• Sylvia Dahlby

    This article validates something I’ve suspected for awhile now, and that’s that the traditional resume is dead. And I think it’s a good thing recruiters are looking past what’s on paper to open a dialog with a multi-talented PERSON who may have more to offer than a set of skills and a key-word-packed SEO employment history.

    I also agree that collaboration & cooperation trumps competition in the workplace. Whatever the generation, recruiters would be well advised to seek candidates who “get it” and understand the value of relationships & teamwork.

    What really struck me was the comment about “…an unlevel career playing field that gives preference to years of experience, and helps recruiters discover candidates who are on the verge of becoming stars.” If you talk to any Boomer, they would agree the playing field is unlevel, and argue that it’s stacked in favor of the Gen-Y rising stars.

    And I had to laugh when I read, “There is no consensus about the long term effectiveness of social media recruiting generally.” Maybe that’s because nobody knows how to measure the ROI yet? Surely social media is merely shiny new MEDIA in the toolbox, and it gets used in the media mix as simply another method for branding, sourcing — and NEWORKING, which is a proven effective way for recruiters & candidates to connect since they came down from the trees.

    Thanks for a thought-provoking perspective on a timely topic.

  • http://ReThinkHR.org Benjamin McCall

    While interesting and possibly innovative, I wonder how many employers/recruiters will actually see the use of a “social resume” as valid? Should be interesting.
    How much weight will be given to “experience” vs. “ideas”?

    Twitter: @BenjaminMcCall

  • Ross Clennett

    “..you had better be known for your ideas, otherwise no one will know why they should hire you.”

    I certainly agree that the traditional resume is on the way out but I thought effective hiring was about finding competence and motivation to fit the job and the organisation?

    For anybody interested in the ideas v competence debate I would encourage you to read the Harvard Business School Publishing (2008) article ‘How Does Pixar Do It?’ by Pixar co-founder, Ed Catmull. This is one of the most popular HBS articles in recent years, and with good reason.

    BTW – I am Gen X,

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  • http://sovren.com Robert Ruff

    99% of the time I agree with Sylvia; however, regarding the death of the traditional resume, I have a differing viewpoint:

    So recruiters don’t need resumes? It’s more productive to locate and read long self-referential and self-reverential online materials?

    Just because LinkedIn or any other source now is used to store and manage resume info does not make resumes “dead”. The format and storage location and delivery has changed, and a LOT of other good info is sometimes interwoven or surrounding the traditional data, but the need for traditional resumes has not gone away.

  • http://www.evyenia-wilkins.com Evyenia Wilkins

    Not much is “traditional” these days! That said, there are many elements of a traditional resume that will survive the social media revolution. Namely, the ability to clearly articulate your skills. Ideas are super important in many jobs and will continue to be an important foundation of a professional. But skills are essential: A job = concrete activities that need to be done. You might have an opinion, but not know how to implement it. I agree with Robert Ruff, any innovation in recruiting and resumes must keep both the professional and the recruiter in mind. Especially when considering how much time they’ll need to spend to get something out of your service. Thanks for the article. – @mainwilk

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