Tear up the resume application process!

By Michele CameronMichele Cameron 0246 2

IT/ICT Recruitment Consultant, Eden Ritchie Recruitment

I’ve been reading articles saying that the resume will be dead in a few years. Hooray you cheer!!  There’s nothing more frustrating than having to keep re-writing or adapting your work experience every time you change roles or seek a new change.

The Future

1.   Video resumes – this is becoming a popular tool clients are slowly trialing or currently using. When you look at a traditional resume, there’s a clear disconnect between the job seeker and recruiter/reviewer. There’s no relationship that develops from a resume, no personality to consider and no obvious communication skills. It’s not until applicants reach the phone interview stage that the recruiter has an opportunity to truly get to know them and learn more about their qualifications. After all, some resumes can be vague.

2.   One page infographic – in the visual world of marketing an infographic makes it eye catching, with easily digestible key information. After all a recruiter/ reviewer will spend less than a minute scanning your application. It keeps it simple, punchy and highlights the key details without the fluff. But on the flip side, the information lacks the details and current recruitment systems prefer word documents to scan and search key words when job matching candidates.

3.   Online profiles (digital & personal brand profiling) – Clients and recruiters will search your online profiles, research your articles and written blogs, and compare your network/ connection reach. The best talent will be creating their brand value and attracting opportunities based on their perceived reputation.

4.   Data job matching – new forms of technology from social media, big data, and analytics are building and profiling candidate’s information and becoming better sophisticated matching/ sending job alerts to candidates. After all, would you prefer to apply for less roles which matched better to your skill set. The downside is you become stereotyped based on your experience and doesn’t work if you want a change of industry or career.

5.   Creating talent pools through social media – this is an interesting article about companies attracting new talent pools and making the candidate experience fun again through social media.  Here are two takeaway tips clients can implement: https://www.forbes.com/sites/jeannemeister/2012/07/23/the-death-of-the-resume-five-ways-to-re-imagine-recruiting/#4eb19c0978a9

a.   Make it fair for all to apply – let candidates share ideas and contributions rather than the standard, one-dimensional credentials presented on a resume as it reveals aptitude rather than education or experience.

b.   Give candidates a business challenge – bring ideas to solve a problem, create value through innovation.

As a recruiter, I hear too often the candidate’s pains of applying and your resume is sent to the big dark internet of abyss and then nothing. Technology is constantly evolving and we all need to be adapting, embracing and developing our digital brand value to attract the next opportunity. Ensure your professional LinkedIn profile, website or video sales pitch is attached to your resume to help personalize it. Don’t be stuck just relying on job boards and a standard resume as there’s a good chance it’ll be in the “no” pile.

All the best!

 

 

 

Eden Ritchie Recruitment Directors attend World Business Forum Event in Sydney

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden
Justine Eden

Last week Kim and I attended the 2018 World Business Forum, held in Sydney. We have attended this event for the past few years to hear a variety of leading business, academic, entertainment and sporting leaders share their views.

Sir Ken Robinson, author of “The Element” (recommend you read this), spoke on creativity. Sir Ken has a focus on innovation and creativity and regularly challenges established structures such as those in business and education. In his words, “Committees are where great ideas go to die” (couldn’t agree more). Sir Ken does a large amount of work in the education sector and noted that traditional education structures such as conformity and corralling kids based on age kills creativity and innovation, apparently Finland has the right approach. As a parent, this was of great interest to me and particularly as my own learning experience both at school and university was (in my opinion) largely focused on rote learning and exam based assessments. Recommend you watch the upcoming documentary in which Sir Ken features “In Search of Greatness” which is out soon and features outstanding sporting talents – I will be watching it with my daughters.  [View the YouTube Video of Sir Ken Robinson at WOBI 2018]

Shara Evans a futurist spoke about technology. She described our New World as VUCA which stands for Volatile, Uncertain, Complex, Ambiguous. Shara outlined a range of technological initiatives such as the Hyper Loop set to revolutionise passenger and freight transport (please can we have one between Sunshine Coast and Byron Bay?). An interesting concept was that in Shara’s opinion organisations need to be more comfortable with failure and that they need to learn Fast rather than fail fast. She states that Australia suffers from being too conservative and risk adverse. Shara listed some interesting jobs of the future that included Regenerative Medical Technician, Brain Interface Technologist and Genetic 3D Designer. Guess that’s great news for those with kids that are medically/scientifically aligned? [View the YouTube Video of Shara Evans at WOBI 2018]

Stew Friedman author of “Leading the life you want” spoke on leadership in an a highly practical session had us analysing the personal and professional intersections of our lives. The tools he took us through had us understanding the consequence of our choices and developing ideas to better align what is important with every day actions to improve personal satisfaction and performance. He noted that big change is an accumulation of small wins – personally this is something that resonated with me. Stew also encouraged us to think more about creating harmony than conflict, and also to be more curious and optimistic about creating change. [View the YouTube Video of Stew Friedman at WOBI 2018]

Mark Webber, F1 Aussie legend spoke about drive (no pun intended) and performance, his discussion was really interesting and he outlined life lessons learnt from his career, although retirement for him at 42 does not seem to be sitting well with him, being so naturally competitive and high achieving. It got a bit awkward when Mark was asked why so few women are in F1 and his observations of the differing inclination towards risk he believes exist between the sexes, proved there is still a long way to go to challenge the power structures and misbeliefs within some sports.

Chip Conley strategic advisor to Airbnb comes from a considerable background in hospitality in the US, he spoke about new management. He outlined the three forms of intelligence we all need – EQ/IQ/DQ (digital intelligence). He stated that the organisations that are at risk are those that have grown complacent, lost touch and didn’t imagine a new set of customers, didn’t take competitors seriously and didn’t understand the true essence of their offering.  He stated that at the most basic level, companies meet customers’ expectations (this is survival mode), the next level is where companies create commitment but by being able to read customers unrecognized needs is where you are in essence reading your customers minds to deliver services or products they were unaware they wanted or needed. He outlined that companies need to be able to read their customers unrecognised needs by finding a tool for deeply understanding customers’ needs and changing tastes, essentially this is the psychographics of your core customers’, as well as to create a feedback loop to help create constant improvement in your service. [View the YouTube Video of Chip Conley at WOBI 2018]

Lots to take away and consider, great to have time away to think and explore, looking forward to implementing some of this!!

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

WOBI 2018