The state of the resume has been a hot topic in recruiting for years now. Is it dying? Is it outdated? Is it simply transitioning to a digital format?

Despite all this talk, I acknowledge that the resume remains a staple of the job search. Job seekers still head to their resume (and their online profiles) first as they prepare to apply for a job. This is partly due to the fact that recruiters are still placing a large amount of value on this document that supposedly contains the complete range of a candidate’s skills, experiences, and potential.

With recruiters deciding the fate of applicants within six seconds of glancing at their resume (and that’s if it makes it past the ATS), we have come to value formatting, SEO keywords, and a piece of paper more than the person behind it. And I believe we’re missing the point.

Although a way to articulate skills is necessary and the resume may be the standard (for now), we need to rethink our priorities. As CEO of randrr, I will talk to anyone interested in working with us. We don’t post job openings on our website; we simply ask people to send us the role they’re seeking, their dream job, and dream company. If they’re interested in us, I’m interested in them.

I’ve been in the industry a long time, and to me, the resume is the equivalent of the medical history form you sign at the doctor — it’s important, but the accurate diagnosis comes from the actual examination with your doctor. The true value lies in the interaction and conversation.

Job seekers feel the same way. I’ve had thousands of conversations with people who say that they would feel much better about the job search process if they could just talk to someone and tell the whole story. Today, job seekers are held at arm’s length and given little to no access to employers, when all they want is to be able to share their interests and skills.

We need to shift our focus from a piece of paper and weeding out candidates to having real conversations and building relationships. I’ve hired dozens of people without looking at a single resume. Personally, I don’t think a resume can paint the full picture of someone’s skills and capabilities.

A two-way conversation delivers much more insight into the potential of a working relationship. Through a conversation, I can see the whole person, which includes their:

Personality — Will they fit our culture? Are they confident enough to take risks? Are they comfortable with criticism and adversity?

Passion — Are they truly interested in this job? Does this role align with their career goals? Will they add innovation and value to the company?

Soft Skills — Do they think critically? How do they communicate? What is their emotional IQ? Can they handle pressure?

These are just some of the qualities I can discover through genuine dialogue with a candidate that can’t be conveyed on a resume.

Let’s think about the candidates as well; it’s definitely not just the employer who benefits from this exchange. The job seeker will get a better understanding of our company vision, goals, and culture through a conversation than on a careers page on our website. The job search is consuming enough of their time already, and slaving over resumes isn’t getting them anywhere.

With conversation, job seekers can receive feedback and an honest opinion of their marketability immediately — rather than waiting weeks for a reply other than the automated “Thanks for your submission!” email. They can get a better idea of whether the job will fit their career goals, and whether they can envision themselves making a difference in this role. Most important, they get the chance to communicate exactly what they’re capable of.

Valuing personal conversation over the resume will help employers and job seekers alike find a better fit. We all long to be treated like humans, especially in the job search process — which could be much more relational and candid than it is now.

In fact, I view this undue emphasis on the resume as just a small symptom of a much larger problem — the focus of the recruitment industry on companies and processes rather than people.

This is a serious issue, and one that I’m determined to solve. I created randrr with the purpose of focusing on people, which is why we’re developing a cutting-edge career opportunities platform that gives employers and candidates opportunities to have conversations and develop meaningful relationships like never before. The job search has suffered far too long from a lack of genuine connection, and it’s time to make a change.

About randrr

﻿randrr (Reinvent and Revolutionize Recruiting) puts the power in the hands of people looking for career opportunities. With randrr, you can gain transparency into the companies you love, research and discover opportunities, engage employers, or get hired — all while keeping your privacy intact. No more getting profiled by endless headhunters.