Is the resume an out-dated hiring tool?

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A US-based entrepreneur who started a business in the mid-2000s did not have a HR team to take the pain out of hiring, and soon grew weary of wading through stacks of resumes to find the best applications. That is why he created a new system that says goodbye to the resume forever.

California start-up Unrabble was the brain child of Kevin Watson, who said his cloud-based software leverages social media to provide potential employers with much richer profiles of job candidates. “They can focus on exactly what they’re looking for,” he said.

The Unrabble on-boarding system is loosely based on a social-media style platform and is perhaps of greatest value to small and medium sized companies with less established HR departments.  The software is designed to allow employers to direct candidates to a white label page via their own website, social media pages or job boards, at which candidates can then submit their profile, which can be from LinkedIn, Facebook, or done from scratch.

Watson conceded that there are quite a few firms in the new-recruitment space that have attempted to update the hiring process for small to medium-sized businesses. However, according to Watson, Unrabble is the only non-resume based system and its major competition is from traditional applicant-evaluation systems – an in-box full of resumes.

Watson may be up against more than just traditional processes though. Mary Pratt from Talent2 commented that after more than 15 years in the recruitment industry, she has seen any number of products that claim to be “all singing and all dancing”, but many fail to beat the tried and true processes because they are not user friendly.

Cherie Curtis from Onetest said that many organisations have now switched to using online application forms and e-recruitment methods, and, while the resume is uploaded as an attachment, it’s really only reviewed if additional information is required.

Guy Cary of First Advantage added that the resume is still important because online profiles often end up being be somewhat generic and not appropriately targeted to the company or job in question. “A strong resume that represents what a candidate brings to a particular organisation or role is still critically important,” he says.

 

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