But it doesn’t look and read the way it did even a few years ago.
Resumes have morphed over time from being a career history document often leading with an objective statement – to a career marketing communication showcasing relevant achievements, branding and metrics, to link good fit with value proposition.
A traditional “paper” resume seems to have less value in job search today. For most job seekers, emailing a digital version of their resume has replaced snail mailing a hard copy.
Video resumes (or video marketing pieces) are becoming more popular, although I hesitate recommending them for everyone. Too many people don’t perform well on camera. A video may work against them and sabotage their chances.
And if you think that the way to land a job in the new world of executive search is to post your resume to lots of job boards, think again. Only an estimated 3-5% of jobs come through job boards . . . probably much fewer for senior and c-level jobs. That was never the best use of a resume.
More often than not today, recruiters and hiring decision makers, who source and assess potential candidates based on their online footprint, will find YOU before you ever locate them and send them your paper or digital resume.
Are you still on the fence about “putting yourself out there” online? Read my post, Does Your Online Identity Scream “Hire Me”?
So, the new resume seems to be your online identity. Or as Dick Bolles, job search pioneer and guru, and author of ‘What Color is Your Parachute?’ recently said, “Your Google results are the new resume.”
Typically your first introduction to hiring professionals will be your LinkedIn profile, which is basically a resume. To create a fully complete, branded LinkedIn profile, you’ll need to do the same kind of work you would have to create a branded resume.
What’s that, you don’t have a LinkedIn profile or never completed the one you started years ago? Then how will they find you? See my LinkedIn Guide for Executive Branding and Job Search.
To make yourself more visible and easier to find, you need to brand and build your online presence while monitoring your online reputation, following these guidelines as you go – Relevance, Quality, Diversity, Volume, Consistency.
But don’t give up on that paper/digital resume yet. You’ll still need it at some point in the hiring process. You may not need it to land an interview, but you should still bring several hard copies when you have an interview, along with other relevant printed materials. This practice may never change. And, once you’re hired, HR is going to need a copy for their files.
Here’s something else to consider.
The old fashioned strategy of mailing a hard copy of your resume with covering letter is a powerful NEW differentiating tactic to capture attention and perhaps an interview, because so few people do it any more.
According to Martin Yate, another job search guru and author of his newest book, Knock ‘em Dead Secrets and Strategies for Success in an Uncertain World:
“Don’t smirk at the idea of traditional mail. We all like a break from the computer screen, so delivering your sales message and resume this way can be very effective. When you do this, note in the cover letter that you sent the resume by e-mail and that this additional approach is because you are really interested in the company and ‘wanted to increase my chances of getting your attention.’ Doing this demonstrates that you are creative and not a technological Neanderthal.”
The fact remains that the kind of information found in a resume will always be job search currency – no matter what form it takes.
People assessing you will always want to know have you’ve added value in the past, indicating how you’ll benefit their company in the future. Career marketing will always be about aligning your qualifications, skills and personal traits with your target employers’ needs.
A resume may evolve into yet another different looking thing, but the purpose will be the same — to attract attention, generate interest and gain interviews.
photo by jstonkatoy