The Role of Pre-Employment Assessment in Hiring

The Role of Pre-Employment Assessment in HiringThe Role of Pre-Employment Assessment in HiringYou dont want to hire an employee who will give presentations to clients, eitherbei internal or external and then find out that she is so nervous presenting that she cant get a coherent sentence out of her mouth when standing in front of a group. You dont want to hire a programmer who doesnt know the programming languages listed on her resume. How do you ensure that the people you hire arent just making stuff up in the interview? The formalbackground check helps, for sure. But, in anotlageher great way to determine appropriate background skills, many companies check the candidates actual skills through pre-employment assessments. You want to do any pre-employment assessment correctly, so keep in mind the following issues Only ask your most qualified couple of candidates to participate in a pre-employment assessment. Its not fair to ask marginal candidates to spend the hours necessary for the pre-employment assessment unless they are a finalist for the position.Set a time limit for any pre-assessment you request. Any work that you ask a candidate to do is taking time out of their busy schedule. Never ask your candidate for anything that requires mora than an hour or two of preparation and testing unless you are willing to pay consulting fees for their time. The pre-assessment test selected should not become your work product. Dont ask a graphic design candidate to design a new logo, then not hire that person, and use the logo. Dont ask an analyst candidate to write a report, and then use that report. Thats called stealing work. And remember, your job candidate owns the copyright on whatever they produce. Their product is not work for hire because you didnt pay for it.The pre-employment assessment should relate directly to the job. A basic math test is a must for grocery store cashiers, but not for the people who collect the carts. Asking an administrative assistant cand idate to do a sales presentation makes no more sense than asking a sales candidate to do a python coding test. Pre-Employment Assessments While many companies test for technical skills (appropriately for software developers) or do personality assessments which are always open to interpretation, the following pre-employment assessments may provide more useful information. Presentation Skills Does the candidate know how to handle herself in a presentation? Can she create engaging PowerPoint slides? Can she answer questions mid-presentation without being caught off guard and losing her place? Can she speak clearly and coherently? Remember, when you request your candidate to make a presentation as a pre-employment assessment, you need only a short time, 10-15 minutes, to assess your candidates skills in presenting. Internal Technical Skills Technical skills are easy to spot on a resume, and likely your applicant tracking system returned this resume because the keywords matc hed. But it is one thing for a candidate to say, I can do X, and another thing for her to demonstrate the actual skill. While your applicants resume may look impressive, the person may not be able to effectively demonstrate the actual skill you need. Why is that? The possibility that the candidate exaggerated her skills always exists, but you also need to consider the possibility that you and the candidate think about the skill differently. When you ask a candidate, can you work with Excel? the person may think, yes, I can make graphs, and I can add columns of numbers, so yes. But, you, the employer, are thinking, We create macros that communicate between databases and generate automated reports. Often, a person who is doing the job right now is the best person to assess whether the candidate has the needed technical skills. Analysis Skill Assessment Many people have analyst roles in the workplace, but what the job title, analyst, means varies widely from job to job and company to company. Just what will you need your new employee to analyze? Give her a pre-employment assessment that is a sample analysis assignment with a report to write. Her output will demonstrate whether she understands what is going on, or not. Customer Service Just how do you assess a candidates customer service skills? Give her a customer, an employee playing the role of a customer, of course. How would she handle an irate person? Or, what does she do to make a customer feel listened to and heard out? Remember that you havent trained the candidate on your company protocols, so dont grade her based on following your three steps for conflict resolution. Look at the candidates overall performance and interaction and ask yourself whether you believe you could train her to your performance standards. You need to determine if she has the base that you can build on. Feedback How does the candidate react when you give her feedback on your pre-employment test? Does she balk and become defensive? Does she calmly explain why she did what she did and ask you for additional information on why you made the suggestions you did? This isnt an opportunity to verbally assault your candidate but an opportunity to assess how she reacts when she is under pressure. Its just normal feedback, I agree with your analysis on X and Y, but I disagree with Z. Can you explain a little bit more about how you drew that conclusion? Dont Forget Your Goals in Using Pre-Employment Assessment The goal of pre-employment assessment is to determine if the person is capable of doing the job, with the amount of training you are willing and able to provide. You should never expect perfection on a pre-employment assessment because each company has its own standards and protocols. Keep this in mind when youre evaluating pre-employment assessments to use with potential new employees. This understanding will help you find the best person for the job. Remember, business is always changing, so hirin g the candidate who can learn new skills is more important than hiring the person who does the job perfectly today.

What New Grads Need to Know About Getting an Engineering Job

What New Grads Need to Know About Getting an Engineering JobWhat New Grads Need to Know About Getting an Engineering Job Attention classes of 2019 and 2020 If you are looking to snag an engineering job when you graduate, weve gathered everything you need to know- from whether you need to add an internship to your resume to what skills you need to highlight- from Philips top recruiters.While some companies may welcome candidates with majors outside of their chosen fields, that is not always the case with engineering, says Amy McNair, a Philips campus recruiter. When it comes to supply chain management and design engineers, its best to have a major in those areas, she says. You really need to have specific experience, McNair explains. For example, if you really want to work in supply chain management , You really cannot climb the corporate ladder without specific training, McNair says. However, we are hiring right now for our quality team, which is not tied to a specific major, she adds.According to Becky Abrahams, a campus recruiter at Philips, those seeking an engineering job should have an internship under their belts. At Philips specifically, recruiters often look for candidates with relevant technical skills- such as CAD or Solidworks- or programming experience. People who have previous software experience including coding and software programming, through an internship or a past position, will have a leg up, Abrahams says.And zeroing in on a role-specific internship is also a smart move Our hiring managers are often looking for role-specific internship experience, Abrahams says. While some hiring managers are mora open-minded than others, Abrahams says, specific engineering or software candidates need to come to an interview/company with specific experience. If youd like to work at Philips, recruiters there will look for passion , they say. Abrahams says recruiters specifically will ask (and hope to answer) these questions about ap plicantsThese are great questions to consider- regardless of where you aspire to work. If you do aspire to work at Philips as an engineer, really research the company, and dont be afraid to share your excitement to work at Philips, advises McNair. Show your interest, do you your research. And be prepared to share your why. Philips will also look for someone who is ready to jump right in and contribute to the team from the start, she says.

How to Quit Your Job Professionally and Gracefully - The Muse

How to Quit Your Job Professionally and Gracefully - The MuseHow to Quit Your Job Professionally and Gracefully Over the course of my career, Ive had three Hey boss, Im quitting talks. One involved tears (of sadness), one involved tears (of happiness- though I saved them for after the meeting), and one involved my boss asking if I could take him with me. All of them, though, involved a gut-wrenching feeling that was equal parts terror, fear, and guilt (and OK, maybe a little excitement). Sound familiar? Whether youre thrilled to be leaving a job you really love, having that conversation is rarely easy. Theres plenty of advice out there on the basics of how to quit your job Break the news, express gratitude for all the opportunities youve received, and show that youre committed to transitioning your responsibilities. But lets go one step further and talk about how to make having that conversation a little less painful. Here are a few things to keep in mind Remember This Happens All th e TimeYoure bedrngnis the first person whos ever quit, and you wont be the last. So, if youre scared your boss will be shocked, throw a fit, or be personally offended, take a deep breath and repeat This is a totally normal part of the working world. notlage to mention, your boss might not be as blindsided as youd think after weeks of emergency dentist appointments and your Monday-morning Hey, can we chat for 15 minutes today? email. That said, youll also want to prepare for the reaction you might receive when quitting a job. It probably wont be a screaming fit (I hope), but it might be a counteroffer or a guilt trip to try to get you to stay longer than the notice youve given. These are pretty normal, too, and Muse expert Katie Douthwaite Wolf walks through each of ansicht reactions to your resignation, and exactly how to plan for each one. Speaking of planningRemember You Should Lead the ConversationIve definitely been so worried about the initial So Im leaving line that I didnt pr ep for anything else- and had to bumble my way through the rest of the conversation saying things like, Um Im going to freelance? Maybe take some classes? So take it from me Before you go in, make sure youre armed with and have practicedThe Answer to Where Are You Going?The trick to answering where youre headed is to be honest, but brief- no one needs to know all the details of your new companys awesome perks or just how much more youre making. If theres a reason you cant be totally open- you havent signed your offer letter, youre going to a competitor- thats OK, but give as much information as you can I cant be public about it just yet, but its a marketing position at a startup where Ill be doing highly creative social campaigns. Or, if youre quitting with nothing on the horizon- Ive done that too- something like, I have several possible options, and Im taking a few weeks off to recharge before I land. The Date of Your Last DayTwo weeks notice is the bare minimum, though if you hav e a high-level role, are in the midst of an extremely busy season or complex project, or arent easily replaceable, its worth thinking about giving a bit more. If youre not sure how to decide, Muse career expert Jennifer Winter DeRome offers some good guidelines for following two weeks notice etiquette. An Overview of Your Transition PlanThis, ultimately, is what your boss is worried about most What will he or she do next? You dont have to have a detailed transition plan in place (though you should get to work on that ASAP), but you should outline a few thoughts about what youll do in your remaining time. Preparing these statements and doing a dry run of the conversation will make you feel much more comfortable when youre actually having it. That, andRemember the Reasons Youre LeavingWhen youre approaching your managers office, its easy to remember all the reasons you should stay. You know the drill here, your co-workers arent that bad, and your boss really does need you at the event next monthStop. And reflect on not only your motivations for looking for a new job in the first place, but also for deciding to make this next move- a higher-level position, work you care about, more money, less stress, all of the above. Assuming youve thought through this decision and made it with eyes wide open, its likely a great move, and youre going to feel amazing once this next step in the transition is over. Keeping that feeling in mind as you walk in will help you stay calm, positive, and energized rather than panicked. Of course, if youre leaving not because you hate your job but because youre, say, moving across the country for your spouseRemember This Isnt the End of Your RelationshipRemember those bosses I mentioned above? Im still in touch with all three of them. The world is small, and its common (and a really, really good thing) to maintain relationships with former co-workers. So if part of your anxiety is actually sadness that you wont be seeing these people every day, keep in mind that this isnt the end of the road. There are plenty of ways to stay in touch, plus you may have opportunities to collaborate in the future- or heck, even work together again. Having the talk is never easy. But, I promise Once its done, that gut-wrenching feeling is going to be replaced by a wave of relief and happiness that the next thing is just around the corner.

What to Expect When You Give Notice at a Job - The Muse

What to Expect When You Give Notice at a Job - The MuseWhat to Expect When You Give Notice at a Job Whether you adore your boss or loathe her, letting her know youre quitting is tough stuff because you never really know how its going to go. Since the range of possible scenarios is basically infinite, it may be useful to have a sense of what you might face when you give notice. These 10 stories are just a taste of what can happen when you tell your kollektiv youre quitting.1. The Time My Leader Shunned MeMy last company welches bought out, leading to a ton of acquisition pains. Eventually, my team welches placed in a new department, and our new leader lived in a different state, so Id only met him over the phone. He welches scheduled to come to our offices in early June, which just so happened to be the same week I gave my two weeks notice (to my direct manager, not him). When he got to town, he pretty much avoided my existence and never even said hello. I understand I technically cho se to leave his team but really you couldnt even say hello to me?2. The Time My Boss Rooted for MeWhen I welches ready to resign and start a new opportunity elsewhere, I let the CEO know directly. The first thing he said to me welches, What took you so long? Id been promoted three times in less than two years (for context) and was still charging through the work I was given. I think he and I both knew that it wasnt the best culture fit for me, and he was just waiting for me to make my move.3. The Time My Company Was in DenialA few years back, I decided I was going to leave my job, after having been with the company for five years. I didnt have anything else lined up I was planning to take time off before my next corporate gig to travel, advise startups, and do some independent consulting. I managed a big team and there was no obvious successor for my role, so I wanted to work with my boss to plan a nice, smooth transition. Because he worked in another location, I told him by phone t hat I wanted to leave within the next few months. I thought wed agreed to work on a transition plan- until he went missing. For six weeks, he didnt pick up my calls or answer my emails. It was as if he figured that if we couldnt speak or correspond, I couldnt leave. I finally had to send messages that said Im going to leave, plan or no plan, so we probably should talk. He ended up waiting until the last minute and shoving my job on some poor guy who didnt want it and who couldnt relate to my team. Sigh, the best of intentions.4. The Time a VP Made Up a Story About MeId taken what seemed to be the opportunity of a lifetime with an international startup where Id have the chance to build and manage my own department. Unfortunately, after a few months on the job, I came to realize that things werent as they seemed. I grew increasingly depressed and was literally dragging myself into the office every day. My only ray of light had been a VP, who seemed to understand what I was going throu gh and regularly commiserated with me about the endless list of problems at the company.He was incredibly supportive to my face when I gave notice, but I later found out that he was telling everyone who would listen that I was likely leaving because my marriage was falling apart and that I couldnt handle the pressure. He also suggested that I didnt really want to work at all and was like an old lady who just wanted to retire and live on a boat. Id never discussed my marriage with him (nor was it in any sort of trouble) and I was 29 years old and very eager to build a career. But Ill give him the boat thing- that would be awesome.5. The Time I Earned a Co-workers RespectWhen I put in my resignation, one of my co-workers, the most feared (due to his acerbic wit and extremely sharp tongue) sought me out to find out why I was leaving the organization. I never knew how much he respected me until he expressed his sincere regret that I was leaving the team. I think I almost cried after our conversation.6. The Time My Manager Tried to Play the Power CardI was hired for a new position within my company. During the two weeks when I was wrapping up tasks with my department in preparation for stepping into my new role, my boss insisted on giving me a performance evaluation. Granted, this was during the companys annual review period, but it still felt strange, considering I was leaving, so I questioned it. My boss snapped at me and insisted that we meet. Fortunately, HR came to the rescue and shut it down. My manager bitched about it for a good 10 minutes while I looked on in amusement. When she pestered me for a (big) favor a month after I started in my new role, I politely declined.7. The Time I Got a Free Lunch Out of ItThe first (and only) time I resigned, I was absolutely terrified I was quitting my finance job to move into recruiting at a startup- a complete 180. While I was very excited for this next step, I spent the whole weekend a nervous wreck. Although my manag er was a nice guy, Id only been working for him for a short time and we didnt have a close relationship. I rehearsed a whole speech and even cleaned out most of my desk in anticipation of being told to leave on the spot. Come Monday morning, I pulled my manager into a room and told him that I was going to take the next step in my career and had decided to accept a new role. To my surprise, he was incredibly supportive, immediately congratulated me and seemed genuinely excited for me. He accepted my resignation (I didnt have to leave immediately), and we talked briefly about a transition plan. During my remaining time, he took me to lunch to say goodbye, and he even took an interest in learning about my new role and company. The transition was quick and easy, and I left on very good terms.8. The Time I Became Everyones ConfidanteI gave six months notice twice. When you give a lengthy notice, everybody, all of a sudden, wants to tell you everything they really think about the employer , their job, and the boss cat. Ive never had so many instant close friends telling me their deepest, darkest secrets simply because Id made the decision to move on. I felt like I was somehow voted team therapist without being asked if I was up for the position.9. The Time I Quit By AccidentI accidentally gave my resignation. I sensed I was coming to the end of my run at the company, and it had been on my mind for a few weeks, but I didnt mean to blurt it out when I did. I was on my weekly check-in call with my manager, and we were reviewing my sales pipeline, which, truthfully, was pretty weak. Before I realized what I was doing, I said something along the lines of, Yeah, I only have one deal thats going to close this month, I dont have any meetings booked for next week. I havent done much prospecting...and I think Im just sort of done. When she asked, Wait, you mean done done? I said, Yeah I think so. She was so awesome about it, telling me to take a week to think about it and make sure its what I actually wanted. She also asked how she could help, so I guess you could call it a happy accident.10. The Time I Shouldnt Have ListenedI had a great relationship with my boss and credited her openly with teaching me almost everything I knew about my industry. As much as I loved my job, after five years with the same company I was feeling ready to take on a new challenge. So, after securing an exciting new offer I told my boss (through tears) that it was time for me to move on. She then flipped everything on its head and revealed that she was leaving too. But wait- she wanted me to hold off on telling anyone else because she wanted to tell the CEO her news first. She insisted this would be the best way to handle it, and I trusted her. Long story short, I came off looking like the jerk who was only giving a single week of notice (even though Id really given two). I received a lot of flak from my co-workers, while she sailed out on heroic terms.People- if you havent fi gured it out yet- are wildly unpredictable creatures. You never know if a colleague you thought hated you will want to be your best friend the moment you announce youre quitting or if the CEO will give you genuine well wishes. None of these stories should alarm you, however. If you find yourself ready to give your boss two weeks notice, just make sure youre as professional as possible and 100% committed to your decision. If you do that, then no matter heidewitzka the other party reacts, youll know you did everything right.

How to Recruit Like a Top Ten School

How to Recruit Like a Top Ten SchoolHow to Recruit Like a Top Ten SchoolHow to Recruit Like a Top Ten School MatusonHave you noticed how some colleges and universities are experts in attracting top talent to their schools? unterstellung schools provide employers with some valuable lessons in how to attract top talent.Here are some best practices you can apply to your organizationtorecruit top talent.Image matters. Visit the website of any top ten school and the first thing youll notice are photos of happy students participating in various activities.These images attract prospective students by providing a visualization of campus life. They also aim to engage parents, who are usually involved in important decisions like college or first jobs (think Millennials.)Take a look at your company website. Does it generate interest in your workplace or are you tempted to quickly move on?If not, think about your audience. Who are you trying to attract? Consider putting together some focus group s that consist of the sort of candidates you are seeking and monitor their impressions. Then make adjustments accordingly.Be selective. All of the top ten schools are extremely selective and everyone knows it. They dont hesitate to include their selectivity in their branding. Prospective students know if they are fortunate enough to gain entry into one of these schoolstheyll be part of a community of students who are equally focused.Everyone wants to be on a winning team. Yet todays top candidates can be choosy. They have high expectations for themselves and expect just rewards in return. Be sure your companys online reputation will meet their expectations and that your employer brand reflects that story. Assemble a team of ambassadors. Most campus tours are conducted by a student ambassador whose job it is to engage visitors and leave them with a great impression. Only the best and most enthusiastic students need apply for these jobs, as they are representing the university brand.T he geschftliches miteinander equivalent of these campustour guides are known as brand ambassadors. These are your best and most enthusiastic people. Are these folks participating in your hiring process? Or are you relying on individuals who view recruiting as a chore?First and last impressions count. Make sure the employees who interact with candidates and who conduct interviewsare as excited about working at your company as those student ambassadors are about representing their school.Showcase the best parts of your organization. A college tour wouldnt be complete without a walk through the multi-million dollar student fitness center or the new dining hall that looks more like a restaurant than a place where students dine.Companies often showcase the worst features of their offices. Carefully consider your choice of interview location. Avoid the usual basement or room with no windows. Instead, showcase the best parts of your company so that you are appealing to candidates you are t rying to attract.Respond to all applicants. Even the most selective schools make it a point to get back to all candidates who apply. Although perhaps its not always the nachrichten a prospective student wants to hear, studies show that this type of communication is highly valued.Remember that candidates arefreelygiving you their time and interest. In return, at minimum they deserve a letter telling them that an offer will not be extended. This correspondence is an essential part of the candidate experience. As such it will go a long way toward helping your employer brand.Involve peers in the interviewing process. Top ten schools encourage prospective students to speak directly with students. Many offer candidates the opportunity to spend a day on campus and experience life as a student, thereby allowing them to make an informed decision before committing to a particular school.Similarly, invite your top candidates to spend a day with their prospective team members. Granted, some may choose to work elsewhere after doing so, but thats not necessarily a bad thing. Those who commit will know exactly what they are signing up for when they accept a job offer with your organization. This can provide twobig benefits it will improve your job offers and help to lessen employee turnover.Reconsiderpreviously-rejectedcandidates. Colleges and universities often welcome previously-rejected students with open arms.Many students re-apply and are accepted as transfer students, after gaining experience at other schools.Hiring managers reject candidates for a number of reasons. As candidates mature and business needs change, applicants who may not have been a good fit a year or two ago may be the exact fit today. This talent pipeline will be particularly helpful for seasonal hiring needs.

The Tried and True Method for Pinterest Resume Template in Step by Step Detail

The Tried and True Method for Pinterest Resume schablone in Step by Step Detail The Lost Secret of Pinterest Resume Template A verified account will include a checkmark near their domain in the search outcomes. As an example, website-specific words like free delivery and privacy policy are more inclined to exist on an internet page and would receive lower IDF scores. An important thing about this website is it is curated. Pinterest is a completely free site that requires registration to use. Everything from your introduction to the questions that you ask can help you acquire the absolute most out of an interview. Our questions are created particularly to steer clear of paintball moments. Following your interviews, you will hear from your recruiter in the days following to talk about the outcome. The Pinterest interview procedure cares about more than only a candidates capacity to code. Its a fairly collaborative practice. As soon as its always best to spend time designin g the ideal solution, make certain you dont wind up in a circumstance in which you dont have enough time to implement it. By way of example, running through a number of test cases or drawing some figures to illustrate the problem will allow you to understand just whats expected, and it is going to also highlight your capability to communicate and plan out your work. No matter your degree of job practical experience, your resume format is critical to making your application stick out. Alternatively, you are able to go through the recruiter to discover the perfect way to follow up. Varying backgrounds and perspectives strengthen our business and our collective effect. Even though most of resumes should offer data in your work and education experience, along with your abilities and achievements, there are unique strategies to present this info. Even though most of resumes should offer advice in your work and education experience, as well as your abilities and achievements, there are various ways to present this info. Users will observe prices, be in a position to select certain schriftarts of a product (such as the color), and then they can tap the button to purchase the product. In addition to that, you have the free resume fonts and icons you see here so you will be capable of making something similarly magnificent. Theres a graphical summary of the amount of times each Pin It button is shown on your site and the variety of clicks on this button. In 2015, Pinterest implemented a quality that makes it possible for users to search with images rather than words. You may want to look at employing a photographer or a graphic designer so that your images stick out on Pinterest Icons make it simple to concentrate on each individual resume section. Templates may be used for making CV, resume so as to apply for jobs. This template is just one of the greatest in part since its quite modern. Heres What I Know About Pinterest Resume Template It requires courage to produce these changes you dont wish to irritate your very best users, but you have to keep that next 100m users in mind who cant tell you exactly what they want. You can take advantage of this section to determine what works best with your present audience. Globally, the website is the most popular with women. It is a significant location for those who wish to advance their skill and become superior designers. Getting the Best Pinterest Resume Template Share any item pain points or regions of improvement in the interview along with how you may be involved in helping the company succeed. The Repins section in Pinterest Analytics includes a summary of the absolute most repinned Pins from the previous 30 days and the very same for Pinterest boards. Making the most out of the non-technical details of the interview can make certain you and the company are a great match Pinterest really isnt the only site that provides this type of experience. The Nuiances of Pinterest Resume Template There are lots of different Pinterest scripts that you may pick from out there and it can make deciding on which Pinterest clone to utilize for your site extremely difficult, especially in the event you dont know what makes them different. Your job isnt to construct the features your users ask for, its to ask the correct questions that aid you in finding the scalable solution the solution that most users will do. If Pinterest would like to deliver a richer experience to new users, they have to make sure relevant content from the beginning. If you are thinking about why, the response is because Pinterest users pin content and products theyre interested in, products they need to buy, they create their wish lists (what they would like to buy, where they wish to travel, what they wish to see, what they need to do, etc.). Decompiling wont bring about code that fits with your teams code quality standards. Every visual object in a Pin is a chance to search and disco ver. The ultimate aim is to fit the whole Pinterest graph in memory. Finally, skin tones are merely the beginning of building a more inclusive search. How to Get Started with Pinterest Resume Template? Printable pages have made life much easier and hassle-free. This website specializes in people sharing their drink thoughts and recipes of drinks that theyve tried or would want to test out. Pinterest Resume Template - the Story Its generous in the manner by which the graphics appear. When youre confident you realize the issue, discussing the details will demonstrate the interviewer youre contemplating how to compose a solution thats production-ready. Actually, 3 significant troubles.

Resume Showdown Video Resume vs. Traditional vs. Social

Resume Showdown Video Resume vs. Traditional vs. SocialAs a hiring manager, youre used to having a lot of information at your fingertips. You often need to skim through dozens, if not hundreds, of resumes to find the right candidates. Once youve found the top prospects, you have to screen them and interview them, whether in person or through a video interview. Then you have to make a decision on the best candidate for the job. During this process, youre using all the information you can find to make sure youre making the right decision.In recent days, the resume stage has begun to offer more insightful information into a candidates skills. But whats the difference between a video resume, a traditional resume and a social media profile? And how can you evaluate each?Its important to know the strengths and weaknesses of each kind of resume and how each can help you source and evaluate great candidates. Youre looking for the very best to fill your open positions and the increasing varie ty of resume formats can be a giant help in the process if you know how to use them. Lets look at the resume types you could receive and how they can be utilized to capture top talentThe Traditional ResumeWe all know what the traditional resume looks like basic information, skills and experience. Youve probably binnenseen hundreds, if not thousands, of resumes for every kind of open position. In fact, most recruiters are so used to evaluating resumes that each traditional resume only gets about six seconds of attention.The benefits of a traditional resume lies in its ability to impart information quickly for hiring managers looking to weed through a stack of candidates. This will help you sort the wheat from the chaff and focus on only the best candidates.Unfortunately, resumes are rarely a comprehensive picture of a potential candidate. Many candidates look better on paper than they do in the workplace. Conversely, many candidates passion and ambition just doesnt come through in on e page. And sometimes the best candidates will get weeded out by your keyword-obsessed applicant tracking system.The Video ResumeThe video resume is a 60-second video of a job seeker speaking on film about their skills, qualifications and experience. The benefit of these resumes is the ability to see candidates in person without ever scheduling an interview. It gives hiring managers a more personal feel for the candidate much earlier in the process.More importantly, you get to see if candidates can back up the intangibles on their traditional paper resume. For instance, citing superior communication skills on a paper resume can be hard to verify. In a video resume, however, the candidate will be forced to put those communication skills on display.Unfortunately, some candidates can be camera-shy or just dont realize video resumes work differently than in-person meetings. Some candidates will trip themselves up by recording their video resume in a dark room or with a disbestellungly b ackground. While these candidates might be great workers, their inability to adapt to the video format can seriously undercut their message.The Social Media ProfileIn todays social media obsessed world, more job seekers are turning to their favorite social platforms to get a leg up on the job search. Social media profiles can tell you a lot about a job seeker, including written communication skills and professionalism. They can also give you insight into a job seekers passions and ambitions. Best of all, you can use social media to connect with interested candidates and build up a talent pipeline for your company.However, social media can be a slippery slope. You want to make sure your candidate is professional while also realizing that many candidates use social media at least in part to connect with friends and family. Employers have also been getting into trouble lately for demanding job seekers turn over social media passwords.Each type of resume has its own set of strengths and challenges when used to evaluate top talent. The best policy is to balance each type of resume video resume, social media profiles and traditional, in order to get a fuller view of applicants. This way you can focus on interviewing and hiring the very best.How do you evaluate each type of resume? Share in the commentsIMAGE Courtesy of Fllickr by jjpacres