In looking at some of my writing from a few years ago, I came across a piece I wrote asking why we're still relying on resumes to hire people.
No surprise: I'm still asking this question. In fact, I'm yelling it even louder.
People are...people. It's near impossible to reduce us to a one-page document, and yet that's what we're often asked to do to initiate the job process. We agonize and perform our best mental gymnastics routine to display the perfect resume—a chronological list of work history, responsibilities, results, and education that will land us an interview.
But will that "perfect resume" tell you who's a great leader? No—it will tell you who has managed staff. Will it tell you what challenges a person has overcome, and how they're stronger as a result? What about the risks they've taken, or the responsibilities they've juggled both personally and professionally?
I understand why we have resumes—there's no way you can have hundreds of conversations with people to narrow the field before you have additional interviews. But, there has to be a better way—or, additions to the resume that bring more of that human element in, such as a short series of questions candidates answer along with submitting their resume.
Comentarios