The Resume Is Dead
inc.com
The Resume Is Dead
1–10 of 22 posts
Re: The Resume Is Dead
#2Fuck employers. I don't want to be "hungry" for work. I want to think about your problems for a few hours per day, in exchange for some money. I don't want to think about your problems during dinner, during board games with kids, during sex, during my dreams, or during my weekends.
Edit: I used to be hungry for work before I burnt out and lost almost all of my social circle. Never again.
Re: The Resume Is Dead
#3If you think what you say is important, don't occlude it by a video of rant having nothing to do with it. And don't start the piece with a 20 years ago study. Inbound marketing.
Re: The Resume Is Dead
#4TLDR: potential candidates complete personality tests and logic puzzles and then "AI" compares candidate results to those of your current top performers.
Re: The Resume Is Dead
#5Fuck employers. I don't want to be "hungry" for work. I want to think about your problems for a few hours per day, in exchange for some money. I don't want to think about your problems during dinner, during board games with kids, during sex, during my dreams, or during my weekends. Edit: I used to be hungry for work before I burnt out and lost almost all of my social circle. Never again.
I think you just demonstrated why this new approach will take off (if it can actually predict drive).
For example, I get wrapped up in the challenges at work and I find I’ll take them home, reflect on them, read about the problem space. Not that I necessarily want to, it’s just my nature to focus like that.
So, given an opportunity to hire a personality type most employers would prefer the work obsessed mindset like mine. Even if over the long term it would lead to higher burnout rates (eg. Short term productivity vs long term).
Note. I’m not suggesting my mentality is better. In fact I truly believe yours is healthier for the individual. But that’s not what employers are selecting for when hiring.
Re: The Resume Is Dead
#6I'm all for innovating on hiring practices. Resumes and interviews aren't ideal. But, as with everything else, the details of how new ideas are implemented are what matters. Their examples of questions are certainly not applicable to all organizations, so it makes me wonder where they came from: If a hiring manager picked their own questions, it will codify the process with that manager's bias. But if it really did come from an working "AI" process that pulled common traits from the top talent in an organization, it sounds like a plausible process. But before I jumped into it, I'd need to know many more details. I also wonder about the claim that matching candidates to existing staff will promote diversity on anything but the surface levels of gender and ethnicity.
(EDIT: After a bit more thought, it is OK if only surface level diversity is achieved.. that is better than being unfair to some demographics... I just hope for more when hiring.)
Re: The Resume Is Dead
#7or, y'know, you could just fucking talk to potential hires, like a human eyeroll>
Re: The Resume Is Dead
#8Is this for real? Engineering firms hire top talent with a 30 min personality test? No regard for previous accomplishments? Because “AI”. Excuse me while I rofl.
Re: The Resume Is Dead
#9...distilled what used to be a four-hour, academic process of evaluating a person's cognitive and emotional capabilities into a 30-minute game-playing scenario.
uh. Next.
Re: The Resume Is Dead
#10Another problem here starts with the definition of "top employee". In some cases it's clear cut. In many others, ask 10 different people and you'll get 10 different perceptions of who is a top employee. At many companies only the most competent nutjobs and/or brown-nosers make the list. Good luck.