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If they do away with the resume and interview, how are people going to be hired? Is everything going to be based on how well the candidates fill out forms? I'm sure there are people who excel at this, but does it really tell you much about them except that their good at forms? At some point the job candidate needs to be interviewed. The person may have no people skills, but is great at forms.
Resumes Going the Way of the Dinosaur, Finale
Seeded on Tue Apr 3, 2007 3:28 PM EDT
Article Source: bizmediascience.com- Enjoy this article? Help vote it up the 'Vine.
- Public Discussion (6)
I've have seeded articles about recruiting and management, usually leaning on the side of "talent is who the person is...". Of course some people disagreed but here is another question: would we rather companies hire people based on filling out a form online? Personally it sounds like throwing out the baby with the bath water to do away with both resumes and interviews. There has to be some way to actually get a feel for the individual's personality and interpersonal skills, neither of which can be gaged based on an application. Employers should be careful not to get swept into the extreme end of the digital revolution. I enjoy not having to pound the concrete when the job search is on but I would be terrified if my getting a job depended entirely on my completing and online application.
- 1 vote
#1 - Tue Apr 3, 2007 3:41 PM EDTI put much more value on the interview than the resume. I have seen too many spectacular resumes only to realize 5 minutes into the interview that the person just would not fit into our company at all. I put no value in the online app. All it does is give me a means to contact the person to get a feeling of whether to schedule an interview. Our online app has puzzles and essay questions, but I'd rather talk to the person myself.
- 3 votes
#2 - Tue Apr 3, 2007 11:37 PM EDTI am with DBZ on this one. The interview is not going anywhere. Resumes may be replaced by applications, but I doubt they will go completely away. Applications and resumes are just a way to weed out the grossly unqualified, and identify likely candidates for an interview. The final decision, as DBZ pointed out, is based on fit with the organization and even more importantly the rest of the team.
- 2 votes
This article is pretty weak. The only point it tries to make is that HR reps don't always know enough about the technical skills they're interviewing for, but there's nothing new about that. That's why you have lots of different people doing the interviewing, from the prospective immediate supervisor to prospective peers. They're the people the candidate would have to work with anyway, the ones that would know if the candidate is a good match or not.
- 2 votes
#3 - Wed Apr 4, 2007 9:22 AM EDTNathan did you read the series? Or are you saying the article is weak by itself? On both accounts, I think I would agree but I was still left thinking about it, so I seeded it to discuss the concept with the Newsvine community. Also be advised that many of the articles I seed come from blogs which are typically written in a much more personal way than most newspaper or magazine articles. BizMediaScience author Joseph Carrabis is known among his readers for his very candid and personal style. However he is an expert in his field, as are many of the bloggers I read regularly. This series in particular is taken directly out of something sent to him from a reader/colleague regarding her thoughts on how the internet is affecting job hunting and recruiting.
Okay enough of the justification...continuing the discussion...
I'm glad to hear DbZ that you place little value on the online application; that gives me hope for future and current job hunters. The recruiting process for me is much more about evaluating writing samples and expertise. I actually look at the application last. So glad to know that those seeking employment in more traditional careers can look forward to being grilled by prospective employers in person. Often this is the only way for people on both sides of the process to analyze the "fit" between the two - the company culture and the applicant.
- 3 votes
#4 - Wed Apr 4, 2007 4:04 PM EDTHello,
Thanks for taking such an active interest in my blog series on "Resumes Going the Way of the Dinosaur". I'm curious how these posts were "weak". Not offended, only want to know so I can provide better material in the future.
As far as my being an expert...that's something I deny every time it's stated or written about me. I'm learning, just like everybody else.
Sweetness (who's writings your actually commenting on) has sent me more material about resumes, and my company, NextStage, is finishing up some studies of HR and resume writing in preparation to release a tool to help people determine some "behind the scenes" aspects of resumes before you get people in the door. That's what really prompted the original series of posts from Sweetness on resumes going the way of the dinosaur.
Anyway, thanks for taking an interest in my blog and do let me know how I can write "not weak".
Thanks - Joseph
- 1 vote
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