This week, LiveCareer asked a few of the hiring managers in our network if they prefer online or traditional resumes. We asked which version provides more meaningful information, and which version managers usually rely on more during high-stakes hiring decisions. Here’s how they answered.
“Personally, I prefer standard resumes. A one-page Word document should tell me everything I need to know in order to narrow a pool of 50 applicants down to five interview invitations. When I need to staff a programming position, I have a very specific set of data points to look for: years of experience, language fluency, leadership roles, etc. Strong candidates should be able to convey this info in a concise, standardized format.”
“I love online resumes ! When I have a position to staff, especially at the mid or upper level, I usually don’t need to do it in one day. I take all the time I need, and I use all the information at my disposal. We conduct Google searches, we skim through Twitter feeds, and we take a close look at all the material candidates provide on their personal websites, blogs, and digital resumes. I like getting to know a candidate very, very well before we even meet.”
“We look at online resumes if they’re available. But we don’t require them. And just because a candidate provides a detailed online profile doesn’t mean her chances are any better than anyone else’s. We have specific qualifications for our positions, and candidates either have these qualifications or they don’t.”
“Of course we look at online resumes. And if I have five candidates, and four provide me with detailed online resumes, the fifth one who provides only a one-page Word file won’t stand much of a chance unless her qualifications are truly exceptional."
“We don’t review online resumes at all, since we find this practice intrusive and it can easily expose us to protected information about the candidate (like handicapped status). This can lead to accusations of bias, which we don’t want. So if you have something to tell us about yourself, say it all in your resume and cover letter. Find a way.”
“We look at online information about our candidates, but only after we’ve already been through the resume review process and at least one round of interviews. Really, we just use online information as a last quick way of checking for red flags before we bring someone on board.”
“I love online resumes, and the more information candidates provide in them, the better. But here’s the thing: I don’t always have time to conduct an exhaustive online search for information about a candidate. So whatever you have to say about yourself, say it in your formal resume. The online version should be purely supplemental. And it should be very easy to find. No broken links!.”
Your resume can provide the deciding information that pushes you ahead of your competition. But incomplete or missing details can drop you right out of the running. Are you giving potential employers all the data they need to make an informed decision? Visit LiveCareer for templates, samples, and resume building tools that can keep your job search on track.