LinkedIn might have eliminated the need for traditional resumes
October 15, 2007 at 2:31 am | In Career Development, Networking, Personal Branding, social media | 18 CommentsMost recruiting takes place online and because of this, our personal brands must be created and commu
nicated using this popular medium. Traditional resumes are used during the screening and interview portions of the recruitment process. Recruiters have transitioned their candidate search from online and business fairs to social media marketing. Instead of accepting and reviewing thousands of candidates for positions, they are focused on using social media engines such as LinkedIn in order to find those “hard to reach” specialists.
Let’s examine the similarities between LinkedIn and a traditional resume (pdf/word doc)
- Both showcase real-world experience
- Both demonstrate the applicants competency level and technical skills
- Both verify educational status
- Both carry all contact information
- Both list associations and groups that individual belongs to
Why LinkedIn is superior and different
- Is social media friendly
- Ability to network with others, through different degrees
- Your personal brand can be displayed in an avatar (new feature)
- Can share recommendations with managers, subordinates or partners
- Easy to configure and promote on your website, blog, etc
Why update both your Linkedin profile and resume, when you can update a single source that supersedes both. My tip for today is to stick with your LinkedIn profile and if an employer is looking for a resume, then print out your LinkedIn resume!
Any other questions just ask my friend Mario Sundar, Community Manager at LinkedIn.
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Dan,
I agree with you 100%. I recently wrote about my brother visiting his school’s job fair where traditional resumes are always requested. One suggestion I gave him was to include his LinkedIn recommendations to help him stand out from the crowd.
http://adamsalamon.wordpress.com/2007/09/30/my-brothers-trip-to-the-job-fair/
Comment by adamsalamon — October 15, 2007 #
I don’t know, however great it sounds and however much I want to do it – I know that in many circumstances its going to be misunderstood by potential employers. Where’s the balance, when’s the right time, when will it be accepted?
Comment by Satish — October 15, 2007 #
I believe there’s still a wealth of boomers and traditionalist who are the ultimate decision makers in businesses and so until the early adopters in those generation take the helm – we’ll still see a need for a resume.
Much is changing, especially since most reps at job fairs don’t even accept the written resume and direct applicant’s on-line. Yet, I find in the groups I facilitate (mostly made up of CEO’s, executives, decision makers and leaders), they still want a resume – in fact, a curriculum vitae is required.
Maria Elena Duron
Comment by Maria Elena — October 15, 2007 #
A resume still lacks the human element for the most part. A resume doesn’t show recruiters who has had an experience with you and doesn’t show who recommends you.
I don’t know if resumes will ever become obsolete, but we can always find ways to fuse the two.
Comment by adamsalamon — October 15, 2007 #
With your job application as with any any kind of communication, you need to target your audience.
If the people you are interviewing with are not in LinkedIn, then they are going to be looking for a resume. Sending them your LinkedIn will not convey the message. (Other than confusing them, when they were expecting a resume.)
LinkedIn can provide lots more information about the person. But your target needs to be able to receive it and understand it.
Comment by Doug Cornelius — October 15, 2007 #
I’m not sure replacement is the right word – perhaps supplement works.
One of the dangers that the online social world brings (along with tons of great opportunities) is visibility. If your resume and your online persona conflict it can come back to bite you. Resumes are easy to change but the net seldom, if ever, forgets.
I find postings I made several years ago floating around and since then my views like my life has changed. I’d advise anybody serious about their personal and public brand takes the time to insure consistency in what they post or say.
Comment by Bill Vick — October 15, 2007 #
As the number of social networks increases, traditional resume copywritting will decrease.
Comment by shwibbs — October 15, 2007 #
I can see where the traditional resume and an profile such as one you might post on LinkedIn can complement each other. But that doesn’t account for how you can use a resume to match the specifics of a particular job description. That’s where the resume offers a decided edge today. You need to use the resume to market yourself, and you can best accomplish that by writing one that you believe will resonate most with the employer that’s trying to fill a position. Would it be a good idea to include the URL for your LinkedIn profile on your resume? It probably can’t hurt.
Comment by Rick75 — October 15, 2007 #
I agree with the poster that said that the boomers will still require the traditional resume. As Gen X & Y begin to dominate the workforce, however, I believe LinkedIn will play an even more important role in promoting one’s brand (-:
Comment by James Seay — October 16, 2007 #
I think some people here are missing what Dan is saying: PRINT your LinkedIn profile and use that as your resume instead of having a separate resume.
There is formatting issues and tweaking your resume to a particular position to address, but given the number of places your resume shows up now, having a simpler distribution system is getting more important.
The other nice thing about Dan’s blog is that he pushes the envelope, as he should, on personal branding and its implementation. So while we may not see the death of the resume next week, don’t be surprised if the whole thing morphs into something closer to what Dan is seeing in the market.
Personally, I have a web site with my resume on it, don’t have all of it on LinkedIn, and need to consolidate the story. That’s what I got out of this post.
Push the envelope!
Comment by Scot Herrick — October 16, 2007 #
Why duplicate efforts, when you can concentrate on what employers are using to search for candidates.
The goal of personal branding is to be recruited based on your value prop, instead of applying for job.
Scot, you are right on target!
Comment by shwibbs — October 16, 2007 #
Dan,
Loved the article. Backs up a cool situation I experienced recently with one of my CEO clients. I coach on personal branding – including online social networking and traditional networking.
My client redid his LinkedIn bio and, while expanding his LinkedIn network, one person said, “Send me your LinkedIn profile.” He did and literally 90 seconds later the CEO called him for an interview.
No resume was used, simply the online profile.
Again, the profile was used along with networking.
I also agree with the other comments of securing recommendations. Recruiters and employers love them because they can’t be altered – and they’re dated.
Quick tips for job seekers:
1. Update and personalize your LinkedIn profile.
2. Fill out everything in the profile that is relevant to you.
3. Get recommendations from managers, co-workers, and clients for each employer listed on your profile.
4. Network! Online and in person (or via phone). Make a real connection.
5. Be consistent – ensure your online brand matches your in-person one.
Good luck! – Wendy Terwelp, CPBS, CCMC, JCTC
Comment by Wendy Terwelp — October 16, 2007 #
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For what it’s worth, that’s the way the trend is going and we have to be aware, and follow if we must, to stay current with the hiring process.
It depends on the company – some are steeped in tradition, others want to be cutting edge.
Kind regards,
Dave Jackson
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