It has been said that you, as a recruiter, spends an average of 6.50 seconds going through a resume, and for the most part in the following order:
Previous position, start and end dates
Current position, start and end dates
Applicant tracking systems will throw out cover letters/resumes immediately if even one spelling or grammar error is detected. Quantity is not an issue because there are too many people applying for a few amount of jobs. It is safe to assume that more and more applicants are applying for positions that they may or may not be qualifying for. It’s very much a throw-darts-at-a-board-and-see-what-sticks mentality.
Many candidates believe that resumes are the best ticket inside of the door of any company worth working at. They spend hours learning how to best spruce it up and some even take classes! They learn what to add, what to subtract, and, ultimately, how best to represent themselves. Some people go as far as hiring expert resume writers that believe that hours should be spent creating the perfect resume that “will get you hired.” It’s all about marketing yourself and there’s an art to doing it better than most.
What’s wrong with that? Well, nothing except that usually not all of it is entirely true and an accurate representation of skill-sets as well as experience. People can make any job sound different than what it is using the right vocabulary. Your resume is only as good as your creativity.
The main issue with a resume is it does not show you what the person can do. You are left to believe that whatever you read is true.
Check Out All The Ways Recruiters Are Relying On Resumes:
Attending Career Fairs - It’s true you do get to meet the people that are selling themselves to you (mostly information that is found on their resumes). However, career fairs don't bring much benefit to you or the people you meet. At the end of a successful day, you are left with a pile of resumes, and most of which whom you do not remember by face. Maybe one or two people stood out, but how much interaction could you have in an environment where stress levels are high, chaos is plenty and first impressions are all you are going by?
Posting on Job Boards - Monster, CareerBuilder and Indeed to name a few. They all try to attract top talent - even niche job boards that attract people with a certain set of skills like Adrants (advertising and marketing) or Github for software or technology related jobs. Job boards may allow people to fill out profiles and upload cover letters, but there is no interaction between recruiters and candidates. You are relying on the resumes that you get for each job description.
Website Application - most employers that have people apply through their websites have candidates answer questions that could be found on their resumes: Experience, employment dates, schooling, etc. Some modern tech companies are taking more creative approaches to learning more about their candidates through questions that are designed to get the candidates to open up more freely. For example, They may ask, “Tell us something fun and interesting about you” or “What’s something on your bucket list?” While these questions can lead to engaging conversations, the elephant in the room is that they still don’t know if those employees have the skills to do what they are applying for.
Everything advances, but the age-old resume is still here and that’s a problem. Companies need to hire based on skill set and determine with their own eyes what this person can really do. They should be able to watch them perform on tasks that showcase their skills behind the scenes and get a real inside look at who these people are.
Discover how you can improve your recruiting by signing up for a demo with ProSky today.