So-and-so attended the University of wherever and his GPA was a 3-point-whatever. His past three jobs were this, that, and the other. He is proficient in Microsoft Office and some other thing we all learned in Kindergarten. He is a volunteer at the Humane Society. If you are an HR manager, I have just described 75% of the resumes you probably didn’t read today.
What can an 8.5” x 11” piece of paper really tell you about a person? Let me rephrase that. What can an 8.5” x 11” piece of paper really tell you about a person? It is impossible to get a real idea of who someone is by reading a list of his or her accomplishments and past job descriptions. If you covered up the names, you probably wouldn’t be able to pick your best friend’s resume out of a pile.
On the other hand, you can find out just about anything you would ever need to know about a person by just going online. Why would a hiring manager base a decision on a piece of paper the candidate probably didn’t even write themselves, when they can just do a little cyber stalking of their own?
That being said, maybe it is time to say goodbye to the old school bullet point resume and get acquainted with the digital resume of the future. By using dynamic job applications to screen candidates, hiring managers save a lot of valuable time and energy throughout the hiring process. By truly getting a feel for a person’s online personal brand, you will have a much better idea of what you’re getting before calling them in for an interview.
So, what are these contemporary methods of recruiting top talent? We’ll give you a few ideas.
- Check out their web presence. Looking through someone’s twitter feeds or tumblr page is like getting a glimpse into their world. How do they carry themselves on the Internet? You can gain a much better sense of a candidate’s personality by skimming through their social media pages than in a formal interview. The applicant claims to have excellent communication skills on their resume? You will know within seconds if that’s true by simply reading one blog post. You can also get a feel for their work ethic. If it’s clear that a person spends time marketing him or herself online, it’s fair to assume he or she would use the same efforts in representing your company. A good way to save time in looking up each candidate is by asking for links to their personal sites in the job application.
- Ask applicants to record a short video introduction. You can provide a time limit so you don’t have to spend hours watching what appears to resemble an E True Hollywood story. Have the candidates introduce themselves and explain why they would be a good fit for the job. This is another great way to evaluate a person’s communication skills. Are they well spoken? Are they engaging when they talk? Is this the type of person I would want to work with? These are questions that could not be answered by merely reading a generic cover letter.
- Set up project-based interviews. By giving a potential employee a job related project, you can gauge exactly what kind of work they could do for your company. Why spend time asking candidates about their greatest strengths when they can just show you? Instead of taking someone’s word for it, have him or her prove it to you. They charmed you in the interview — so what? How well do they work with your colleagues? You wouldn’t buy a new car without taking it for a test drive, would you? Companies onboard with the project-based interviews spend a lot less time and money hiring the wrong people.
By : Kaitlyn Brown – ExactSource