We’re going to make a sweeping statement here that may shock you:
Resumes are a waste of time.
Or maybe it doesn’t shock you. Most recruiters dislike having to wade through stacks of resumes, so we’re probably preaching to the choir here. So much time gets spent on resumes! Job seekers spend hours crafting the perfect bullet points. Recruiters spend hours looking these resumes over, trying to find the perfect leads to pursue. When we say that resumes are a waste of time, we’re talking about a lot of wasted time – for both applicants and recruiters.
Resumes are a waste of time because they don’t tell you the whole story about a candidate. In fact, they actually don’t tell you very much at all! Read on for the top 5 reasons that it’s time to kill the resume:
- They’re a time sink. Realistically, no recruiter has very much time to spend poring over an individual applicant’s resume. So you scan instead, trying to spend as little time as possible on one resume while seeking a handful of keywords. But even just scanning for the usual name + titles + companies + start/end dates + education takes time, and that time starts adding up the more resumes you have to look through.
- They rely on self-reported data. In other words, you’re trusting the applicant to tell you the entire, accurate truth about the skills and experiences they have. We’re not saying that prospects are outright lying on their resumes, though that certainly happens. But there is a lot of exaggeration, padding, and carefully phrased misdirection. When you add in the fact that people are notoriously bad at judging their own skill levels, you get a document that tells you next to nothing about a candidate’s actual skills.
- They’re not targeted to your roles. Savvy job-seekers will take a little extra time to tailor their resume to the role they’re applying for. But the fact that resumes, by their very nature, cover a person’s entire work-related history means that they contain TOO. MUCH. INFORMATION. And it’s hard to pick out any details that are relevant to your open reqs without spending more time than you really have. So again, you’re stuck scanning, hoping to find meaningful information in a page full of mostly unrelated text.
- They are full of fluff. If you had a dollar for every resume you read that described its writer as “dynamic”, “innovative”, or a “team player”, you’d be a rich ex-recruiter lounging on the beach in the Bahamas. None of these phrases mean much of anything, and they definitely don’t tell you whether a candidate is right for a role. It’s just more filler text for you to scan past.
- They’re making you miss good prospects. Since you have a limited amount of time to spend per resume, you prioritize certain things that can indicate a quality lead. Which school they went to and where they’ve worked might be a good indicator of whether they’d be a good fit for the role. But if you’re only looking for these, you might automatically dismiss someone who doesn’t have these credentials. And that means you’re missing out on “hidden gem” candidates who have the skills you need – but don’t have the right keywords on their resume.
[bctt tweet=”Resumes are: a) A time sink; b) Unreliable; c) Not targeted to your roles; d) Full of fluff; e) Limiting; or f) All of the above? (Hint: @CodeSignal thinks the answer is f!) ” username=”CodeSignal”]
Okay, you’re convinced. Resumes suck! But they’re a necessary evil for recruiters trying to fill open reqs – right?
Skills-based recruiting to the rescue!
Skills-based recruiting offers a solution to the resume trap. Verify an applicant’s skills right away, before you even peek at their resume. So instead of relying on self-reported skills listed in documents full of fluff, you’re seeing a candidate’s actual skills! This saves time for both recruiters and engineering teams and makes it easy to make decisions based on data.
At CodeSignal, we recently opened up a new engineering role… and received 631 applications in response. Instead of having our talent team sort through them one by one to find likely candidates, we sent out an online coding test to every applicant using the CodeSignal Recruiter Test application. Completing a coding test requires effort, so people who only applied because it was a job, any job!, weeded themselves out at the outset by not taking the test. We got immediate result reports for each person who did complete the test. That meant we were able to instantly identify the people who were worth pursuing – based on verified skills alone.
If we estimate a conservative 1 minute per resume, our talent team saved around 10.5 hours by not having to read through resumes from each of those 631 applicants. The team used the skill assessment results to narrow down that original pool of applicants. We ended up with 20 qualified candidates at the phone screen stage. That means our engineers saved time too. They didn’t have to waste any time interviewing people who didn’t have the skills we needed!
So we’re firm believers in ditching the resume. The key is adding a skill-verification step at the very top of the recruiting funnel. (Read more about how adding early skill verification makes it easier to find engineers that your hiring team will love.) To really save time and energy, we recommend using an automated assessment application like CodeSignal Recruiter Test. Test makes it easy to send out coding tests at scale, either from the CodeSignal Recruiter platform or from an integrated applicant tracking system. Then you receive comprehensive candidate results that help you cull out unqualified applicants immediately. Get on board – it’s time to kill the resume.
CodeSignal Recruiter is a skills-based recruiting tool for modern hiring teams that helps companies source, test, and measure technical talent. Founded in 2014 and based in San Francisco, the CodeSignal mission is to make sure that you’re only talking to the best candidates at every part of the recruiting funnel.
Want to break free from the resume time sink? Sign up for a free demo of CodeSignal Recruiter today and see how much time you can save!