Even with new innovations like LinkedIn, website portfolios and unique interview questions, one part of the job application process has always remained the same — the resume. It’s a standard document that highlights your recent and relevant experiences. It’s your one-sheet; your main rationale for getting this job.
But what if it didn’t have to be? According to top CEOs, resumes aren’t the best identifier for good hires. Jeff Weiner, CEO of LinkedIn, believes that the key to finding strong talent isn’t looking at more resumes — it’s about looking in non-traditional places.
Speaking at the ASU GSV Summit, Weiner acknowledged that companies need to update the way they’ve traditionally hired people. “There are qualities… that have a tendency to be completely overlooked when people are sifting through resumes or LinkedIn profiles,” Weiner said. “And yet, increasingly, we find that these are the kinds of people that make the biggest difference within our organization.”
For individuals who have many skills but few experiences, resumes aren’t an accurate summary of their potential. Resumes do a good job providing a timeline of your work history, but they focus on aspects that don’t necessarily apply to the work you’ll be doing with a specific company.
“After two or three years, your ability to perform… is completely unrelated to how you performed when you were in school,” Bock said. “The skills you required in college are very different. You’re also fundamentally a different person. You learn and grow, you think about things differently.
“Google famously used Read More Here