The Future of Job Applications

The Future of Job Applications The Future of Job Applications Jobseekers, fuelled by the context of fierce competition, are also debating the use of a resume. In a piece on virtual job hunting, the BBCs technology correspondent Rory Cellan-Jones, emphasizes that until recently, the process of seeking a job followed a familiar routinenow though, those who want to stand out in a crowded job market are resorting to more sophisticated approaches.The truth is that the status quo has few friends on either side of the coin. As such, there have been several general proposals to reinvent the job application process. Without naming names, lets examine and assess the optionsOnline, but the same AKA, the seemingly sensible one-step at a time approach that utilizes online resumetemplates. After all traditional resume formats schriftd up in word-processing software have long been the common standard. This type of change could be better if done gradually (for the bulk of candidates and recruiters alike). Using such tools job seekers can start with a structured template, and finish with an impressive looking resume.ProsEasier to have a structure than starting with a blank screenSimple to share and track communicationsLess risky approach, well-suited to more conventional industries and less creative jobseekersConsDoesnt give employers any more information than a conventional resumeTemplates that are too structured limits the ability of the job seeker to show their creativityA resume created with a Word processor is already in an electronic formatI see this as a useful tool for jobseekers, but too small a step at addressing current concerns to become a new standard.Creative/VideosThere have been those who suggest that applicants should be as free as possible and put together their own creative presentation, with limited guidelines. This approach was recently adopted by Union Square Ventures, who have been requesting applicants to submit links representing their web presence an d short videos when applying for jobs at the venture capital firm. They say this process nets better-quality candidates. UK job seeker Graeme Anthony was looking for a PR job when he put together a compelling video that attracted big audiences. It shows off my personality in a way a paper CV cant, he said.ProsProvides employers with a greater understanding of a candidates personality and style, as well as a more thorough story of what they have achieved during their careerCandidates can choose a domain for their presentation, and utilize inbound marketing techniques so their target audience will find itCandidates can truly stand-out no two applications can be the sameConsFor once-off low-volume applications geared towards a creative market, this can be a lot of fun. But what about everyone else?This style of application is difficult to manage within a companys existing HR processes and systems. Companies who are hiring more than ten people may find managing and reviewing these entri es simply too complicatedReviewing such presentations can be time consuming. HR professionals are already pulled in several directions, with not enough time in the day to complete daily tasks, let alone when they need to review 500 videos or creative websitesThey lack data that is important in determining a candidates fit for the jobFor non-creative job seekers, these are too difficult to put togetherRarely relevant to positions outside technology, design, sales, marketing and PRThis may indeed become more common in certain industries, but will need to be a component of an integrated approach for the mainstream.InfographicAs I mentioned in my belastung post, given that many enjoy reviewing data visually, we are increasingly being surrounded by infographics. Predictably, ideas have been proposed to replace resumes with graphics. This is one of the more visually pleasing options available.ProsCan be exciting to put together, and allows creative skills to flare for the right candidate Ability to portray a different side to a job seekers skill-setThe end result can look fantastic in contrast to current conventionsConsThe style can be confusing for resume reviewers, and could take too long to review in a volume situationWhilst they are sometimes superb introductions, they lack the necessary data behind themMore attention will inevitably be given to the design rather than the data it representsAgain, job seekers who arent creatively minded will find this concept difficult and frustratingI see value in these for recruiters in being able to easily digest and review information, but surely these should remain the powerful book cover to the rest of the candidates information.Social networksWith the web becoming more social by the day, where better to develop an online presence than using a social network, where users can easily interact with current and vermgen employers. As Allison Cheston correctly points out networking is still the number one way people find careers. Further, these networks now offer features for users to easily apply for job opportunities.ProsPowerful tool to develop relationships with potential employersProfiles are search-engine optimized, so users can be found easilyEasy to update, as it is important to maintain these even when not necessarily looking for a jobConsYou only get one profile, and therefore it is very difficult to customize it for a particular positionThe information in such a profile is more at the introductory and narrative level perfect for developing a network, but not detailed enough to get a jobThese networks often have a one design fits-all for the profiles, which doesnt allow a candidate to show enough of their personality and styleThese are less useful for jobseekers earlier in their careers without a substantial geschftlicher umgang networkOnline social networks have already changed the recruiting process. However I see the use of these as complimentary tools to the more general standard approach.All of these approaches have creative products that are allowing jobseekers to change the way they apply for job opportunities. And sure, each of these has significant value and gaining traction in different industries and job types.But what it takes to become the new common ticket is a combination of the above, with the flexibility for each industry to set their own standards within a designated framework. Here, I wanted to take products out of the equation, as this discussion is about something much larger the themes. Within the next few years, a combination of the above will rapidly increase adoption, and we will start to see the end to the resume as we know it.There are too many issues with the current passport to a new job, and too much innovation available, to prevent its evolution. Be ready for it.Master the art of closing deals and making placements. Take ur Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access ov er 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career. Like this article? We also offer tons of free eBooks on career and recruiting topics - check out Get a Better Job the Right Way and Why It Matters Who Does Your Recruiting. document.write(Read more ) in Resume Tips