Why Resumes are Bad for Business
“Talent can come in so many different forms and be built in so many non traditional ways today” says Laszlo Bock, senior vice president of people operations at Google. But how do we detect that talent and experience? Most recruiters would say through reading candidate resumes, but seriously, how can we possibly determine a person’s true nature and talent from two pieces of paper?
Introducing the ‘humanistic’ approach to hiring: We believe that understanding a person’s talent, experience and work ethic simply cannot be accurately done through a resume or LinkedIn profile. Yes, there are things you can look for; certain words and terms that may indicate past experience, but assuming those with these indications are better for a particular role than those without isn’t a good approach to hiring.
Essentially what we’re saying is, we as businesses and employers need to start treating people as individuals. Experience does indeed come in many forms and personalities and we stand by our view that these things cannot be gleaned or quantified on a piece of paper. Being successful in recruitment and business in general means not ignoring or wasting talent through industry and academic affiliation and bias.
So why are we throwing shade at the resume?
Leonardo da Vinci created the first professional resume back in 1482 — that’s over 500 years ago! We live in a completely different world now, so it’s frankly bizarre that we still use such ancient, inhuman methods of assessing a person’s worth.
The average time a recruiter spends looking at a resume is 5–7 seconds, one single spelling mistake on there will earn a one-way ticket to the bin, and 76 per cent of resumes are ignored if the email address is ‘unprofessional’. Ouch.
These snap decisions are costing organisations big and are very bad for business, with genuinely talented people being dismissed as unsuitable for minor reasons that have only become apparent on paper. There are better ways to assess the suitability of a person for new roles, and the old-fashioned resume is far too traditional and old-fashioned for our liking.
What do we do differently?
Granted, we as an SME have the luxury of being able to be a lot more choosy and particular about our hiring process, as we don’t have the astronomical amount of roles and applicants that a huge corporation like Apple or Google has.
We do have a process, of course. The first step is the most important: we don’t sit skim-reading resumes. Any individual who expresses an interest in working with us is invited for a coffee and an informal human-to-human conversation. This stage of the process isn’t just about them selling themselves to us as the right candidate for the role, it is also about us telling them why they would want to work for us. Through being open and transparent about our culture, projects and activities, a hopeful future DueCourse can make an educated decision on whether the role is right for them.
The process then moves on to the individual being invited behind the scenes of the DueCourse office itself. Here they can meet the teams they’d be working among, ask all their questions and get the chance to feel comfortable in our culture. There are no intense sessions sat in meeting rooms with test after test, we simply talk to one another.
What are we looking for?
If you’re personally ambitious, self-motivated, want to keep learning and want to continually strive for quality and top performance then you’re more than likely to get one of our coveted coffee invites.
We love a person who is always asking questions of themselves — a term known as ‘productive paranoia’ — somebody who takes the opportunity to regularly reflect on their working week and assess how they could be better. This comes into any role whether you’re a software engineer or a marketer.
Finally, we want people who can contribute to our culture. What allows our business to succeed, first and foremost, is our team. We could have the best ideas, the best technology and the best website but it would all be worthless without the best people.
How can you apply? (Hint: it doesn’t involve a resume)
If you’ve come across us via this blog, social media or word of mouth, and you’re liking what you see so far, we simply want you to reach out. Drop us an email, give us a call or even drop by the office if you’re so inclined. We’d be more than happy to give you the time of day (and a beverage) and get the conversation flowing. All you have to do is bring your brilliance.
Get in touch at firstname.lastname@example.org or call us on 0161 710 2540. Fancy dropping in? We’re based at 53 King Street, Manchester, M2 4LQ.
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