In an attempt to circumvent the keyword-laden resume game, job seekers are taking a more creative approach to captivating recruiters. Rather than dropping the resume altogether, the trend seems to be a breakaway from over-automation and a return to the heart of what makes a good hire. Laurie Barkman of The Resumator explains,

“We’ve been told for a long time, ‘This is how you do recruiting, and here’s what matters,’ but organizations are now more interested in interactions that help to determine a good fit. And more nimble organizations are looking at people beyond the resume.”

Sounds nice, but what’s working and what’s not? There are certain guidelines that you should always follow, regardless of mode of delivery. Resumes and the mulitmedia techniques being used are essentially marketing tools--and the function they serve isn’t changing. As Barkman states, “The question you have to ask yourself is, ...

First, a clarification: we’re not actually going to be talking about the New Kids on the Block in this article. Perhaps it was a bit misleading to use that phrase in the title, but we meant it in a purely colloquial tone. Unless, of course, you have actually managed to hire the New Kids on the Block, and in that case, good for you. That Jordan Knight looks like a real forward-thinker.

For the rest of us who find ourselves sadly Donny Wahlberg deficient, there is still a lot to be learned about how to fully unlock the potential of your newest employees. After all of the hard work you’ve put into recruiting who you’ve deemed to be the best of the best for your company, the last thing you want to do is hinder them (however unintentionally) from fulfilling all the promise they’ve shown. Getting a brilliant person to sign on with you is only half the battle – the other half is allowing and encouraging them to put their talents to work.

So how do you do that? Well, first of all, ...

But you aren't average, and neither is your company. It's why you're looking to hire new people in the first place. We want to help break the usual interview template. Raise your hand if you've been here before: you sit for five minutes while someone fetches the boss, then you get a quick handshake and a talk about the drive in before 45 minutes of business. This invariably gives way to a casual chat while both of you try to make a connection, before one last handshake and a promise to be in touch soon. It doesn't happen on purpose, and neither side of the table wants to be a part of "just another interview". But it's really, really comfortable.

Here's one great way to break out of the boring: have every person you interview teach you something. It could be literally anything, personal or professional, as long as they think you ...

_{Runners-up: “performance review,” “pay freeze,” and “Donna from accounting is selling Pampered Chef again.”}

Oh, it didn’t always used to be that way. The concept of a company retreat didn’t even exist back when the very first office-workers gathered around the very first watercooler, and there’s good reason for that: bosses back then didn’t care about boosting employee morale or fostering workplace creativity. You came to work, you put in 16 quality hours, and you were damn grateful for the privilege. Also, if you’ve ever seen an episode of Mad Men, you know that there was absolutely no need for retreats in those days. Who wants to go off-site when you can drink and smoke and be unethical in the comfort of your own office?

_{Ignoring for a moment the blatant sexism, bigotry, and very serious human resources violations, morale was at an all-time high! (For white ...}

Perhaps you should have been more explicit when you said you wanted sales reps to be aggressive and cold-blooded.

A successful hiring process is an art, and one that too many companies neglect to fully develop
before diving into the world of applications and interviews. If the process is too sluggish, you
might lose a great candidate. If the process is too rushed, you might end up making a mistake of
epic proportions.

But how do you know if you’re crummy at hiring? Look for these signs that something might be wrong:

1. You or other interviewers blank on the candidate’s name. 

Look: you’re preparing to talk to someone who might be entrusted with part of the day-to-day operations of your company – take a few minutes to commit his or her name to ...

So what is Web 3.0, and who the heck decides these things? The mobile web? Cloud computing? A revolutionary platform for sharing Lolcats? No, no one, no, and despite our many wishes to the contrary, no. It’s you.

Web 3.0 is a maturation from social; a cultural shift as much as a technological one. Our social existence is integrating completely with the web. It’s as different from social media as the automobile was to the train. Look at it this way: we strive to be unique, to differentiate ourselves from everyone else. But with billions of ...

You might have noticed our blog beginning to come back to life over the past several weeks. We’re renewing our focus on publishing great content. You’ll continue to see updates and new features from The Resumator team, but soon you’ll also find analysis and commentary on the larger world of business and HR. We have many ideas for awesome content which you’ll see come to fruition over the coming weeks. Hopefully you’ll join us; we invite you leave feedback as we share ...

Go! Reporting was designed from the ground up to give you easy access to key information about your company’s hiring. In under ten clicks, you can see almost any data that can be pulled from your Resumator account. The Resumator will generate a report that can be viewed, shared, saved, or printed, so your team can use it however they need it.

Customers using Go! Reporting can generate reports based on applicants, job listings, referral sources (social media included), and EEOC compliance statistics. Many datasets in these categories can be very cumbersome to compile by hand, so ...

On the Resumes page, open a search as you normally would, by clicking the light blue Search Resumes button just underneath the menu icons. Click the Advanced Search link at the top of the box. Using the Status menu, select “(ALL hired statuses)”. This will include all full- and part-time hires; we’d hate to leave out that bright-eyed intern. Our search will now return all candidates you've hired using The Resumator.

Next, let’s make two profile filters. These live on the second row of the Advanced Search screen, and are a powerful way to ...

You can now post your job listings to your company’s Facebook page, easily extending your recruiting efforts into social networking. Your followers can browse, search, and apply to your posted jobs -- all seamlessly within Facebook. It’s the full Resumator experience as they’d get on your website’s Careers page. See it in action on our own Facebook page.

It's who you know...and who they know...and who they know...

Followers can also share your jobs with friends on Facebook, Twitter, and LinkedIn, magnifying the reach of each job posting beyond your network. In the app, every job has its own share button, making it incredibly easy to send jobs to qualified or interested connections.

Three steps to add The Resumator to your Facebook ...