Are resumes becoming obsolete This CEO thinks so

Are resumes becoming obsolete This CEO thinks soAre resumes becoming obsolete This CEO thinks soEven with new innovations likeLinkedIn, website portfolios and uniqueinterview questions, one part of the job application process has always remained the same - theresume. Its a standard document that highlights your recent and relevant experiences. Its your one-sheet your main rationale for getting this job.But what if it didnt have to be? According to top CEOs, resumes arent the best identifier for good hires. Jeff Weiner, CEO ofLinkedIn, believes that the key to finding strong talent isnt looking at more resumes - its about looking in non-traditional places.Speaking at the ASU GSV Summit, Weiner acknowledged that companies need to update the way theyve traditionally hired people. There are qualities that have a tendency to be completely overlooked when people are sifting through resumes or LinkedIn profiles, Weiner said. And yet, increasingly, we find that these are the kinds of peopl e that make the biggest difference within our organization.For individuals who have many skills but few experiences, resumes arent an accurate summary of their potential. Resumes do a good job providing a timeline of your work history, but they focus on aspects that dont necessarily apply to the work youll be doing with a specific company.Laszlo motorrad,Googles former head ofhuman resources, toldThe New York Timesthat employees without any college education are just as (if not more) valuable as those with a traditional degree.After two or three years, your ability to perform is completely unrelated to how you performed when you were in school, Bock said. The skills you required in college are very different. Youre also fundamentally a different person. You learn and grow, you think about things differently.Google famously used to ask everyone for a transcript and G.P.A.s and test scores, but we dont anymore, Bock said. We found that they dont predict anything.Weiner agrees. Its one of the reasons he supports LinkedIns internship program, REACH, and its focus on a new kind of recruiting.Yes, degrees from specific schools can lead us to finding incredible talent. But its not the exclusionary domain of incredible talent, Weiner said. This program is trying to get away from this idea that everyone on the engineering team, everyone we recruit, has to have come from a specific school and has to have a specific kind of degree.Unlike a traditional internship program,REACHis an apprenticeship. For six months, participants work full-time as a member of LinkedIns functional engineering team to learn from managers. By proving their skills at the end of the program, successful apprentices have the potential to be offered a full-time software engineering role.Were looking for folks with a growth mindset, Weiner said. Were looking for people with the dedication, with the work ethic. We want to give them a shot. And what were finding is, these people are incredibly talented, and they need a chance.Bock agrees. You want people who like figuring stuff out where there is no obvious answer.So, while this does mean that your resume has less of an impact on your overall hiring, it means that within your next job interview - you should focus on how you can put your hard-earned skills to use for the company. Keep the focus on your skills and youll go far.Theres just so much talent to be had if people are open to finding this talent in different places, Weiner said.This post originally appeared on Fairygodboss.