Traditional Resumes: Soon To Be a Thing of the Past?

There was a time when a piece of a paper with all your past experience was the key to opening the door. With some big companies opting for new approaches in their recruitment strategies, however; traditional resumes might be going the way of the CD-Rom.

Case in point: Unilever, the empire responsible for Dove Soap and Lipton Tea, is rethinking its approach to scouting new candidates.

According to a report in the Wall Street Journal, They’ve developed a highly advanced algorithm which involves a series of online tests that measure memory, concentration and other key skills employers look for, in an effort to eliminate hiring biases.

A New Approach

Their radical hiring practice could just be the next great innovation. Especially if it means more opportunities for candidates with diverse backgrounds. The company may completely ditch resumes altogether in the near future, according to the WSJ report. Instead, complex algorithms will assess applicants’ submissions. Over the last year, they have used this innovative method to hire 450+ employees.

And Unilever isn’t alone in its po-res (that’s post-resume) recruiting practices.

The Death of Traditional Resumes

In addition to using dedicated equations for choosing employees, companies are also recruiting via social media. Big names like JP Morgan and AOL are using live Snapchat recruitment tools while relative newcomer GrubHub has opted to take its intern search to the social media platform as well. Even McDonald’s hopped on the Snapchat train in its search for 250,000 summer employees. Sales force, meanwhile, has its own Instagram account designed to recruit new hires. That kind of social media interaction with employers can attract individual attention, and in the case of some users, has landed them work without even needing a resume.

Relying on HR

To be clear, Unilever and most other companies looking towards digital hiring innovations still require interviews. They also require human-to-human assessment before making an offer. And that’s a good thing, according to Elle Achil, an experienced Human Resources professional at Innovid. “The culture of a company comes from the people,” Achil told Levo. “We need the ‘H’ in ‘HR’—Humans.”

Whether you’re submitting responses to a robots or emailing more traditional resumes, the future of hiring and recruitment still hinges on one main thing…

How can you stand out from the crowd?

 

For this post, we’d like to thank our friends at Levo.

 

Levo

 

 

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