Revolutionize Recruiting: Part 4
Resumes Reimagined
Written by Jaclyn Kohlhepp & Diane Thielfoldt
Over the years, companies have streamlined their hiring process – including how they review resumes. Let 2021 be the year you toss out what doesn't work or is cumbersome and focus on the information that is critical to selecting the best talent.
While unemployment hovers around 6% (March 2021) unemployment for Gen Z remains in double digits (15.1% in March 2021.) With their jobs hit hard by COVID-19, Gen Z still seeks ways to compete and secure great roles. In their social media driven world it’s all about personal brand. The traditional job application and resume do not always serve them well. Millennials switched jobs in pursuit of professional growth and personal fulfillment and acquired skills that translate to other roles and industries, but the standard resume does not capture this transfer of skills. And unfortunately, Millennials and Gen Z, often assume their resume will not be reviewed at all and; therefore, do not always take the time to update or customize their resume. If the employer isn’t really interested, why take the time?
While the traditional resume is not yet dead; a resume’s value can be in the eye of the beholder. Many companies rely on software to screen applicant’s specific skills. While this approach conserves resources during the screening process, the results are not always fool-proof. The old adage, “they looked good on paper”, comes to mind and employers might miss truly talented potential because the candidate was eliminated early in the process because key words were missing.
2021 presents the perfect opportunity for employers to reimagine resumes; seeking out fresh ways to identify qualified candidates and learn more about them.
Make sourcing and screening work for you! Focus your application on candidate must haves. Identify 5 to 10 critical questions that will tell you what you really need to know about a candidate. Ensure the instructions on your application are crystal clear and encourage relevant responses.
Like LinkedIn! Invite applicants to submit their LinkedIn profile instead of a resume for the initial screening. Following a clear-cut, easy to read format LinkedIn profiles are more dynamic than traditional resumes and can save you time reviewing qualifications.
Video! Request job candidates submit a short video. A video takes the candidate from a 2D resume to a live person with transferable talents and a lot to offer your company. Ask the candidate to answer two or three key questions to help you get to know them and why they are right for the role. Videos can help you find the right candidate more quickly.
Online Portfolios! Start requesting online portfolios or work samples. Seeing a candidate’s work can be profoundly useful in determining the benefit of their skillset. As candidates progress through the hiring process, request they complete a pre-work task. Ensure that assignments are designed to assess a candidate’s readiness. Assigning actual work assignments may create the issue of asking a candidate to complete unpaid work.
Screening Process! If you do request a traditional resume, let prospective applicants know your review and selection process and specifically what features of the resume are important. Transparency increases accountability for applicants and accuracy for employers.
2021 is the year to revolutionize your recruiting and pave the way to selecting diverse and skilled talent. How you recruit is changing because the workforce is changing. Top talent can be choosier than ever about their employer. Consider the value Millennials and Gen Z bring to your organization. Keep an eye on your internal talent. Leverage the increasingly popular WFH or remote work. Make sure your social media presence is real and relevant. Replace the resume with fresh paths to source and screen applicants and ultimately select the best-fit candidate. And finally provide a compelling, desirable employee experience.
You have the choice to modernize your recruiting strategy; we hope you make 2021 your year of revolutionary recruiting!
Kohlhepp is the founder of JTK Consulting, LLC (jtkconsultingllc.com), a consulting firm committed to helping organizations solve people problems using innovative and sustainable recruitment and engagement solutions. Connect with her @ jackie@jtkconsultingllc.com.
Thielfoldt is co-founder of The Learning Café (thelearningcafe.net), a consulting firm dedicated to helping organizations develop, engage and retain the talent of every generation. Reach her at DianeT@thelearningcafe.net
