Marketers take note. I read a great blogpost recently.
It’s 2022, jobs creation is at a high and hiring is surging. Do we still need a resume? In this Forbes article, Michael B Arthur brings Credly’s Bailey Showalter views to light.
Showalter claims that “The Talent Acquisition marketplace is broken. It’s extremely frustrating for a hiring manager (or a recruiter working for a hiring manager) to try to assess talent quickly when they’re getting flooded with resumes that don’t fit with the role. A lot of times the resumes are just a readout of experience. This can be an indicator of possible performance on the job, but it’s not the best indicator.”
Image source: Forbes.com
And it’s no better from the job seeker perspective. “The usual resume lists jobs held and some notable accomplishments, but it doesn’t tell the job seeker’s story of what they are looking for in their next position. Which of my skills are going to be most useful? What new experience will I gain? What am I passionate about? Where am I? Where do I want to lean in? And how do I see all of my skills fitting together in this role?”
I could not agree more. That’s why Brandemix created “The Right Fit” module. It can be tweaked in a number of ways to ask the questions you need to assess whether candidates would fit or better yet add to your culture, possess the right soft skills to get the job done, and have the mettle to deal with change, ambiguity or anything else that distinguishes your opportunities, teams, company or mission from everything else on the market. “The Right Fit” module not only let’s candidates assess for themselves whether they would be a good fit, but it also tethers directly to an ATS system so recruiters can focus on the best people as soon as possible, while encouraging lesser desirable applicants to sign up for alerts on jobs that may be a better fit.
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ABOUT THE AUTHOR
“Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.”
