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Nothing should replace them. They are unnecessary and redundant.

by _mlbt 1y ago

bcrl 1y ago
Resumes provide a significant amount of relevant background information on job applicants. How do you propose to obtain this information? Not everything that happens is recorded and available online.
- _mlbt 1y ago
  Got an example of relevant information not duplicated on a LinkedIn profile and a job application? Ultimately, the best chance of success when searching for jobs is to network with people and make personal connections. If you’re relying on your resume to get hired you’re probably going to have a bad time. Also, as someone who has made hiring decisions in the past I am not a fan of resumes. The lack of any standard for format or even what information is contained on a resume makes them a royal pain to sift through.
  - bcrl 1y ago
    I will put relevant details in a resume or cover letter that are not meant for public consumption on LinkedIn. There are plenty of people that can't go into too many details in public about their current role because of NDAs. Hiring is messy. It always has been and always will be precisely because it involves human beings. I've been on both sides of the table often enough, and every hire is ultimately a coin toss. You try to weed out the people that are obviously horrible, and give a chance to the people that seem like they have a few useful strengths or might be able to grow into the role. Most important is that they can fit in with a team. There is no such thing as a perfect hire, and I would not trust a computer to do a decent job of building a team that works well together. Moreover, I would have deeply serious concerns if someone working for me in a hiring position complained that resumes aren't in a standardized format. How are they going to cope with the emotional mess that managing humans is as soon as someone steps outside of the predefined box they have put them in? "Grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference."
    - _mlbt 1y ago
      > Hiring is messy. It always has been and always will be precisely because it involves human beings. I've been on both sides of the table often enough, and every hire is ultimately a coin toss. You try to weed out the people that are obviously horrible, and give a chance to the people that seem like they have a few useful strengths or might be able to grow into the role. Most important is that they can fit in with a team. During hiring, it's never been my experience that resumes are particularly helpful for any of these things. Interviews, on the other hand are incredibly valuable for these things. It's my opinion that the most effective way to do hiring is to weed out all the obviously unqualified applicants as quickly as possible, and then if necessary dwindle down the remaining applicants to a reasonable number to interview based on X number of individuals who appear to be the most qualified for the position. I just see resumes as unnecessary additional friction in the process of narrowing down who should be interviewed for a job.
      - bcrl 1y ago
        Resumes let the applicant paint a picture of who they are, and are a good source of background that gives ideas for what questions to ask applicants, or what projects they did. I don't want to go into an interview as an interviewer knowing nothing about a potential hire or as an interviewee where the interviewer completely ignored the information I provided to give them an idea of who I am and what I bring to the table. If you can't be bothered to take 5 minutes to look at a resume, why should the interviewee commit to spending hours doing coding tests or traveling into your office for an interview? It's the bare minimum to ask that the hiring manager look at a document that gives them some idea of an applicant's background. Anything else is treating people disrespectfully. Your time isn't the only thing that matters. People aren't just cogs in a machine. This line of thinking is what's destroying the software industry.

Nothing should replace them. They are unnecessary and redundant.

by _mlbt 1y ago

Nothing should replace them. They are unnecessary and redundant.

bcrl 1y ago

Resumes provide a significant amount of relevant background information on job applicants. How do you propose to obtain this information? Not everything that happens is recorded and available online.

_mlbt 1y ago
Got an example of relevant information not duplicated on a LinkedIn profile and a job application? Ultimately, the best chance of success when searching for jobs is to network with people and make personal connections. If you’re relying on your resume to get hired you’re probably going to have a bad time. Also, as someone who has made hiring decisions in the past I am not a fan of resumes. The lack of any standard for format or even what information is contained on a resume makes them a royal pain to sift through.
- bcrl 1y ago
  I will put relevant details in a resume or cover letter that are not meant for public consumption on LinkedIn. There are plenty of people that can't go into too many details in public about their current role because of NDAs. Hiring is messy. It always has been and always will be precisely because it involves human beings. I've been on both sides of the table often enough, and every hire is ultimately a coin toss. You try to weed out the people that are obviously horrible, and give a chance to the people that seem like they have a few useful strengths or might be able to grow into the role. Most important is that they can fit in with a team. There is no such thing as a perfect hire, and I would not trust a computer to do a decent job of building a team that works well together. Moreover, I would have deeply serious concerns if someone working for me in a hiring position complained that resumes aren't in a standardized format. How are they going to cope with the emotional mess that managing humans is as soon as someone steps outside of the predefined box they have put them in? "Grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference."
  - _mlbt 1y ago
    > Hiring is messy. It always has been and always will be precisely because it involves human beings. I've been on both sides of the table often enough, and every hire is ultimately a coin toss. You try to weed out the people that are obviously horrible, and give a chance to the people that seem like they have a few useful strengths or might be able to grow into the role. Most important is that they can fit in with a team. During hiring, it's never been my experience that resumes are particularly helpful for any of these things. Interviews, on the other hand are incredibly valuable for these things. It's my opinion that the most effective way to do hiring is to weed out all the obviously unqualified applicants as quickly as possible, and then if necessary dwindle down the remaining applicants to a reasonable number to interview based on X number of individuals who appear to be the most qualified for the position. I just see resumes as unnecessary additional friction in the process of narrowing down who should be interviewed for a job.
    - bcrl 1y ago
      Resumes let the applicant paint a picture of who they are, and are a good source of background that gives ideas for what questions to ask applicants, or what projects they did. I don't want to go into an interview as an interviewer knowing nothing about a potential hire or as an interviewee where the interviewer completely ignored the information I provided to give them an idea of who I am and what I bring to the table. If you can't be bothered to take 5 minutes to look at a resume, why should the interviewee commit to spending hours doing coding tests or traveling into your office for an interview? It's the bare minimum to ask that the hiring manager look at a document that gives them some idea of an applicant's background. Anything else is treating people disrespectfully. Your time isn't the only thing that matters. People aren't just cogs in a machine. This line of thinking is what's destroying the software industry.