Editor’s Note: The “Errors on a Resume” debate — more like saga! — continues. You may recently have read an article titled “Would You Hire Someone With Typos on a Resume?” Numerous TA professionals disagreed on the answer. Indeed, we subsequently published a response article, “3 Times You Should Look Past Mistakes on a Resume.” Well, all the brouhaha has now inspired longtime contributor Dr. John Sullivan to offer a detailed analysis of the subject. As always, we’d love to know your thoughts. Leave a comment at the end of this article, or on our social channels, or head to our LinkedIn and Facebook groups to join the fun!
Editor’s Note: We recently published an article titled “Would You Hire Someone With Typos on a Resume?” It caused a bit of a stir among readers. No! Yes! Maybe! It depends! Opinions varied, and they were often strong. The following article revisits the topic. After you read it, please share your own views. Leave a comment at the end of this article, or on our social channels, or head to our LinkedIn and Facebook groups to join the fun!
“I hired someone with three typos on their résumé. She was the most detailed-oriented person I’ve ever worked with. I hired someone without a college degree. He was way smarter, innovative, and creative than me.”
The cover letter is antiquated, and it needs to be discouraged.It reduces applications and its content can result in mis-hires. Yes, overall the traditional cover letter is a dinosaur that is well on its way to extinction. But if you want to improve the hiring process, understand the reasons why you need to discourage them upfront. The harm that cover letters can create can be categorized into three areas: discouraging applications, opportunities for mis-hiring, and wasting a recruiter’s time.
A fast and simple way to improve both your speed and quality of hire is to use LinkedIn profiles for your initial candidate screening. They are superior at this first assessment stage because they are more likely to be updated, accurate, and their uniform format makes side-by-side comparisons easier. By relying on LinkedIn profiles, you can begin your prospect screening faster and you are much less likely to make a screening error. Many firms are making the shift, but if you haven’t yet. Here are the top five reasons why these profiles are superior to resumes for your initial screening pass.
There is a lot of talk about the way AI will influence hiring. There is a lot of discussion if it should, since there is great risk. And we’ve seen some of the risk, like with Amazon’s algorithm that simply downgraded female achievements.
To debate whether one-page resumes are more effective than two-page resumes feels a lot like mysteriously waking up in 1995. Thanks to the Internet, most professional profiles are viewed on websites like LinkedIn, making the actual length mostly irrelevant. Automated sourcing tools make length even less important.