I'm not going to say how old I am, but I'm old enough to say I used to write job ads and turn them in on Fridays so they could be published in the Sunday paper. I waited for the mail and I opened envelopes to read the resumes that were sent to me.
Listen, it happened. If you know what "be kind rewind" meant then you can sit with me.
We are now in an age where interviews are done online, applications are submitted via ATS (applicant tracking systems), and there are so many ways to socialize who you are and what skills you have. Who remembers the last time they shook hands in an interview? I miss those days. Until we get back to some of that normalcy, here are some new takes on resumes:
1) Online portfolio
It's 2022 and I'm still not scrolling past page 2 of a resume. But you know what I'll do is click on an online portfolio link of any work you've done. I love this especially for anyone in a data, business, or creative role. You can't say you're a digital graphic artist but your portfolio is a PDF uploaded on Google Drive. If you're a data scientist and want to show off how you solved a business problem using a specific model, you can share this simulation via GitHub. I learned so much about design thinking through an applicant's online portfolio of design work. A web developer I interviewed showed her previous work on her website. These are great! Keep them coming!
Aside from cute dog videos and addicting salmon rice recipes, can I get double hands in the air for TikTok Resumes? I'm kind of addicted to this hashtag. I've seen cloud engineers, human-centered design thinkers, future entrepreneurs all slewing out their skills to a catchy tune. I want to hire all of them! But first, fill out an app?
3) Video portfolio
Raise your hand if you've ever commented on a YouTuber's video and told them you're interested in hiring them. Ok. Not me, but there's been a few times I've actually thought about it. In the age of post-COVID-19, we are now progressing towards video interviewing, one-way video recordings, and audio recordings.
I know most of you don't like to hear this, but it's not changing any time soon. If you're comfortable going on Facebook Live and selling me Tupperware, you are comfortable enough to record a 30-second video on why you'd like to be the next XYZ Account Manager. I feel like they're the same?
Search #hireme on YouTube and let me know what you think!
4) Social platforms will never replace a resume... not for everyone
My problem when I hear "This <social media platform> will replace professional resumes" I always like to ask "who" do you mean? Sure, the business professional, mid-level managers, and sometimes frontline candidates will peruse LinkedIn. But what about the trades professionals? Pilots? Mechanics? The deep web solution architect who knows better than to put a digital footprint out? Gemologists? Geologists? These roles are vital. How then would we hire them if they don't have LI profiles?
When we try and simplify or consolidate mediums of sharing professional experience, we squeeze out certain candidates. You can't say you're all about diversity, equity, and inclusion if the only way to create a candidate profile on your website is with a <social media platform> profile.
So no matter the future, the main thing is still the main thing. Where are the candidates? Where are we meeting them? How can we at least meet them there or find a halfway point? Any other thought process begs a different question, are you sure you want to be in Talent Acquisition?