The Resume is a Currency & its undergoing record inflation
Your resumé doesn’t get you the job, it never has, but for a vast majority of us it does open that door acting as a medium for a connection. A CV has multiple functions, but its main purpose is to initiate conversations, essentially it creates the basis of a transaction. Therefore making it a form of currency.
The rapid rising inflation of the resumé didn’t just kick off when 2020 entered the ball game, the piece of paper’s price point has been climbing since the digitisation of recruitment processes first began, but in parallel the currency is over circulated and commoditised. With the arrival of covid, inflation levels for the CV are climbing higher than that of the Venezuelan Bolivar.
Why the loss in value?
Some screening logic: When one is inundated with 100 job applications their distribution of resources (attention span) experiences a major constraining. In this increasingly common scenario we lose reciprocal value between the applicant and the screener, a candidate receives less of the distributed attention span from the employer’s screening stage. In the reverse scenario, less applicants = higher share attention span per applicant.
The purpose of the resume “to initiate specific interaction” has been confused with “evaluate“, to nobody’s fault except that of automation and waning time resources in a fast-moving, distracted world.
How many of you have seen the perfect resume only to experience disappointment because you didn’t receive “what was advertised”? Two weeks ago I trumpeted on about Story Interoperability vs Resume Interoperability, the CV as it stands cannot function as a storytelling tool if the technologies, tools and talent are systemised to evaluate surface over substance,
The currency’s not perfect, but it still works. So, why do we need to change?
The world is changing and the resumé is 550+ years old. Evaluating what someone brings to the table in future has equal, if not more weight than what someone brings to the table for the now or the past. Current systems in place aren’t built to cultivate these talent pools and resumés as they stand don’t convey someone’s future abilities/traits.
The words on a page aren’t in motion making resumês static information, but resumés aren’t at fault here. Change can only come from the source, the JD and its scribe.
Job Descriptions act as the supply, they’re essential to most employment transactions and CVs are uniform in order to match the uniformity of job descriptions. Employers are and will always be in the driver seat, they control “the marketplace” and the pioneers of employer talent acquisition in the future will lead the redefinition of the job description.
J̶o̶b̶ ̶D̶e̶s̶c̶r̶i̶p̶t̶i̶o̶n̶s̶ ̶Purpose Mandates
A purpose mandate brings a mission orientation and creates an openness or looseness to someone’s definition within an organisation.
Here are 4 clear benefits;
1. Cutting down the staticity in someone’s role with the current volatility in the environment leaves room for constant adaptability and removes the “I’m not doing that, it’s not in my job description” attitude.
2. The recruitment flow will need to change (lots of work), but you’ll ultimately cut down the numbers of applications when asking people to “apply” with a storyboard of their previous purpose mandates. I’ve said it before self-selecting hiring processes are a beautiful thing.
3. Novelty and newness factor equals true employer brand differentiation. An organisation with enough scale that jumps on this opportunity will cultivate community and instantaneous distinction when proactively reaching out to talent. Easier access to conversations that really count.
4. Like everyone’s parents always say… If you don’t write it down it won’t happen. (Why else would these humpday soundbites be so long?) If you’re centering job descriptions around a mission then you spark a mission orientated culture.
One rule that remains constant: Referral currency is the highest value initiator
A referral often requires no resumé, it takes an email introduction and then a resumé follows. Why?
Because it is generated by a trusted entity. When trust exists in any hiring process all parties align and authenticise. Achieving successful outcomes (high performance = happy talent = happy employer… mostly) are closer to being guaranteed and organisations move closer towards objectives.
Trust Loops not Froot Loops
This circular model works with or without a search partner, it merely becomes one line less. Achieving circularity when unfamiliar talent (where no prior relationship exists) enters into the equation is done by leveraging the trust network for insights (quality/ not quantity) then we’re able to authenticise.
Understated in this circularity chart is the employer’s role with trust, when each party develops empathetic equity with one another the trust flows and the right outcomes are achieved. Right = Best