Allyn Bailey (Executive Director of Hiring Success at SmartRecruiters) talks with Mark Feffer about moving beyond resumes, the power of the applicant, and the dire need for us to agree on how to approach skills.
We used to live in a very company-centric economy, and the paradigm of power has finally shifted towards the candidate. With this change comes the necessity to up your game. There are even situations where candidates can tell which hiring tools you're using, and prefer to not apply simply for that reason. The applicant has the means to look elsewhere for work, so with that comes the responsibility to transform your place of work into an organization worth investing in.
On the topic of resumes, it seems as if the industry is finally evolving past the static idea of a piece of paper defining someone. Showing your skills will always be more important than stating them (or rather convincing the hiring manager that you have them). Self reporting should not be a way to judge an individual, and there's a possibility that in the near future what defines a good candidate will drastically change.
Skills, however, has become such a hot topic in today's landscape that many business leaders can't agree on what direction to take. What does it look like to build a skills based job description? What is the correct assessment strategy? Higher level though like this is almost muddying the water in a sense, when it should be as simple as going back to the basics. What are the educational requirements, the technical requirements, and soft skills that accompany it. We can evolve recruiting without making it more complicated.
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