HRBoss Blog

The Decline of the Traditional Resume

I was recently asked to submit my resume and writing samples for a potential freelance writing stint.
Traditionally, I would’ve opened up my folders, loaded a Microsoft Word document with my details, updated and cleaned it to reflect the latest work done and saved it as a PDF file. I would’ve then gone into my writing portfolio, contemplated which articles I deemed fit for this project and then attached those to the email.
But in this time and age, doing all that will be passé.
Instead, I logged on to LinkedIn, exported my profile as a PDF and pasted the link to my portfolio on Pinterest into the email body.
All of which took me less than five minutes to complete.
In the last couple of months, I’ve come across a surge of interesting resumes that no longer fit the typical resume mould (otherwise known as Curriculum Vitae – CV). Job seekers are now prone to creating video resumes, submitting infographics and even going the extent of coding games and developing websites (fantastic idea for people in the programming and graphic design industry) to increase their appeal factor.
And I’m sure I’m not the only one who prefers this method over the conventional way of making the first contact for a possible job opportunity. But why?
1. Ease of access
Prior to the popularisation of social media networks, hiring managers only had a candidate’s resume to look at before setting up an interview. These days, recruiters can fish out details of their potential employee via search engines (Google, Bing, Yahoo), as well as social media sites (LinkedIn, Facebook, Twitter, Klout).
It’s not unbeknown to hiring managers that a large percentage of candidates don’t reveal the full truth in their resumes. Social media gives access to recruiters to sift through the false claims and concentrate on more valuable candidates.
In addition to making “reference” checks, websites like LinkedIn help recruiters scour the large pool of talent available in the market to find the right fit. Automated notifications inform them whenever a preferred candidate has renewed their entry in the job market.
2. Focus
With the internet, recruiters can zoom into the exact information needed. For instance, if a recruiter is in search of an account manager, he simply has to search the web for a candidate with the relevant experience instead of looking through multiple resumes.
3. Thinking out of the box
A traditionally filled up resume with good skills, a long list of professional experience and achievements may no longer elevate the candidate to the top of the preferred profiles list. On top of traditional profiles, job seekers can now upload back-up information on their experiences such as work samples and related portfolios.
Companies are also looking at candidates who actively step out of the two-dimensional resumes. With the advent of mechanisms such as gamification and crowd sourcing, recruiters are starting to take notice of people who are stepping out of the comfort zone. These new technologies help hiring managers to better understand a candidate’s personality and assess how passionate they are in their field.
In addition, job seekers are recommended to start building their personal branding. One way of doing this is by using the social media analysis application called Klout, which measures a person’s online social influence via the Klout score.

While traditional resumes are not obsolete just yet, new and improved electronic formats of CVs are on the rise.

Wondering how to manage to the influx of out-of-the-box resumes? Drop us a note to find out how HRBoss’ applications can benefit you. 

About the Author

Manisha Dhalani is a freelance writer with a background in communications and psychology. She infuses her experiences into her written work, providing worthwhile and informative articles to her readers. View her writing portfolio here.