Resumes have been around for what seems like forever, and while they are not going away in the immediate future, they are certainly headed that way. With social media dominating how we communicate in this day and age, it’s only a matter of time before it becomes the leading method for hiring others as well.
As a recruiter, you want to start looking at digital profiles instead of resumes as it gives a much broader view of who a candidate really is. Between the images, videos, comments, interests, and other many things you can see on a digital profile, you can better learn who your candidate is and whether or not they will fit in your culture.
You might say that digital profiles are just a digital resume, and while the comparison is understandable, implying that digital profiles are still just “resumes” is not accurate. It’s more like reading a book and then watching the movie version of that book. When you read the book, you are envisioning what is being said. You are essentially playing the movie in your head. However, when you watch the actual movie, you are not left with as much uncertainty because it is all there for you to see in black and white. With resumes, you are left to read in between the lines. Don’t put yourself in that situation if you don’t have to.
See How Digital Profiles Provide Insight into a Candidate:
1. Who Are They?
Are they reserved, extroverted, or a little bit on the nerdy side? A candidate’s personality simply cannot be seen through a resume. You might deduce a few things based on how something is phrased, or by the font they use, but neither are really all that telling. When you look at a digital profile you can look through videos that are posted, links that are shared and images that are published, which can say a lot more about who a candidate really is. If they post news articles and get into arguments, you can tell they may be passionate individuals on the lower end of the spectrum or potentially problematic on the opposite end of the spectrum. You can then think that maybe they might not be the best person to hire to be the face of your company. Conversely, if they are very research-oriented and like to get all the facts before they speak, you may conclude that that would be a perfect person to hire in your PR department.
2. What Are They Like?
You can see what they have done, but do you really know who they are? Knowing a person indeed takes a considerable amount of time, but you don’t have that time. You need to be in a position where you would know as much about them after three in-person meetings before you go on the very first meeting. Resumes cannot tell you if the person you are going to interview has good response etiquette. Knowing whether or not they are management material or more of a follower type will come in handy when hiring for just about any role that you have. People’s work habits are not all that different from their everyday habits. If you see someone responds to comments and is showing attentive behavior, you know that same behavior will be translated in the workplace. But if you happen to notice that they are not good communicators by not responding to comments or engaging with audiences or friends, they don’t know how to engage very effectively.
3. What Do They Do?
Having the ability to look at links that are listed in the candidate’s profile is a great advantage over resumes. If you see that a candidate has listed that they have done X,Y, or Z, it is much better that they can show examples of that work before you get them in for an interview. If they have work that is displayed on another site, it is much easier to go in and view the link that is provided by the candidate instead of glancing over a resume and asking them about it over the phone in a screening call. Most Gen Y and generation Z job seekers are “careerpreneurs” which means that they have passion projects they are starting on their own while seeking employment. As a result, there are a plethora of options when it comes to seeing what your candidate can provide before you decide to bring them in for an interview let alone spending money onboarding them.
If you want access to many candidates with digital profiles that can also work on projects and challenges in real time for you, sign up for a demo to get started.
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