Comments on: Is the Executive Resume Becoming Obsolete? http://executiveresumebranding.com/is-the-executive-resume-becoming-obsolete/ C-level / Senior Executive Personal Branding, Executive Resume, Career Biography & Online Identity Strategies for Executive Job Search Wed, 08 Sep 2010 14:33:50 -0400 http://wordpress.org/?v=2.9.2 hourly 1 By: Meg Guiseppi http://executiveresumebranding.com/is-the-executive-resume-becoming-obsolete/comment-page-1/#comment-197 Meg Guiseppi Mon, 08 Dec 2008 16:25:15 +0000 http://www.executiveresumebranding.com/?p=261#comment-197 Thanks for weighing in, Mark. I'm curious, as you are, to see how VisualCV pans out. I encourage my executive clients to get on board with it. It provides such a neat career marketing package -- all documents and other materials accessible in one place online. We'll see . . . -Meg Thanks for weighing in, Mark.

I’m curious, as you are, to see how VisualCV pans out. I encourage my executive clients to get on board with it. It provides such a neat career marketing package — all documents and other materials accessible in one place online. We’ll see . . .

-Meg

]]> By: Mark McClure Coaching http://executiveresumebranding.com/is-the-executive-resume-becoming-obsolete/comment-page-1/#comment-199 Mark McClure Coaching Sun, 07 Dec 2008 07:41:41 +0000 http://www.executiveresumebranding.com/?p=261#comment-199 Aside from the continuing requirements (e.g. the Google story in your post!) for the resume format, it's inevitable that hiring managers and HR with a range of age groups and "Web X.0" comfort zones, a candidate will need to cover the bases. Taking a paper resume to an in-person interview is still a rite of passage, it seems! I wonder how the visualCV approach will shake out - if (hiring) people make unconscious judgments and assumptions within seconds of seeing a candidate's story? Perhaps lots of new career opportunities for savvy image makers to the career professionals? Aside from the continuing requirements (e.g. the Google story in your post!) for the resume format, it’s inevitable that hiring managers and HR with a range of age groups and “Web X.0″ comfort zones, a candidate will need to cover the bases.

Taking a paper resume to an in-person interview is still a rite of passage, it seems!

I wonder how the visualCV approach will shake out – if (hiring) people make unconscious judgments and assumptions within seconds of seeing a candidate’s story? Perhaps lots of new career opportunities for savvy image makers to the career professionals?

]]> By: Meg Guiseppi http://executiveresumebranding.com/is-the-executive-resume-becoming-obsolete/comment-page-1/#comment-198 Meg Guiseppi Wed, 03 Dec 2008 20:38:25 +0000 http://www.executiveresumebranding.com/?p=261#comment-198 I appreciate your comments, Jennifer. And thanks for confirming that executives (and all job seekers) need to be LinkedIn. I can't tell you how many top-level execs I work with who have never even heard of LinkedIn before they work with me, and are skeptical of its value. -Meg I appreciate your comments, Jennifer.

And thanks for confirming that executives (and all job seekers) need to be LinkedIn. I can’t tell you how many top-level execs I work with who have never even heard of LinkedIn before they work with me, and are skeptical of its value.

-Meg

]]> By: Jennifer McClure http://executiveresumebranding.com/is-the-executive-resume-becoming-obsolete/comment-page-1/#comment-200 Jennifer McClure Wed, 03 Dec 2008 18:43:36 +0000 http://www.executiveresumebranding.com/?p=261#comment-200 As an Executive Recruiter, if I'm connecting via a cold call with top passive talent that was either referred or recommended to me, I'm definitely not going to start the conversation by asking for a resume. If I can get the candidate interested in talking with my client, I may even make an initial introduction without one. But usually, sooner or later, my client (and my company's database) would like to have a resume. People still like to have something to touch, write notes on, and if the candidate is hired - put in their file. Only the very, very top talent will likely get by without a resume. In my opinion, all others need one (which is the remaining 98%). As for LinkedIn profiles, etc. - those are always a good start, and may be what initially peeks my interest. I can also forward to clients for their review. However, they often don't contain enough detail to constitute a resume replacement. As an Executive Recruiter, if I’m connecting via a cold call with top passive talent that was either referred or recommended to me, I’m definitely not going to start the conversation by asking for a resume. If I can get the candidate interested in talking with my client, I may even make an initial introduction without one. But usually, sooner or later, my client (and my company’s database) would like to have a resume. People still like to have something to touch, write notes on, and if the candidate is hired – put in their file. Only the very, very top talent will likely get by without a resume. In my opinion, all others need one (which is the remaining 98%). As for LinkedIn profiles, etc. – those are always a good start, and may be what initially peeks my interest. I can also forward to clients for their review. However, they often don’t contain enough detail to constitute a resume replacement.

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