The traditional resume is at the heart of the recruitment process and yet some companies have chosen to do without it. Thanks to this, they meet candidates they would not have been interested in at first sight. As a result, the recruiters' first analysis is on the person and not on their resume.
However, setting up an application system is not for everyone. Indeed, we must not lose sight of the fact that a job does not necessarily imply knowing how to write a resume. If it is certainly an atypical recruitment method, it does not correspond to all sectors of activity, for example the health, transport and finance sectors. On the other hand, a job for which no qualification or diploma is required is more likely to be suitable for this new process.
So why and how do you recruit without a resume? In this article, we will present you the reasons and the different possible methods to implement this practice.
Why recruit without a resume?
There are three main reasons why the resume is not the most effective tool for selecting candidates.
First, the resume contains a lot of information, some of which is more important than others depending on the position being filled. Unfortunately, this can often lead to discrimination, as it would take extra time to analyze each resume in order to make a fair selection. The reason for this is the need to compare resumes on the basis of certain criteria and to take the time to identify the elements without making bad judgments.
At the same time, the resume does not reflect the real skills and motivations of a candidate. The cover letter is no longer necessarily relevant. Coupled with the summary of the resume, they do not allow candidates to demonstrate their potential and abilities. Moreover, the information provided in the resume can sometimes be erroneous.
Finally, resumes will naturally favor the more "traditional" profiles. Candidates with a better degree and more relevant experience would then be favored while hidden talents may be present in other backgrounds.
The 3 reasons to recruit without a resume: comparison, unique insight, diplomas
For all these reasons, recruiting without a resume can be a good practice. In any case, it is a significant alternative to reinforce your teams. But how to apply this method?
1 - Using LinkedIn
As digital technology has become more and more important in our time, it would be interesting to question the usefulness of the resume when LinkedIn is technically a "public resume". As the preferred network for professionals, recruiters often tend to use it for sourcing. As a result, a talent who has perfectly filled out his profile will have almost no professional secret for you.
2 - The co-optation
More and more companies prefer to use co-optation, a process by which employees of the company can propose a member of their network as a candidate. Based on the confidence of this recommendation, you can arrange an interview without having to analyze the resume. With this process, you get a more direct feedback. To motivate your teams to participate in this recruitment effort, you can introduce a bonus (financial or not) for co-opting.
An employee could very well recommend a candidate through his network
3 - The video
Recruiting without a resume doesn't necessarily mean without a presentation, in fact, the video presentation of candidates can reveal their personality. Well done, this practice can make your recruitment attractive and original. At the same time, this tool can be a time saver, as the questions are written beforehand and each candidate answers them on their own. For example, you can ask them about the skills they have developed thanks to different professional and personal experiences. However, if there is no direct exchange, you can quickly lose the human side. An interview can be complementary to this method.
4 - The Assessment:
A resume is only a visual representation of a technical background, so it is difficult to determine behavioral skills and personality. This is why some recruiters use assessment, a true recruitment 3.0 tool, to objectify their selection process. This method aims to evaluate and identify a candidate's skills in real-life conditions. through role-playing. It is the most reliable method for evaluating a person before they are hired. However, there are many different types of scenarios.
4.1 - The practical tests
With or without a resume, a candidate can say whatever they want about their experience and career. Therefore, it is necessary to test them. Indeed, a diploma is not everything. Practical tests can be a solution, think about the missions entrusted to the employee after the hiring and propose to the candidates exercises corresponding to this activity. Once you have seen the results, you will be better able to detect the hard skills or technical competences of the different profiles.
It is also possible to have a day of immersion in your company with a professional scenario. However, it is not only the technique that is important.
4.2 - The questionnaires
If hard skills are important, soft skills are just as important. Otherwise known as behavioral skills, they are becoming increasingly important in the recruitment process. As a result, many services have been created to evaluate candidates in order to help recruiters in their decision.
The Internet is full of companies offering online questionnaires to help you select the right candidate. However, these become very time-consuming and are no fun for the interviewees.
4.3 - The Yuzu solution
The Yuzu solution combines the advantages of assessment (reliability) and online questionnaires (logistical simplicity) while improving the candidate experience thanks to the immersion of video games. Thanks to our scenarios, you will have an objective vision of the behavioral competences evaluated. In terms of accessibility, all of our services are available in the cloud, so candidates are tested on their soft skills directly from their computer. Afterwards, an evaluation report is automatically generated. This makes it easier and faster for you to recruit while setting your company apart in the search for the best talent.
5 - The Dating Jobs
Another popular approach is the organization of job dating. This is a key event for companies and candidates to meet. Thanks to these conversations, candidates can distinguish themselves in a different way than with their resume. This first step of the recruitment process gives the recruiter or manager an idea of the human and social qualities of the talents. This method allows for real meetings that are very human-oriented.
For example, we can mention the operation "From the stadium to the job" where recruiting managers organized a sport practice to find out the potential know-how or human aptitudes of the candidates.
An initial face-to-face discussion without focusing solely on the resume
Bonus - The afterwork
In this same continuity, the afterwork is another asset to be used to find candidates and make them experience a pleasant and relaxed moment. If the candidate is there to find the ideal job, the company's objective is to discover talents.
However, afterworks remain above all social events. Companies choose a suitable venue with a relaxed atmosphere, such as a bar, restaurant or coffee shop, sometimes even unusual places.
Employers sometimes do an online pre-selection before the afterwork to make sure they meet candidates with the right experience and education. However, the resume is generally absent during this type of event. Like job dating, it is a simple way to promote people.
We are still far from the disappearance of the resume. Still very much a part of our practices, it is often relevant to assess the technical skills of a candidate. However, new phenomena are appearing and it is not certain that its omnipresence in the recruitment process will last forever. Recruiting without a resume is a modern and efficient approach to find the ideal talent in your context, especially when no diploma is required.
As we have already discussed, there are many ways to get rid of the resume: co-optation, the use of LinkedIn, video recruitment, assessment or even the organization of job dating or afterwork.
Thanks to all this, you will get a more complete and precise understanding of the skills and personality of a candidate. You can also take advantage of it to improve the attractiveness of your company with a new candidate experience. This approach can also help reduce cognitive biases to make a fair assessment of candidates.