Despite the growth of social networking and the increasing use of LinkedIn and similar sites on which candidates can get their name out, the resume is not dead; it’s being adapted, according to leading recruiters.
The recruitment industry is finding itself in an evolving landscape and the way candidates, employers and recruiters view the process is being transformed. Currently some 100 million people use LinkedIn and nearly 700 million people use Facebook, so the resume becoming more of a supplementary document rather than the primary method of picking a candidate is an obvious next step.
“Many organisations are now using online application forms and e-recruitment methods, where the resume is uploaded as an attachment and it’s really just reviewed if additional information is required,” said Cherie Curtis, head of psychology at Onetest.
John Rawlinson, Group CEO of Talent2, agreed that the resume is not becoming irrelevant, but that it is clearly in a state of evolution.
“I can actually see a time when the whole resume ends up online and it will have more than just a profile – it will incorporate some testimonials, like on LinkedIn, and it could include psych assessments,” he said.
He predicted that as the process continues to evolve, more and more people will direct potential employers to their online resume space. Further, it makes good sense to keep the resume online, as “it’s a bit like a living, breathing document.” If it can’t be regularly and easily updated, it’s hardly worth it, Rawlinson said.
Guy Cary, managing director, First Advantage – Australia & New Zealand, said the resume is still important because it allows a candidate to present themselves to an employer the way they want to.
“While the employer may have seen a candidate’s profile on LinkedIn, it may be somewhat generic and not appropriately targeted to the company or job in question,” he said. “A strong resume that represents what a candidate brings to a particular organisation or role is still critically important.”