Traditional
resumes suffer from several limitations such as:
- They typically present a list of hard skill but provide little indication of the quality of these skills and how they translate into job performance;
- They contain misleading statements, exaggerations and half-truths. So, what you see is rarely what you get. They are neither attested nor verified until the final stage of process;
- The attractiveness of a resume is often related to writing skills. Further, the use of helpful resource and templates makes resume repetitive and leads to a perception of the candidate far removed from reality;
- Give that it’s a self-reported narrative, a resume lists skill from a candidate’s perspective. This information is often inadequate when considering criteria that define success in the job.
At the heart of the recruitment process are two fundamental
questions: what makes this role tick? (job benchmarking) and does the candidate
have what it takes to deliver outstanding performance in this role?
Traditionally, job benchmarking has rarely gone beyond a
list of Key Result Areas (KRS’s), job descriptions and skills while the truth
behind performance lies not only in ‘what’ must be achieved, but also in the
‘how’ side of performance. Increasingly, organizations are taking a larger view
what drives success in roles. Benchmarks derived from the processes such as
behavioral benchmarks, competency benchmarks, cultural fits etc, are making
role understanding more comprehensive.
Recruitment philosophy has also begun to veer around to the
understanding that effective job performance involves hiring candidates who
have the who have the optimum combination of intelligence, competencies, culture
fit and attitudinal fit. It is in this context, that the traditional resume
reveals its most glaring limitations. It provides little understanding beyond a
listing of skills and an often-unreliable indication of historical competencies.
This is where the use of assessment, social
media and analytics is beginning to make a telling difference.
While recruitment analytics are driving hiring processes to
increasing levels of efficiency by helping understand key parameters like
application flow, the best sources of application handling process, time to
hire, referral contributions etc, a range of accurate, reliable and valid assessment
is now available to examine the precise criteria that define job success.
Standardize technical and ability test, test of work intelligence, which
measures learn ability and fluid intelligence behavioral assessment, competency
assessment and assessment of emotional intelligence are all forming part of the
hiring manager’s repertoire in making more accurate and informed people
decisions.
Several organizations also use structured simulations and
assessment centers to get a reliable indication of the critical competencies
that deliver job performance. This is not surprising, considering that the cost
of wrong hire can be as expensive as between two and twenty times the annual
CTC depending on the level and complexity of the role!
A growing understanding of the serious limitations of the resume
as an indicator of potential is bringing about a sea change in use of
assessments, analytics and social media to locate, evaluate and engage talent that
will deliver results and performance.
Source : TOI
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