{"id":74918,"date":"2022-03-09T08:56:04","date_gmt":"2022-03-08T21:56:04","guid":{"rendered":"https:\/\/www.bullhorn.com\/au\/?p=74918"},"modified":"2022-03-04T15:50:01","modified_gmt":"2022-03-04T04:50:01","slug":"where-do-resumes-come-from-and-should-we-still-use-them-part-1-of-3","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/au\/blog\/where-do-resumes-come-from-and-should-we-still-use-them-part-1-of-3\/","title":{"rendered":"Where Do Resumes Come From, and Should We Still Use Them? (Part 1 of 3)"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Hiring is hard, and unfortunately, there&#8217;s no such thing as a silver bullet \u2013 a single tool that makes hiring simple. Despite that fact, many recruiters and recruiting professionals see resumes as something close to it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Resumes can tend to be regarded as holy texts within the industry &#8211; omnipotent pieces of paper that tell us everything we need to know about a candidate, and which grant us the power to make instant and sweeping judgments across our talent pool.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this three-part series, we\u2019ll be investigating exactly what a resume is and isn\u2019t capable of, and where it fits into the modern hiring process, if indeed it fits at all.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But before we look at where we are, how exactly did we get here?<\/span><\/p>\n<h2>Where do resumes come from?<\/h2>\n<p><span style=\"font-weight: 400;\">The resume, or curriculum vitae (CV), has a long and storied history and has morphed a great deal over the years.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1482:<\/b><span style=\"font-weight: 400;\"> Leonardo da Vinci is credited with writing the first professional resume at age 30 (and <\/span><a href=\"https:\/\/www.theladders.com\/career-advice\/leonardo-da-vincis-resume\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">the translation<\/span><\/a><span style=\"font-weight: 400;\"> is more than worth a read.)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1930-1940: <\/b><span style=\"font-weight: 400;\">Resumes were functional formalities that included height, weight, age, and religion. They were often used by employers to identify those who weren\u2019t physically able to tackle hard labour, and they tended to facilitate bias in the hiring process.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1950-1960:<\/b><span style=\"font-weight: 400;\"> Resumes became an expected document for a jobseeker to submit, and began to paint a more detailed picture of the potential hire, including their interests beyond work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1970:<\/b><span style=\"font-weight: 400;\"> Thanks to the invention of the word processor, resumes became more professional and far easier to produce.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mid-90s: <\/b><span style=\"font-weight: 400;\">As personal computers hit the mainstream and the internet was made publicly available, Microsoft Office and platforms like Monster and CareerBuilder begin to digitise resumes and the hiring process.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Mid-00s:<\/b><span style=\"font-weight: 400;\"> As internet connections became faster, video resumes began to be introduced, adding further colour to the picture a jobseeker could paint of themselves.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Late-00s:<\/b><span style=\"font-weight: 400;\"> Through LinkedIn and other social media platforms, jobseekers began to develop online footprints and personal brands. As a consequence, employers began to screen candidates using Google.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Today:<\/b><span style=\"font-weight: 400;\"> Fast-forward to today, and jobseekers now know that their online presence can do much of the talking for them. Resumes are shorter, and as they\u2019re rarely printed out, many now include multimedia.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">From a 15<\/span><span style=\"font-weight: 400;\">th<\/span><span style=\"font-weight: 400;\"> century letter written on a whim, through a pragmatic description of your physical state, to a holistic, impactful, and fun description of what you can bring to a company, the resume has evolved a lot over the years.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The same can be said of the hiring process, and its evolution is part of the reason why resumes perhaps aren\u2019t the be-all and end-all that they once were.<\/span><\/p>\n<h2>Resumes alone cannot determine hiring potential<\/h2>\n<p><span style=\"font-weight: 400;\">In the early 20<\/span><span style=\"font-weight: 400;\">th<\/span><span style=\"font-weight: 400;\"> century, when much of the world was a manufacturing economy, the overwhelming majority of jobs were physical, low-skilled, and low paid. It made sense that you\u2019d want to know the height, weight, and age of jobseekers, as working in the factory, on the production line, or out in the oil fields was hard toil.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As we have developed from a manufacturing economy into a service economy, our standard of living and working has increased. In these days of employer branding, flexible working, and company culture, most employers are looking for a deeper understanding of potential employees. Unfortunately, many employers and recruiting professionals haven\u2019t evolved their hiring process in step with the new demands of the job landscape.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cYou&#8217;re not hiring a piece of paper, you&#8217;re hiring a person,\u201d says Kelly Boykin, Senior Vice President of Global Alliances. \u201cMost people aren\u2019t very good at writing resumes. They&#8217;re not great at telling their own story, highlighting their own successes, their own strengths and weaknesses.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The fact is, it\u2019s difficult to capture a complex human on a piece of paper in a way that does them justice. How do describe their grit, their motivation, their personality, and potential on a single sheet of A4?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In most cases, resumes are relied upon too heavily, with a wealth of potential candidates screened out for reasons that aren\u2019t particularly related to the job at hand.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most recruiting professionals are in the people business because we love dealing with people. It feels a little ironic that we struggle to look beyond this piece of paper, and through to the human that hands it to us.<\/span><\/p>\n<h2>Maximum effort, minimum reward<\/h2>\n<p><span style=\"font-weight: 400;\">On the jobseeker side, it\u2019s incredible how much time and effort can be poured into such a short document. While it might only be a page or two long, most candidates will have spent hours and hours wordsmithing, beautifying, and refining their resume, in the hope that a cleverly chosen term or impactful design choice will help them to stand out from the crowd.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And then the resume gets into the hands of an employer or recruiter, who, <\/span><a href=\"https:\/\/www.indeed.com\/career-advice\/resumes-cover-letters\/how-long-do-employers-look-at-resumes\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">according to research by Indeed,<\/span><\/a><span style=\"font-weight: 400;\"> will spend <\/span><b>an average of six to seven seconds<\/b><span style=\"font-weight: 400;\"> looking at it. All those hours scouring the thesaurus for the most impressive synonyms, and 80% of the time the recruiter or employer will focus exclusively on your name, your academic information, and your previous title.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The situation is made worse by the fact that these little tidbits of information don\u2019t have much to do with a candidate\u2019s potential success in a role, and suggest more than a little unconscious bias. Candidates with Asian surnames \u2013 long described as America\u2019s &#8216;model minority&#8217;, for better or<\/span><span style=\"font-weight: 400;\">\u00a0<a href=\"https:\/\/time.com\/5859206\/anti-asian-racism-america\/\" target=\"_blank\" rel=\"noopener\">worse<\/a><\/span><span style=\"font-weight: 400;\"> \u2013 were found to be <\/span><a href=\"https:\/\/www.npr.org\/sections\/codeswitch\/2017\/02\/23\/516823230\/asian-last-names-lead-to-fewer-job-interviews-still\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">28% less likely<\/span><\/a><span style=\"font-weight: 400;\"> to get an interview call back when compared to candidates with Anglo-Saxon names.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While the look of resumes has changed a lot since the 1930s, the way they are used may not be all that different.<\/span><\/p>\n<h2>What does a world without resumes look like?<\/h2>\n<p><span style=\"font-weight: 400;\">Imagine it: a world in which the word \u2018resume\u2019 simply means <\/span><i><span style=\"font-weight: 400;\">to continue after a pause or interruption<\/span><\/i><span style=\"font-weight: 400;\">. For Amelia Nickerson, CEO of First Step Staffing, no imagination is needed, as her non-profit organisation has a strict <\/span><i><span style=\"font-weight: 400;\">no resume<\/span><\/i><span style=\"font-weight: 400;\"> policy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cMore than 70 million Americans have a criminal background \u2013 that&#8217;s over a third of our population. A large portion of them are excellent workers, but their past forms a barrier to employment. In our business we actively recruit from homeless shelters, we work with probation officers, I speak to people coming out of prison.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cIf we required resumes, we would lose the vast majority of those individuals; they wouldn&#8217;t know how to write it, they wouldn\u2019t have information to put on it, and there would be a certain level of shame attached to these failures. In our case, resumes aren\u2019t helpful and aren\u2019t needed, and that&#8217;s the case for a lot of jobs in a lot of industries.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nickerson clarifies that she is in a rather unique situation. \u201cWe&#8217;re hiring for entry-level and middle-skilled positions \u2013 we&#8217;re not looking for an MBA graduate,\u201d she explains. It\u2019s also true that First Step Staffing\u2019s clients understand that resumes aren\u2019t a part of the process from the outset, so there\u2019s no client-side pressure to supply them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, if there are no resumes, how do First Step Staffing and its clients get a sense of who they want to employ?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOur hiring process involves an in-person orientation that takes about two hours, so we can see a candidate\u2019s willingness and readiness to work. Many have been out of the workforce for a substantial period of time, often through no fault of their own. The in-person conversations are a chance to understand their motivation, their willingness to learn, the challenges they might face, and where their head is at. We glean a lot from these conversations that you can&#8217;t get from a piece of paper.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s undoubtedly a unique situation, but the results are quite stunning. Candidates tend to start working within 48-72 hours of connecting with the company, and despite their often troubled pasts, over three-quarters are still at work after 90 days.<\/span><\/p>\n<h2>What are resumes good for?<\/h2>\n<p><span style=\"font-weight: 400;\">Between the potential bias that resumes seem to facilitate and the no-resume success of organisations like First Step Staffing, it might be tempting to think that our collective future is 100% CV-free.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But in part two of this three-part series, we\u2019ll be talking about why resumes still have an important role to play in the hiring process; it\u2019s just a matter of knowing exactly what that role is.<\/span><\/p>\n<p><a href=\"https:\/\/www.bullhorn.com\/au\/subscribe-to-blog\/?LS=Website&amp;LSD=Blog_AU&amp;LA=Blog_AU_22_03_09&amp;LAD=Blog_AU_22_03_09&amp;utm_source=blog&amp;utm_medium=website&amp;&amp;utm_campaign=blog_au_22_03_09\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Subscribe to our Recruitment Blog<\/span><\/a><span style=\"font-weight: 400;\"> to stay tuned for part two!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In the first of this three-part series, we\u2019ll be investigating where resumes come from and where they fit into the modern hiring process.<\/p>\n","protected":false},"author":462,"featured_media":74919,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[555],"tags":[],"class_list":["post-74918","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry-trends-and-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Where Do Resumes Come From? 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