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No More Résumés, Say Some Firms. Is this the beginning of the end for resumes?

06-03-2013

 

We may be witnessing the beginning of the end of the traditional resume.  The Wall Street Journal on March 24th (2012) had this:


"Union Square Ventures recently posted an opening for an investment analyst.  Instead of asking for résumés, the New York venture-capital firm—which has invested in Twitter, Foursquare, Zynga and other technology companies—asked applicants to send links representing their 'Web presence,' such as a Twitter account or Tumblr blog. Applicants also had to submit short videos demonstrating their interest in the position."


With the recent uproar over employers asking for access to one's Facebook account, the whole area of transparency and privacy is rising to a new level.  Of course, I'm not sure we'd find that organizations would be willing to be as transparent as they seem to be asking candidates to be.


The WSJ article goes on: "Companies 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.


"A résumé doesn't provide much depth about a candidate," says Christina Cacioppo, an associate at Union Square Ventures who blogs about the hiring process on the company's website and was herself hired after she compiled a profile comprising her personal blog, Twitter feed, LinkedIn profile, and links to social-media sites Delicious and Dopplr, which showed places where she had traveled.


"'We are most interested in what people are like, what they are like to work with, how they think,' she says." [Italics added.]


Note the last sentence: this is what every person has to be able to articulate in writing and verbally to be able to find work and stay employable.  (This is also about coming to understand 'vocation', or 'calling'--how you are gifted by the Gift-Giver.) Those who can do so are going to find that they are always employable because the employers who consider them will really know what they are going to get when they purchase the job candidate's services.  (Yes, that is what they're doing--they're thinking of you as a 'subcontractor' from whom they are making a purchase, one day at a time, as long as the employee/subcontractor delivers what the employer needs.  I've been reminded in the past couple of years just how at-will employment law makes hiring a day-to-day decision.)

 

Are you ready for this future?  You may need to reconsider avoiding online social media...and keep your profiles at these sites up-to-date.  Otherwise, you may be essentially taking yourself out of the running for positions you're applying for as well as positions that might find you in the future.  An additional challenge is going to be this: is the profile I have promoting those talents I like to use, or is it just telling my history of work assignments?


Read the full WSJ article here.