Why It's Time To Dump Your Old-School Hiring Practices - InformationWeek

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Why It's Time To Dump Your Old-School Hiring Practices
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vnewman2
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vnewman2,
User Rank: Ninja
7/24/2016 | 6:48:01 AM
Re: Adding to the problem
Let's take it one step further. How would you screen applicants then? Just interview everyone?
vnewman2
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vnewman2,
User Rank: Ninja
7/24/2016 | 6:35:34 AM
Re: Adding to the problem
@joe I'm not defending use of the resume. I don't particularly care for them. But if it is going to be used as a screening instrument then for Petes sake - put the time and effort in to get it right. It's not a pop quiz. It's just sheer laziness to turn in a less than perfect one.
jries921
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jries921,
User Rank: Ninja
7/21/2016 | 1:34:23 PM
Re: Adding to the problem
So might we be on the verge of making the time-honored performing arts practice of auditioning standard proceedure when evaluating applicants for non-performing jobs?
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/21/2016 | 10:28:07 AM
Re: Adding to the problem
Infographic alternatives to traditional resumes can be cool, but (1) they are typically only respected in a small subset of fields (e.g., certain marketing and design jobs at cerrtain companies), and (2) are completely useless for the vast majority of enterprises that use Taleo, Brassring, and a bazillion other auto-trash services to filter people out.  Anything non-standard is ditched.  Innovative and effective communication in one to two pages takes a backseat to 10-page resumes repeating the same keywords and rewordings of the job description to the point of headache-inducing redundancy (or, rather, headache inducing if they were actually read and filtered by a human -- which they aren't until you reach the point where a human is looking at you -- at which point 90% of non-HR human hiring managers don't care too much about resume nitty gritty).
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/20/2016 | 5:17:43 PM
Re: Adding to the problem
@TerryB: My agreement with your points aside, there is also the issue of the automated resume-screening software -- which automatically throws out resumes that don't conform with the software's extremely specific expectations.

It took me years of unsuccessful job searching before I realized that a big part of the reason I wasn't getting anywhere is that my resume used to feature dates first (which used to be the standard way to write a resume) -- and that most resume-screening software works in such a way that where the date is featured first, it automatically disregards the entire job entry.
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/20/2016 | 5:13:22 PM
Re: Adding to the problem
@vnewman: Any form of written/typed communication can showcase one's tendencies to make typos/mispell words/etc..  If that's the best defense for resumes as a key hiring tool, then it's a pretty poor one.

(I would also argue that the occasional spelling mistake should not completely blow a candidate out of the water.  I have seen one of the most brilliant and talented marketing people I know -- and, I daresay, probably the best in her industry -- make occasional egregious spelling and grammatical errors (albeit moreso in personal communications -- not professional).  If your resume is littered with errors, sure, there are some judgment issues there, but one or two probably shouldn't be an automatic candidacy killer except to the HR recruiter desperate for any reason to throw someone in the circular file.  But this is a separate discussion altogether.)



TerryB
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TerryB,
User Rank: Ninja
7/20/2016 | 1:42:48 PM
Re: Adding to the problem
@vnewman, I think first time I ever disagreed with you in this forum. As contrary as I am, that almost counts as a miracle. :-)

I absolutely hated creating a resume. Especially after your career gets longer. What the heck do you put in and what do you leave out? How do you guess what is important to some HR screener who knows nothing about tech? Well, other than you chose a nice Word template? It's essentially bragging about yourself. And then the reader of resume has to try and determine if real or you made it all up. The fact resume looks great hardly helps with that. 

If a person really produces a resume (in these days of templates and spell checkers) as poorly as your example, it won't take long to weed that out in the first interview. 

But I will admit, not really clear to me from this article what replaces a resume as first point of contact to the company looking to hire. I could see progressive companies having a web based application form tailored for skills they are looking for in a job as the first elimination phase before interviews. Espcecially in tech where "needs 5 years of experience" hardly applies to brand new technologies not 5 years old yet. And Detroit Labs is all about creative people, the hardest to figure out good/bad during a hiring process. 
rjrocker
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rjrocker,
User Rank: Apprentice
7/20/2016 | 7:54:07 AM
We're Moving
Hi,

 

From this year onwards we're moving away from the old hiring process for our company MBAFrog. Recently we've hired a consultant for this job and within 3 months of time he will come up with a completely new process. I like the idea of "Getting to Know You" (GTKY). I will communicate this to our consultant. The article is indeed helpful. Thanks for sharing it with us.

 

Regards

RJ
diangelo1973
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diangelo1973,
User Rank: Apprentice
7/19/2016 | 4:46:10 PM
Re: Adding to the problem
Such negativity. Wow.

 

I think this is a wonderful way to find people that fit the culture you are striving for in a company. The idea of looking for people who have the atributs you desire even and then trusting that you have the infrastructre in place to bring those talents to a place where employees can thrive is awesome. 

 

I think their entire interview process sounds refreshing. Its a great way to find people that could excel in a job they never held. 

 

It's akin to finding the best athealte and trusting that you could help them be an all-star on your team.

 

Take me for example: I'm 42 and spent most of my adult life doing research and development for a company that makes car paint, I also am in the Screen Actors Guild and an Owner of an improv theater. Using the traditional hiring methods a company wouldn't look twice at me but they'd be missing out on someone with a metric ton of analitical thinking, a heap of showmanship, an overflow of loving life, a cavalade of creativity and a pinch of modesty.

 

I do not currently work for them, but reading this article makes me want to.

Chris DiAngelo

 

 
vnewman2
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vnewman2,
User Rank: Ninja
7/19/2016 | 4:41:47 PM
Re: Adding to the problem
@Joe - Oh come now - it used to be (and still can be) a valid means to showcase your writing/grammar/proofreading/communications skills.  Ever see a resume with a dozen typos or misspellings?  Or one that looks like a 3 year-old wrote it?  Do you want to hire that person even if they can "do" the job - if we are talking about technology jobs, communication skills are key.  Resume writing has become a "basic" communication skill. 

You doth protest too much, methinks
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