This is part of an article that was published on Tech Crunch, written by Chris Rickborn from Unrabble:
The resume of the future should enable candidates to tell their story without the limitations of a plain text document. Profiles will be an interactive experience with rich content that should adapt and dynamically direct viewers to relevant skills, strengths and accomplishments based on the viewers needs. Candidates should be able to control access to their information and analyze how visitors interact with their profile the same way traffic is analyzed on a website. The resume of the future should also be a connection point between company and candidate that will greatly reduce the manual burden of pre-screening. Interactive profiles should facilitate communication and collaboration between hiring manager, candidate and other stakeholders so that hiring decisions can be made quickly and effectively.
But before you throw resumes into the shredder, there are big challenges to overcome such as privacy and basic behavioral change. I was recently helping a friend review job applicants through LinkedIn and noticed that almost every applicant still attached a resume. If you have a profile on LinkedIn, why would you attach a resume? In many cases, the information in the resume was much more in-depth than what was on the candidate’s profile.
I think this indicates a few realities. First, candidates still want to customize their resume for each job opportunity. Second, candidates are reluctant to put all of their career details in a public profile where they might lose control of the information. And third, most employers still require a resume. Otherwise, their legacy hiring process just breaks down.
According to USA Today, nearly 35 percent of resumes contain blatant lies about education, experience or the skills to perform a specific job. That’s why online profiles are better. It’s much harder for candidates to stretch the truth in an on-line profile because they risk getting caught whereas a resume is only between candidate and employer.
Being more open and honest in an on-line profile that is shared privately with a prospective employer is certainly the way forward. But there are more reasons why the cloud offers greater advantages over a traditional paper resume, such as:
1) Facilitates better collaboration. Instead of scribbling notes on a paper resume, and asking colleagues to review a stack of resumes, the cloud offers colleagues the opportunity to discretely rate and review candidates on-line after they’ve submitted an on-line application for a job opening. The ratings and reviews gathered through on-line collaboration can give employers a much better consensus of how strong or weak each candidate is.
2) Follows you, wherever you go. A stack of paper resumes sitting on your office desk with notes scribbled on them to indicate the best candidates isn’t going to help much when you’re on the road traveling or working from home. With the cloud, wherever you have an Internet connection, you have instant access to a “central repository” of on-line job applications, as well as the notes you’ve added into an on-line comments field.
3) Greater cost efficiencies. The cost and time-saving benefits of a cloud computing solution far outweighs the current hiring process that has one hand tied behind its back because of the paper resume. Taking the hiring process to the cloud and allowing candidates to apply for jobs with on-line profiles can transform the speed and efficiency of the hiring process. The profiles can be reviewed, shared and rated with far greater ease, thereby dramatically decreasing the amount of time it takes to hire qualified candidates.
These are just a few of the reasons why the cloud will kill the traditional resume. There’s no doubt that killing the text-based resume will generate a huge opportunity for improving the hiring process for both the candidate and employer. But just like everything else in that dusty old banker’s box, the resume served us well in its heyday. And now it’s time to move on.
Read the full article here