Since the beginning, resumes have been the most important part of recruitment. Having had an experience in recruitment, I have observed recruiters give an average of 10-20 seconds in reading the resume and decide if the candidate is capable enough for the role or not. Hence I stand with the statement, “The future of Recruitment without resumes” as resumes only talk about experience and academics but not the skills, competencies, passions, traits, and career interests of the person. People often get experts to write their resume and resume writing is in fact even become a career for a few people. When the candidate himself does not write the resume, there is nothing the recruiter actually knows about him. The candidates can put a very rosy picture in the recruiters head and may turn out to be quite the opposite in the interview. I remember reading an article about Unilever where they did not use resumes and used Artificial Intelligence with a tool called Pymetrics for their graduate hiring. They changed the orthodox method of recruitment and introduced a new way of recruitment. As a result, Uniliver had a number of good applicants and have declared it to be one of the best recruitment till date. Hence, I think resumes will vanish in the future and AI will have a great impact on the future of Recruitment.
The sentiment of communicating to work has been a major concern of upcoming future generation. According to survey it has been a review of that most Indians (78 per cent) desire a shorter commute time. According to 47% Indians are failing to be productive outcome and 48% don’t try to even do so.
Due to lack of communication people even fear to come forward for the same which perhaps misleads them to the lower communication skills .According to survey done by LinkedIn though there are vacancies youth generation lacking up with the same fear.
Resumes are that document which helps a recruiter to have a clear idea about the candidate’s personal information, educational qualification and extra curriculum. But the question arises whether this recruitment is good or not? Because when a recruiter looks at the resume the person makes an assumption about the candidate’s knowledge from their marks of academic and their interests and they don’t even try to consider the practical knowledge or ability of doing work on the ground level. We are in the era where the education system is focusing on the students Holistic development of personality so what is the need of writing a resume and mentioning their academic score and whatever they had done in educational life. At the time of interview the whole interview goes around that resumes. To know the ability of a person while recruiting, the interviewer should have a blank mind about the candidate because sometimes a candidate is not good at academic but very good at doing work and vice versa. Because it is not necessary that the work situations will be always according to the interest and academics of candidates. So it could be a new and improved way of recruiting a candidate without resumes with having great talent to tackle unknown and unexpected situations.
According to me I would like to go for the topic as we know technology is changing the world which has changed the approach of dealing with the businesses. Since resumes allow the recruiters to portray a rough image and background of the candidate. With ever rising growth in technology, machines will take over recruitment. With Artificial intelligence on the rise, companies would rather consider investing in technology that simplify the hiring process. This can help to workings the time spent in reviewing resumes, sending out job postings and creating out the entire recruitment process. Introduction of such technologies in the process of recruitment will reduce gender bias. It will ensure intelligence inclusion and hence improve gender diversity. Machines won’t be distracted by the little things that bias humans, meaning will be able to find the candidates most qualified for the job.Technological tools will also help recruiters to test for something called LQ. If the candidates learning quotient. The ability to come into new situations, learn, and adapt. It’s basically being able to learn, unlearn and relearn with a smile on your face.To stay ahead of the curve and find the talent that will build your company’s future, emerging Technology must be used in recruitment to enhance same process. Understanding how Technology beauty shape recruiting will be the future trend in the recruitment process.