NewHire’s Recruiting Manifesto: Kill the Resume!

Chuck Smith —  March 10, 2016 — Leave a comment

Kill the Resume

It is our declared intention to change the world of employment recruiting in this way:

  1. Stop using resumes as the primary screening method for choosing which job candidates to pursue
  2. Start choosing candidates based on the answers to questions most important to the hiring manager

It may seem a small change to some, however the implications are huge.

At NewHire, we believe that the resume:

  • hinders the connection between the right candidate and the right job
  • causes employers to overvalue experience at the expense of behaviors, motivations skills and aptitude
  • clogs up talent pipelines and fills inboxes with useless, uninterruptible data
  • creates electronic noise when candidates apply for 10 times the amount of jobs and apply for jobs beyond what they are qualified for in the futile hope that one will get noticed
  • invites intentional and unintentional bias in choosing candidates to pursue
  • invites hiring managers to tell themselves stories about candidates without actually speaking to them, creating a situation where potentially qualified candidates are overlooked

At NewHire we want to “kill the resume” to:

  • improve the connection between the right candidate and the right job
  • help employers choose candidates based on behavior, motivations, skills and aptitude
  • free those responsible for recruiting from the barrage of emails with useless information that comes with resume-focused recruiting
  • reduce the electronic noise associated with unqualified candidates applying for jobs
  • reduce hiring manager bias by providing better information from which to choose candidates
  • cause hiring managers to spend more time getting to know fewer, more qualified candidates

At NewHire, we know that companies make better hires when hiring managers stop reading resumes TwitterLogo_#55acee and start choosing candidates to pursue based on their answers to key questions. Because every recruiting process should be shaped like a funnel, with more candidates starting out at the top of the funnel than come out the bottom of the funnel, the manner by which we narrow that flow matters.

Resumes document a person’s work experience and can say nothing about a person’s character, behaviors, motivations, aptitude and skills (all of which are better predictors than experience of on-the-job success!)

Instead of reading resumes for clues of “who” a person is and not just “what” that person has done, ask job-specific questions related to the:

  • work behaviors required for success
  • motivations the job rewards
  • skills the job requires and/or develops
  • culture of the company, work group or department

The most common hiring mistake is that we hire people for what they can do and we fire them for who they are. Resumes are the single biggest contributor to this common error.

It’s time to Kill the Resume.

 

hand drawn broadcastWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

Chuck Smith

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Chuck is a sought-after speaker on issues of talent acquisition, recruiting and hiring best practices with more than 20 years of experience under his belt. When not running his business, you'll find him in Hyde Park playing ultimate frisbee with his friends & family. Connect with him on Google+.

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