How to improve candidate information gathering and save time simultaneously

What’s the problem with the resume and the revolutionary fix.


It only takes seven seconds to make a first impression on another human being, according to a

Harvard study on communication. It is an assumption created in the brain about a person the

moment we meet them. Each and every second counts.


However, for decades now, recruiters and employers have been relying on the resume as their

primary source of truth for initial screenings of candidates. Not much has evolved in the recruitment process to help manage all the downsides of the resume. Even the use of ATS and candidate testing won’t help to overcome the problems of the resume enough to ensure that the candidates you are spending the testing dollars on are the best of the bunch!


Most employers read resumes expecting at least some part of it to be embellished at best, a lie at worst. If applicants have done their homework, they have included the usual requirements: they are a team player but can work autonomously when required, have exceptional communication skills including presentation skills, can manage up and down and via cross functional teams, they are not afraid of change and so forth. But how can you really be sure at the early stage? Sure, the ATS will sweep away those that don’t include the key terms you have set, but are the ones that are left the best? Your gut says possibly not. But you have no alternative so you continue forward with your now shorter list of potentials.


What if you could see a video of the marketing pitch the candidate refers to in their resume? Surely that would prove their presentation skills, as well as their involvement in the marketing plan they mention. The use of videos would be the perfect authentic tool to use to overcome this guess work and make a lasting impression.


Have you ever cross checked the dates in someone’s resume against their LinkedIn profile and found errors? Which one is correct? How would you know? The resume is typically shelved in the laptop until we find ourselves looking for a new job or suddenly unemployed as many are today due to massive job losses as a result of Covid-19. Requiring an updated resume will possibly deter some people who find it a chore to update. It is likely that dates are inadvertently recorded incorrectly in either the resume or LinkedIn or both. Why? Because a resume is not updated in a timely manner.


It is a historical description of what happened in the past, written today for tomorrows job. Why

don’t we have a blockchain process that helps us capture our skills and experience as and when they happen?


Resumes don’t give you any indication of how well someone will fit culturally with your organisation.


This is often what we hope to establish from an interview and candidate testing. But what if we are missing candidates that could be a great fit (if not for this role for another) or we waste time on progressing someone that won’t gel in our culture. How can we find out earlier? With an elevator pitch video, or from a profile that includes images and captions explaining someone’s goals, heroes and interests. That would instantly give you some piece of mind that they are aligned with your culture.


A group of senior HR professionals have developed a way for individuals to showcase and market themselves that is much more authentic, can be updated immediately and is simple to use. RESUPIX is a visual profile that will revolutionise the way we market ourselves for any application process including job hunting, applying to join a club, association or team or group.


So don’t simply accept another bunch of ‘read the same’ resumes. Get your applicants to submit their RESUPIX and see how they set themselves apart and watch their elevator pitch with interest.

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