The future of resumes is changing, and we want it to be for the better. We’re jumping into the discussion and sharing what they could and should be, versus what options would only perpetuate the status quo.

Working with Universities to identify and hire early talent has been an integral part of the recruiting process for many companies. As the industry shifts to become more data-driven, this area is a good place to discuss how changes should occur.

“We set the bar high.” This is an important topic of discussion when it comes to recruiting and one that we hear discussed a lot.

One of the main reasons to begin the process of going beyond resumes is to eliminate bias – while still measuring skills. It sounds straight-forward enough, but good intentions don’t always end the way we think they will.

Good news. Your organization has decided to go beyond resumes. But what does that really mean to your applicants? Will they see this change as a positive? That depends entirely on you!

Test design. What does that actually mean and how important is it in the process of going beyond resumes? It’s not just about the assessment because having a bunch of shiny new tests isn’t the goal.

We know assessments at the top of the recruiting funnel will help you to identify the right candidates. But doing it wrong can backfire.

If you ask companies what their biggest challenge is today (when it comes to recruiting anyways), they’ll tell you it’s the top of the funnel. AKA, not enough “good” candidates are applying to their jobs. But the truth is, more and more people are entering the tech industry and job market.

Gut feelings are out. Data driven recruiting is in. At least, it should be. Here’s why.