The Future of the Resume
The demise of the resume has been proclaimed for decades, yet it still persists as the universal medium for the hiring of talent across most industries. However, recruitment in today’s society is becoming more automated; and for a variety of reasons. It’s more time-efficient for recruiters to have systems that scan resumes for key words and reject ones that don’t meet a specific threshold, thus reducing the selection pool of relevant applicants for a human being to read through. Even then however, a recruiter will ultimately make a decision as to your suitability for a role within six seconds of reading your resume.
So, what does the future of the resume look like?
Some human resources professionals envisage that resumes will no longer be an aspect of the recruitment process in the future and that technology will drastically change the way that the recruitment process will function.
Automation is a trend that is desirable for a lot of companies. It’s time-efficient but most importantly, more cost-effective. As technology continues to advance, the recruitment process will no longer be shaped by a person’s resume, but rather by their entire social media profile.
We all know that recruiters will search and dig through your personal profiles to get an idea of who they are recruiting. Technology has made that all too available, and many social media websites profit from selling your personal data to inform this process. However, some believe that future technologies will enable recruiters to determine behavioural signals from candidates beyond their skills, going so far as to being able to identify their passions, traits, and interests based on data. The assumption is that this data will provide recruiters with more detail on what drives a candidate, and thus make it easier to recruit specific talent for a specific role.
There is a drawback to this technology however which makes it less likely to be an effective tool: it is invasive, and some people prefer their social media and personal history to be just that – personal. If any such technology were to be made available in the future, it would certainly receive mixed reviews from job seekers.
‘LQ’ is also an aspect that may become a key part of this automation process. ‘LQ,’ or Learning Quotient, is a system that will determine which candidates don’t have specific skills but are capable of and willing to learn, and highlight them as a recruitment candidate.
However, the fact of the matter is that this technology is not widely used in all businesses, and may never be. Automated technology may be time and cost-effective, but technology itself is not infallible. With reports showing that facial recognition software is not entirely accurate, who can say that software for scanning social media and accurately selecting appropriate candidates will be successful?
For now, the resume is not yet a thing of the past, and it may never be. For the foreseeable future, it will maintain a presence alongside social media services like LinkedIn as a tool for recruiters to identify talent.