What Does the Resume of the Future Look Like

We always hear debates about whether or not resumes will even matter in the future but I prefer to look at The Resume of the Future differently: Resumes as we know them may drastically change and if we’re going to operate in a world relevant to machine learning, then candidates, hiring managers and recruiters will have to adapt accordingly.

With that in mind, here are three vital insights to remember during this evolution that we must be aware of:

  • Say Goodbye To The Traditional Resume

As companies are trying to collect as much data about candidates as possible,

they will then be trying to match those candidates proactively to potential jobs. Since today’s resume is inherently designed to be consumed by humans, it’s typically fairly short. But what happens when we move to a machine learning structure in which a computer can “digest” millions of pages? The more information a system can gather about the candidate and the job, the dependence on traditional resumes is likely going to diminish. We won’t be able to rely solely on a two-page resume to get a full picture of a candidate anymore. Instead of being a couple of pages, the Resume of the Futurewill contain far more data.

Put differently, The Resume of the Future is like a very complicated book. It could include a recorded speech, videos from you and other forms of multimedia beyond text on a page. On the hiring side, this is changing too as more companies than ever are getting into video interviews and then having machine learning analyze the video interviews. In doing so, these companies are looking for something they can’t visibly witness in a page or two – confidence.

  • The Resume Of The Future Will Be A Collection Of Projects
    (But Not A Collection Of Everything You’ve Ever Done)

Wait – weren’t we just talking about the Resume of the Future being able to contain a lot more information? Yes, that’s true. However, far too many candidates tend to list every single project they’ve ever worked on. Don’t do this.

The more you can explain what you’re better at doing and want to be doing in your resume and cover letter, the better off you’ll be.

It’s a balance of keeping track of projects you’ve worked on and collecting the best of the best of those with enough details that the machine learning system reading it can figure out what you can and cannot do. An area that speaks to your true strengths and goals will only be more helpful. Plus, you’ll be less likely to be asked about a project that doesn’t display your finest qualities.

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  • The Resume Of The Future Can Accommodate Pre-Screening Better

From the company point of view, if a hiring manager is dealing with an onslaught of resumes by the thousands if not millions (think a company the size of Google or Facebook here), they’ll start using machine learning to aid in pre-screening as they potentially go through that endless stream of submissions while trying not to throw out a highly qualified person prematurely.

Consequently, machine learning will look through piles of profiles of people who could be suitable candidates for the job, factoring in parameters that define success, medium success and failure. This kind of a system doesn’t care about the number of keywords in your resume. Instead of a traditional job description, you’ll have a machine learning system that says, “This is job #12345.” Then, when it looks at the profiles of people, it will scan as much information as possible about the candidate being considered and be in a position to help the hiring manager better evaluate the candidate.

  • It Doesn’t Have To Be This Way, However.

Even as the resume as we know it evolves into a much larger collection of work to embody one’s career and represents many pages instead of just one or two, there is really no one factor to judge a candidate’s future success. Not even through the Resume of the Future. One of the key reasons for our own success in the recruiting business over the last 38 years is because our team at Roy Talman & Associates have the background to judge the quality of a candidate’s technical skills, which is frequently 85% – 90% of the work. We can then evaluate the person based on other qualities, such as their communication skills and preferred work style (in a team or alone, type of ideal manager, etc.).

No matter what format it takes, your resume is but one part of your story. If you want to put your best foot forward in front of the ideal hiring manager, Talk To Talman First. We’ll have you reach a state of complete preparedness through our highly specialized team’s in-depth evaluation of your resume, skill set, interview capabilities and more.