiring managers who prefer it to LinkedIn profiles, video clips, or whatever else people are trying to use these days.
I was thinking of this while reading the latest CareerBuilder survey about résumés, and as the research points out, hiring managers are still not spending a lot of time looking at résumés — which means that ANY résumé that wants to get their attention has got to grab them pretty quickly. Read more…
I work in a world of resumes, where resumes equal solid, quality candidates.
I recently met with a client who needed “more” resumes because they didn’t have enough good candidates.
Seems like a simple equation; I just go back to the office and crank up the Resumatic 2000, and BAM — you’ve got “more” resumes.
But as those in recruiting know, it’s never that simple. Read more…
What do Mozilla, the Clinton Global Initiative, and the Obama Administration all have in common?
If you said, “This sounds like the set up for an unfunny joke,” I will tell you right now that I’m not sure either. You’ll have to decide that for yourself.
Here’s the “punch line” — they’re all working together to bring resumes into the 21st century. And no, for once “21st century resume” won’t be associated with resume gimmicks like making a painfully awkward videos and cheesy infographics. Read more…
As some of you may know, I think the continued use of traditional, skills-infested job descriptions prevents companies from hiring the best talent available.
By default, they wind up hiring the best person who applies.
That’s the same reason I’m against the indiscriminate use of assessment tests. While these tests are good confirming indicators of on-the-job performance, they’re poor predictors of it (square the correlation coefficient to get a sense of any test’s predictive value).
Worse, they filter out everyone who isn’t willing to apply without first talking with someone about the worthiness of the position. Read more…
Do old-fashioned resumes still work?
There’s an ongoing debate that never seems to end over that topic, but whether they do or whether they don’t, one thing is certain: a lot of people seem oblivious to the dumb, silly and outrageous things that they put on them.
That’s what makes CareerBuilder‘s annual Most Outrageous Resume Mistakes so much fun, because no matter how little time recruiters and hiring managers actually spend on individual resumes (40 percent don’t spend more than a minute), these faux pas‘ seemed to stick with them, as CareerBuilder notes, “for all the wrong reasons.”
When asked to share the most memorable and unusual applications that came across their desk, hiring managers gave the following examples: Read more…
When is a fib really a lie? And when does a fib-turned-lie really matter?
It’s a question I keep rolling over in my mind, especially given all that has been written the last few weeks over the résumé inaccuracies — some may prefer a stronger, more judgmental description — by now former Yahoo CEO Scott Thompson.
He has been castigated for one seemingly minor, yet telling, résumé issue: he claimed he graduated from Stonehill College in Massachusetts with degree in computer science and accounting, when in fact, it was ONLY in accounting. Read more…
Want some shocking news? The Wall Street Journal reports that, “Many job seekers have long suspected their online employment applications disappear into a black hole, never to be seen again … (and) their fears may not be far off the mark.”
I know; you are probably stunned and surprised that lots of people apply for jobs online and never hear anything back about it. Who knew?
The Journal also published another story (proving that dumb stuff comes in pairs) titled No More Résumés Some Firms Say that uses anecdotal evidence from three companies (yes, 3 is not a misprint) to declare that, “(businesses) are increasingly relying on social networks such as LinkedIn, video profiles and online quizzes to gauge candidates’ suitability for a job. While most still request a résumé as part of the application package, some are bypassing the staid requirement altogether.”
This makes me wonder: what’s wrong with the good, old résumé?