Comments on: Do Away With the Resume http://www.ere.net/2007/07/20/do-away-with-the-resume/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 13 Feb 2012 20:48:24 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Robert Ruff http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4805 Robert Ruff Mon, 30 Jul 2007 01:54:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4805 Of course, there are other resume parsing vendors to consider: Sovren, Resume Mirror, Burning Glass. Of course, there are other resume parsing vendors to consider: Sovren, Resume Mirror, Burning Glass.

]]> By: Ken Smith http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4804 Ken Smith Thu, 26 Jul 2007 04:40:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4804 One of the ways to use the internet to it full potential is to bridge the gap between the resume and the online form. Candidates have resumes updated and ready to showcase their experience and skills, but experience frustration at having to re-type or cut and paste all of the information at every job board, ATS and recriutment site they visit. By enabling the candidate to upload their resumes and prepopulate the online form, the problem is solved. The candidate can then still go through any screening, EEO, or any other information the online form requires. A number of things are accomplished, the recruiters get fielded information for the best search results, the candidates have a fast application process making a good first impression, the recruiter does not have to deal with a massive amount of resumes and the ability for the site to convert traffic to profiles is greatly increased. HireAbility and other companies have resume parsing solutions that are bridging this gap across the globe. One of the ways to use the internet to it full potential is to bridge the gap between the resume and the online form. Candidates have resumes updated and ready to showcase their experience and skills, but experience frustration at having to re-type or cut and paste all of the information at every job board, ATS and recriutment site they visit. By enabling the candidate to upload their resumes and prepopulate the online form, the problem is solved. The candidate can then still go through any screening, EEO, or any other information the online form requires. A number of things are accomplished, the recruiters get fielded information for the best search results, the candidates have a fast application process making a good first impression, the recruiter does not have to deal with a massive amount of resumes and the ability for the site to convert traffic to profiles is greatly increased. HireAbility and other companies have resume parsing solutions that are bridging this gap across the globe.

]]> By: David Baxter http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4803 David Baxter Wed, 25 Jul 2007 09:29:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4803 Kudos to a well written article; it touchs on the fact that there is an underlying issue of mass responses to positions that Candidate unfortunately may not be qualified for. I think further steps need to be taken with Universities and Prep Schools that turn out Graduates and blatantly tell them 'If there is a Job you are interested in, apply for it! No Matter if you have the 5 years experience they are looking for, you never know!' And then the Tire Kickers! Let's not start with them. I have recently placed in my ads that the Ideal Candidate will be proactive and actually craft a cover letter/resume that thoroughly correlates to my client's needs. And that Candidates that have not done so, will not even be viewed. Kudos to a well written article; it touchs on the fact that there is an underlying issue of mass responses to positions that Candidate unfortunately may not be qualified for. I think further steps need to be taken with Universities and Prep Schools that turn out Graduates and blatantly tell them ‘If there is a Job you are interested in, apply for it! No Matter if you have the 5 years experience they are looking for, you never know!’

And then the Tire Kickers! Let’s not start with them. I have recently placed in my ads that the Ideal Candidate will be proactive and actually craft a cover letter/resume that thoroughly correlates to my client’s needs. And that Candidates that have not done so, will not even be viewed.

]]> By: Sylvia Dahlby http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4801 Sylvia Dahlby Fri, 20 Jul 2007 12:52:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4801 Bravo Kevin, once again you knock me out with your keen insight into a situation that?s been bugging me for awhile. As a purveyor of an ATS, it is dismaying to me the extent that technology such as mine is used to ?manage resumes? and under-utilized or even misused when it comes to the real job of identifying qualified candidates, developing relationships with people, and managing the talent acquisition process to find the right candidates & match them to the right jobs. My pet-peeves are increasing reliance on ?artificial intelligence? to generate even bigger piles of useless resumes, and ?skills extraction? that pulls skill codes off of resumes that may be inaccurate, out-of-date, or just plain LYING about qualifications. While my software actually can be set to extract keywords from resumes, we advise against it and train recruiters how to create PROFILES based on reality (such as the screening & testing you recommended) and use the skills code & other candidate data storage areas to make value judgments about the relative merits of an individual?s qualifications and ?fit? rather than relying on the machinery to do it for them. Anyone can write (or pay someone to write) a great resume. There has always been a disconnect between what?s on the paper, be it the resume or the job description, and an individual?s qualifications for a given job, especially when it comes to fitting within the company?s unique culture. Unfortunately, misuse of technology can make it worse for those who continue to rely on resume generation. Write on! -- Sylvia Dahlby Phone: (480) 502-4513 * * * * * * * * * * * * * * * * * * * * * Any views or opinions expressed in this message via newsgroup posts are those of the author only and not necessarily those of Advanced Personnel Systems, Inc. * * * * * * * * * * * * * * * * * * * * * Bravo Kevin, once again you knock me out with your keen insight into a situation that?s been bugging me for awhile.

As a purveyor of an ATS, it is dismaying to me the extent that technology such as mine is used to ?manage resumes? and under-utilized or even misused when it comes to the real job of identifying qualified candidates, developing relationships with people, and managing the talent acquisition process to find the right candidates & match them to the right jobs.

My pet-peeves are increasing reliance on ?artificial intelligence? to generate even bigger piles of useless resumes, and ?skills extraction? that pulls skill codes off of resumes that may be inaccurate, out-of-date, or just plain LYING about qualifications.

While my software actually can be set to extract keywords from resumes, we advise against it and train recruiters how to create PROFILES based on reality (such as the screening & testing you recommended) and use the skills code & other candidate data storage areas to make value judgments about the relative merits of an individual?s qualifications and ?fit? rather than relying on the machinery to do it for them.

Anyone can write (or pay someone to write) a great resume. There has always been a disconnect between what?s on the paper, be it the resume or the job description, and an individual?s qualifications for a given job, especially when it comes to fitting within the company?s unique culture. Unfortunately, misuse of technology can make it worse for those who continue to rely on resume generation.

Write on!

–
Sylvia Dahlby
Phone: (480) 502-4513

* * * * * * * * * * * * * * * * * * * * *
Any views or opinions expressed in this message via newsgroup posts are those of the author only and not necessarily those of Advanced Personnel Systems, Inc.

* * * * * * * * * * * * * * * * * * * * *

]]> By: DALE CAPELOUTO http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4800 DALE CAPELOUTO Fri, 20 Jul 2007 06:46:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4800 I have been in the industry for over 14 years and until now ever found an ATS to be truly paperless and have the ability to assess, rank and search files attached to candidates files. The customized questions can be requsition specific and rank applicants based on a point system. We only phone screen and interview those candidates that have a 95-100% ranking, cutting our time and resources required to identify and weed through the hundreds of resumes received each day. In the old days, we had to rely on our memory when a specific job skill was required and then had to locate it on our desk full of file folders. You can also send out screening and assessments to candidates you think might fit the order. GET TALEO! YOU WILL THANK ME! TRULY, VERY SATISFIED TALEO CUSTOMER EMC SEARCH I have been in the industry for over 14 years and until now ever found an ATS to be truly paperless and have the ability to assess, rank and search files attached to candidates files. The customized questions can be requsition specific and rank applicants based on a point system. We only phone screen and interview those candidates that have a 95-100% ranking, cutting our time and resources required to identify and weed through the hundreds of resumes received each day. In the old days, we had to rely on our memory when a specific job skill was required and then had to locate it on our desk full of file folders. You can also send out screening and assessments to candidates you think might fit the order. GET TALEO! YOU WILL THANK ME!

TRULY,

VERY SATISFIED TALEO CUSTOMER
EMC SEARCH

]]> By: Pam Mullins http://www.ere.net/2007/07/20/do-away-with-the-resume/comment-page-1/#comment-4802 Pam Mullins Fri, 20 Jul 2007 03:25:00 +0000 http://www.ere.net/2007/07/20/do-away-with-the-resume/#comment-4802 I agree and I disagree. I agree job postings should be specific-you get what you ask for. A resume serves a need for the candidate- a brief summary of background, skills and experience, it should entice the reader to ask for more, that?s we interview, test and assess. I agree and I disagree. I agree job postings should be specific-you get what you ask for. A resume serves a need for the candidate- a brief summary of background, skills and experience, it should entice the reader to ask for more, that?s we interview, test and assess.

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