As the sun sets on this relic, we step into a brave new world where the technical hiring process is improved for hiring manager and candidates.
The end of the resume means that:
- candidate profiles are no longer restricted to a static snapshot,
- great candidates don’t fall through the cracks left by keyword searches,
- the unintentional bias offered by screening resumes disappears, and
- skills and abilities become the main focus.
That’s not to mention applicants no longer have to worry about mispronouncing curriculum vitae, figuring out how to condense a lifetime of educational and professional experience onto one side of A4 paper, or conjuring up a list of hobbies and interests that would make James Bond raise his eyebrow in suspicion.
But how exactly will recruitment look in a post-resume world?
What Comes After the Resume
Some people may miss the humble resume, but its time has come. The demise of the resume means that the hiring process – which has gone largely unchanged for 50 years or so – can finally evolve to the next level for recruiters, hiring managers, and candidates alike.
Here is what technology offers in replacing the resume.
A Hiring Process Based on Talent
The resume offers a static overview of a person’s experience. This current focus on experience over skills fails to objectively explore the candidate’s abilities and this can lead to disappointment on both sides. That’s without mentioning the expense and time that is lost.
Machine learning can be leveraged to more effectively parse candidates based on their abilities.
A Hiring Process Without the Noise
It currently takes most companies almost three months to hire a software engineer.
This includes posting a job advertisement, collecting resumes, and going through the multi-stage interviews and the onboarding process. Intelligent platforms, like Code Pilot, can cut this down to a few days. This is because our platform utilizes a live coding environment, data science, and a behavioral assessment to cut through the noise that traditional resumes and recruitment processes produce.
A Hiring Process Where Skills Speak for Themselves
Most candidates have problems articulating their value. A lot of this comes from the resume culture that we were taught early in our education: condensing experiences and abilities onto a single piece of paper is considered concise. This ideology is almost impossible and is especially true in the world of tech, where skills and development languages develop so quickly.
Instead of a resume, a portfolio can collate the various aspects of a software engineers skills (their actual projects, their code repository profiles, and their digital presence) to objectively assess their abilities.
How Code Pilot Has Moved Beyond the Resume
At Code Pilot we are thrilled to be leading the shift toward hiring with science. Our intelligent platform achieves better outcomes for hiring managers and candidates alike in much shorter timeframes.
We are excited to see how companies continue to build high-performing teams in the modern era by using technology intelligently.
If you’re a hiring manager or recruiter that has already seen the limitations of resumes firsthand or an engineer looking to find a company that values technical abilities above interview skills or a flashy resume, get in touch with us today.