Résumés are old news! So, why are you still relying on one? More and more companies are agreeing that behavioral skills are paramount to the hiring process while technical skills are required to be shown before hire.
People are only as good as their creativity. How do you know who you are really getting or what their credentials really mean to the position you have available? Projects, challenges and other forms of performance-based hiring allows you to test a candidate's knowledge while giving you the opportunity to test their teamwork, collaboration, and other soft skills.
Resumes don't show you what a candidate’s personality type is nor can they show what the candidate is actually capable of doing. People love to talk about themselves - you can be looking at highly impressive resumes that sounds like a great fit, but not really know anything about the person. Not to mention, there is no saying to what extent any of the information is exaggerated or overemphasized! The truth is, people are only as good as their creativity.
Resumes are proving to be less and less reliable to companies:
Too Many Job Applications - A staggering 19 percent of small companies glance at the resumes they receive from applicants, and nearly 50 percent admit to only reviewing a few of them, according to a recent survey by Information Strategies Inc., publisher of Your HR Digest, an online newsletter. Too many good candidates get ignored and are left in a pile that gets lost in oblivion, meanwhile too many people apply for positions that they are not qualified for.
Recruiters Don’t Assess Resumes Properly - According to a study completed by TheLadders, an online job search website, it takes recruiters on average a staggering 6 seconds to review a resume! The study observed where the hiring manager’s eyes were being focused on the resume and for how long. It also showed that about 80 percent of the time was spent on just a brief overview of the candidate’s name and current position information. The science that was used to determine the results, illustrates just how much information is not really being considered even if the resumes do manage to get into a recruiter’s hands.
Prior Experience Doesn’t Prove Anything - There is very little indication that previous experience can predict future performance. For many companies, a lack of experience is ideal as it proves for a more moldable candidate. This mentality is common but it is also smart because if a candidate does not have experience in a particular field, their minds will work as sponges, absorbing information the way you want them to learn it.
Misleading Information - Applicant tracking systems create a culture of compliance among job-seeking candidates as they aim to “trick” the system. Much of the information on a resume is strategically placed keywords that are found in job descriptions, websites and other places. Since applicant tracking systems are designed to identify keywords that are found in resumes, candidates will add keywords they think will pass through. To the candidate’s defense not only is there information available to them about how to do this, they think others are doing it and they want to stay competitive.
It’s no secret that hiring the right people for your company is no easy task, and there are hundreds of ineffective solutions out there claiming to make hiring “easier” but fail because of one very important thing: they don’t show you what the candidate can do before they get hired - only tell.