The end of the traditional resume

by Cameron Edmond11 Jun 2013

The presence of social media and mobile phones as tools to communicate with candidates has been well entrenched into the recruitment process over the last few years. However, one expert has suggested the last pages of traditional resumes are destined for the shredder.

“Different social media profiles and other information that is kept up to date will provide a much richer experience than a [traditional] resume can,” Bryce Dunn, senior vice president at PageUp People, told HC. The necessity of updated profiles means a lot for companies taking on the task of seeking out candidates themselves. Dunn stated an increasing number of companies are searching for ‘passive candidates’ – those who aren’t looking for a position, but would be open if the right opportunity presented itself.

“If you are looking to hire a developer, you can actually have a look at what their presence is in terms of what forums around developing they are posting on: are they generally seen as someone who is answering questions, or are they asking a lot of questions?” Dunn explained.

By being aware of the presence of candidates across multiple social media platforms, an organisation can begin to build a relationship with the more promising ones, even when not looking to fill a position. Making online contact and continuing to keep in touch can mean when a position opens up, the right recruit is already within reach. “If at such time that vacancy comes up, they’ve already built a relationship with a number of well qualified people that they can immediately put into a more formal interview process,” Dunn stated.

Despite all this, Dunn warns against HR managers becoming too wrapped up in the gimmick. “The technology is exciting but that’s one part of doing this well,” he stated, warning that sometimes the right candidate won’t always be aware of or have access to the most recent technology. “It is also about matching the technology to the people that you are trying to work with.”

Dunn’s comments highlight the importance of change and adaptability for HR managers in the ever-evolving world of recruitment. “A one size fits all approach is probably less relevant than it has ever been,” he stated. The words ring true; as technology continues to grow and develop, employers must remain aware of emerging mediums and which ones best suit their needs.


  • by Jason Mitchell 13/06/2013 3:28:54 PM

    Lordy - yet another fairytale about the 'end of days' for traditional resumes. These crop up on HR/recruiting blogs almost daily but, like many clarion calls for change peddled by so-called industry thought leaders, this one is mired in self-delusion.

    ICT roles have long been filled without resumes (particularly contracting roles) and many recruiters don't bother to even interview. In technical appointments (developers anyone?) the proof really is in the technical pudding.

    However, with more senior, strategic, business critical or rare (not skills-short) appointments, resumes of one form or another will always be needed to engage, inform and compel (hiring) action.

    I cannot realistically envisage senior executives 'liking' facebook job shouts, submitting their resume via their phone app or tweeting the vacancy advertised by thir recruitment team - now or ever.

    When resourcing meets new technologies, these goo-roos are catering to the masses only. Don't be duped into thinking their crystal-ball-gazing has any credence or universality.

  • by Alconcalcia 13/06/2013 9:39:23 PM

    I love the comment above :-) PS an anagram of social media guru is 'A ludicrous image'. Go figure!

  • by Ms Persuasive 16/06/2013 12:04:04 PM

    I suggested to my protegee that she add a link to a YouTube clip on her cover letter. In the clip she can eyeball the camera and explain why she has applied for the position and why she is the best person for the job.

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