The other day, I read an article on cnnnews.com “Are social media making the resume obsolete?”
The article states “Could the days of trying to cram all of your professional accomplishments onto a single sheet of paper be a thing of the past? Some job experts say we’re already there. With news that Facebook might be joining the ranks of online-employment brokers, it’s looking more and more like the old-fashioned resume might be growing obsolete.”
I had to smile as I read the article. As a resume writing expert several comments caught my attention, beginning with the phrase ‘old-fashioned resume’.
An Old-Fashioned Resume
What is that exactly? I presume the author meant one on paper. In that sense he’s correct. Most individuals apply online. Paper resumes are provided at interviews to the hiring manager and whatever other staff might be there. Some smaller companies might prefer paper resumes.
However, the mode of transportation (paper, online, etc.) does not a resume make. Nor is a one page (crammed) resume the standard. A resume is as long as it needs to be provided its content is relevant to the new job search – nothing extraneous. It’s simply an impactful version of your professional and academic history. That fact is not going to change whether you use Facebook, My Space, LinkedIn, or Aunt Betty’s blog to get it out there. You’re still going to have to submit your qualifications to a hiring manager unless we reach the stage that HR people have the ability to look into an individual’s mind, viewing their past history at will.
A Resume is About What a Hiring Manager – Not You – Wants to See
One woman in the article talked about her ‘Living Resume’ stating it’s “an ongoing collection of decidedly cool things I’ve done in my career, side gigs, and other projects.”
She posts those decidedly cool things on a Pinterest board she created.
It’s an interesting concept, especially for creatives (graphic artists, architects, etc.) if applicants can do it correctly with maximum impact on their ability to be hired. If not, they’re sending hiring managers to a site that’s going to be hell to get through. Most hiring managers won’t. If they don’t see what they need immediately in terms of ‘should I interview this individual or not’, they’re going to move on to the next applicant.
Tried and True Data Regarding Experience and Accomplishments Matters
Jazzed up content, bells & whistles, lots of extraneous content do not impress hiring managers or recruiters no matter how new-wave they are. Hiring managers want to know two things – are you going to make my company money and/or can you save my company money?
That’s it. The way you deliver the message isn’t as important as the message itself.