To Résumé or Not to Résumé –That is the Question

Fortune.com recently published an article focussing on several organisations that are choosing to do away with cover letters and résumé as part of their hiring process, arguing they are outdated and can get in the way of finding the right person for a role.

The article discusses the fact that many large organisations use AI and algorithms to scan the cover letters and résumé of potential candidates, meaning that those who may not hold certain qualifications or are not sophisticated enough to use key words in their copy, will be removed from the process before they even have the opportunity to be interviewed for a role.

While some companies are looking to reform their résumé process to ensure hiring is fair and inclusive, others are looking to get rid of résumés entirely in favour of LinkedIn profiles or prefer to ask several key questions they think are fundamental to the skills they seek. Questions such as, ‘Why do you want to work in a sales role?’ and ‘Why do you want to work for a tech start-up?’

While the article raises some strong and thought-provoking points and does bring to light the importance (and even necessity) of having a solid LinkedIn profile, the idea of doing away with résumés and covers letters entirely, requires a lot more consideration.

Feedback from Reddin Consulting Group’s recruitment teams is that many clients are moving on from finding the ideal match when it comes to knowledge, experience and skills and focussing far more on style, attributes and fit. In this candidate-poor market, organisations are having to think very carefully about the person they want to hire and are needing to throw the net wider. So, the question is: how do you read a resume and make a choice when there isn’t a match with the skills and experience quotient?

Organisations that rely heavily on AI and algorithms can miss out on some terrific talent, especially in entry-level positions, and we all know that someone who may not have a high level qualification, might have the gift of the gab, making them ideal for a sales role.

On the other hand, there are some interesting and engaging LinkedIn accounts out there, but when you dig a little deeper, the owner may not have the experience to back up their perfectly pitched profile.

So, what is the right balance, and how do hiring organisations make the right decisions when it comes to hiring? More importantly, how do candidates position themselves for the right role?

The answer, at this point in time, is: Cover all bases.

By all means, ensure your LinkedIn profile is up-to-date, engaging and that you are active. When a recruiter or hiring organisation does an online search this will create a first impression of who you are.

However, a LinkedIn profile shouldn’t be purely your resume on-line, nor should it entirely replace the old cover letter and résumé process. While a good LinkedIn profile gives you the ability to market yourself for roles, it does so with limited data. A cover letter is still the most personal and engaging way to tell an organisation who you are, what you can do and most importantly, why you are the best person for the role. It’s the ability to tie these things together so that an organisation can get a feel for the real you and what they are getting if they hire you that becomes most important.

Take a tip from the Fortune.com article and use your cover letter to answer the burning questions that you know matter to the organisation you are applying to work for. Tell them what you believe in, why you want to be there and what you offer at that personal level. Make it personal and targeted.

The same goes for your résumé. Not all résumés are the same. You have the ability to make edits which align to the role you are applying for. Highlighting certain achievements that you know are attractive to certain organisations is a smart thing to do. Résumés should never be one-size-fits-all. When applying for a role, think about the organisation you are trying to be seen by and what they are looking for and where you match that requirement.

When writing both of the above, keep in mind that some organisations will use technology to weed through the many résumés they are bound to receive. Ensure your qualifications are clear and that you are using key words that will line up with the role and organisation. Think about the words used in the role as it was advertised and repeat them back in your copy.

Now, if you have recently finished your education and don’t have a lot of experience under your belt, perhaps the ‘no résumé’ approach might be seen by some as being valid and the way to go for you at this point in your life. However, Reddin’s national team of career coaches will say “no” to that. Provide the reader with what you’ve got in terms of knowledge, experience and skills, but show them how motivated you are, how you approach work, and the attitudes and style factors you bring with you. In this market these things will resonate. Don’t sell yourself short - use every weapon in your armoury and cover all the bases.

While eventually we may move away from tradition résumés, the time isn’t now.

8 Tips for writing a cover letter and résumé that stand out

1. Make sure your résumé is tailored to the role you are applying for. Don’t use a ‘one-size-fits-all’ approach — recruiters are looking for relevant skills.
2. Include a brief description about each company you’ve worked at - it saves the person reading your résumé a lot of time Googling each organisation to understand the nature of the business.
3. Make sure you include bullet points in your résumé which demonstrate your responsibilities as well as your achievements - this detail is essential for recruiters to understand whether your experience matches the requirements of the role and just how good you are!
4. When you list achievements, make them real. The eye is drawn to numbers on the page so populate yours with dollars, percentages, before and after analysis. Hard data is far more convincing that self-serving generalisations!
5. Do add months and years next to the jobs with which you’ve worked, and also communicate gaps such as travel, maternity leave, job search and so on. This timeline is important for the recruiter to get a full picture of your work history.
6. Keep ‘key words’ top of mind when writing both your cover letter and résumé. Especially when applying at large organisations.
7. Back your resume with a strong LinkedIn profile. Make sure the information is attractive, engaging, and concise. Google yourself online and check what pops up. This is always a good place to start.
8. Write a strong cover letter that is personal. Use this opportunity to really tell the organisation about yourself, what you can do, how well you can do it, and how you meet their specification. Show them why you are different and why you should be there.

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