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  • Predict The End of the Traditional Resume Here

    Now that I have your attention, I’d like to go over where resumes (or as some call, the CV) are now and where I feel they will be in the future. If you want to predict how many years it will take for the traditional resume, the one we love to hate, will disappear from the face of the planet, leave a comment citing the amount of years it has left.  My prediction is five more years, which is also aligned to approximately how many years it will take for all media to completely converge and for recruiters to rely 100% on the internet (and personal relationships) for recruitment. A resume, just like a press release, is what people have been used to receiving, viewing and analyzing for years, yet now, with the advent of social technologies, they’ve become less and less relevant to our global society.

    What is a resume and why is it important still?

    You, just like almost everyone else, were first introduced to the common (and templated) resume format while attending undergraduate college. It might have occurred if you were smart enough to search for internships, in preparation for your entry-level job search or right before your search.  Either way, you were dreading the resume creation and revision process because it felt emotionless and too standardized.

    Resume: A brief account of one’s professional or work experience and qualifications, often submitted with an employment application (The Free Dictionary).

    The common format:

    • Objective/summary
    • Education
    • Major projects
    • Experience
    • Activities

    A resume is seen as a candidate marketing document and a requirement for the recruitment process. They are still required today because employers keep databases and file resumes away (probably never to be looked up) just in case there is a potential job fit at some point in time.  It’s important because it is a standard way to grade applicants and compare and contrast the contents to each other, in hope to rule one or more out before interviews are held.

    The resume’s many flaws

    If a resume was powerful enough to get you a job, why are there job interviews? Resume’s lack personal connection, which is why they will evolve in the future.  Our society demands a more accurate and painted picture of an individual.  A resume doesn’t tell a story, which is why cover letters were created in the first place.  Employers are begging to know why you want to work there and how you go to where you are today, as well as where you see yourself in the future.  This is how they match you to the right job and decide that you mesh well with their culture.  The fact that resumes need to be supported by an interview, a cover letter, references and other documents tells you that hiring managers use them primarily to sort through qualified and unqualified candidates only.  They aren’t decision making documents, which is a big opportunity for the next generation resume to fix that.

    What could be the next-gen “resume”?

    I’ve thought about this question a lot in the past few years and I don’t have one solid conclusion.  What I do know is that they may resemble something in between a “social media resume” and LinkedIn. A social media resume has elements that no traditional resume does, including a self-portrait, sharing features, it lives on a website/blog, it can be customized, and there’s multimedia.  The most compelling part of this type of resume is the multimedia area, where you can do a short video resume of yourself talking about why you’re different, why you’re qualified for the position and why you want to work there.  There’s something special and intriguing about video and since communication skills are a HUGE part of business now, a video is a good way of drawing on emotion and showing those skills to employers.  A social media resume has elements that reflect this “new resume” that you may see accepted in five years.

    Buy a webcam and start practicing and recording your pitch through video because video interviews are coming.  There are a few companies that are starting handle video interviews, such as Interview-on-demand (a Personal Branding Magazine sponsor) and HireVue.  Employers are looking to cut costs in anyway possible and this makes sense, especially when the candidate lives in another country or state.

    LinkedIn also shares some components that illustrate the future of resumes as well. With LinkedIn, companies can share a global talent network, whereas right now companies have their own private databases.  VisualCV is also an interesting website that shows the future of resumes, but the user base isn’t even close to as strong as LinkedIn.  Employers don’t want to have to go to twenty websites to find talent, which is why there will be one main winner in this game.

    A few predictions

    • Why does a company need a private database of resumes?  They won’t need it when LinkedIn is home to a few hundred million person talent pool in five years.
    • LinkedIn may allow your profile to become more like a social media resume.  It would bring more traffic to them too!
    • Employers are going to have to worry about discrimination through online background checks and figuring out how to store and utilize their talent bases more.
    • Employee referrals will be one of the top recruitment strategies out there because people will be connected to everyone (1st, 2nd or 3rd degree).
    • You won’t need to send or print your resume out ever again because all employers will Google you and search your name on the top social networks.  It will be a standard just like a drug test.
    • Your world views and thought leadership will count as much as the contents on your resume.  Companies will be forced to have creative and innovative employees that can look to the future, not the past.  Your ideas are going to matter more than you can ever imagine.  This is something that BrazenCareerist.com founder Penelope Trunk also believe in.

    How long do you think it will take before the resume is obsolete?  What do you think the future resume will look like?


    Dan Schawbel is the Managing Partner of Millennial Branding, a Gen Y research and consulting firm. He is the New York Times and Wall Street Journal bestselling author of Promote Yourself: The New Rules For Career Success (St. Martin’s Press) and the #1 international bestselling book, Me 2.0: 4 Steps to Building Your Future (Kaplan Publishing), which combined have been translated into 15 languages.

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    47 comments on “Predict The End of the Traditional Resume Here
    1. avatar

      I’m on Linked-In too and have established many contacts with people in my industry. I think it is a very good platform to showcase your professional profile. I’ve also come across VisualCV which I think is more interactive and allows you to place more information with a bit more color and variety.

    2. avatar
      Tiara says:

      I’ve been jobhunting for a while and I’ve seen jobs for pretty basic things that require very thorough resumes and selection criteria. And then reject you when your resume isn’t want they expected or if your experience isn’t specific enough (you can’t have just done admin work! it has to be admin work in the SAME industry! never mind that the duties are exactly the same…). It’s highly discouraging for people who come from multidisciplinary backgrounds and/or want a career change. And I still don’t understand why you need a full resume for something like a juicebar or a kiosk. Wouldn’t that be more a matter of skill – you can count money, you can talk to people?

      I’ve seen some interesting resume-buster type sites like to ones you cite, but I have also lost jobs because I named the work experience section of my resume something else instead of “Work Experience” (even though that was about 90% of my resume). Until companies and employers become more open to regarding applicants as people and not just cogs in a machine, and until there’s a more effective way of going through resumes rather then just skimming through them and picking them at random, traditional resumes aren’t going to die for a while.

      • avatar
        Dan Schawbel says:

        A resume can’t you get a job but a person can! That is why networking is always more important than submitting your resume to job boards.

      • avatar
        Tiara says:

        I’ve been doing tons of that too but no one has a clue at the moment! Part of it is that the arts are especially hit by economic issues and the only jobs up are volunteer, or they require you to have a gazillion years experience in something. I’m at my wits end, honestly.

    3. avatar
      Antoine says:


      Thanks for your great post.

      I think it’s important to understand what recruiters really need in order to find a matching profile for a position.

      The old style CV is maybe going to disappear, but staffing professionals still need a structured document in order to be able to review, compare, and organize applicants profiles.



      • avatar
        Dan Schawbel says:

        I agree, but it will look different in the future. There’s too much competition and it’s taking them too long (even with online data mining) to make decisions.

    4. avatar
      Bronson says:

      Hi Dan, I totally agree that we can expect to kiss the resume goodbye in the next 5 years.

      The move towards a social media / personal blog style site has already begun with many folks opting to purchase name url’s and develop their personal brands on them.

      I expect this trend to continue – with the quality of cms themes out there that cater to portfolio type sites, we are really spoilt for choice.

    5. avatar
      Clare says:

      I’m not convinced about video resumes as busy recruiters have even less time to sit through a video presentation than they do to sift through paper resumes. But LinkedIn and visual CV profiles already tell us much more about the “entire package” of a candidate than static paper-based CVs ever can.

      But if you want to turn your CV into a mere formality, get to know the employer personally, or let your work speak for itself.

      • avatar
        Dan Schawbel says:

        Clare, video resumes aren’t for everyone, but it’s easier to get to know a person through video than text. With text there is no body motion, which is most of what communication is.

    6. avatar

      Another interesting thing to consider is the impact this will have on recruitment agencies. Whenever I’ve applied for jobs via agencies it has been incredibly frustrating how none of them ever give out the company name, or indeed any information that would allow you to find out the company name. Of course they expect you to then write a tailored cv/cover letter.

      The paranoia that you’ll instantly apply direct to cut them out of the loop is something that I don’t think anyone will miss.

    7. avatar
      yinka olaito says:

      I think it all depends on certain factors. LinkedIn may serve as new resume as time goes on but I am of the opinion that some tradional organization will still insist on physical resume even though they may not be more than 40%

    8. avatar

      I do think that resumes will continue into the future, but those wishing to differentiate themselves will look to the web and publishing tools as a vehicle to offer a more complete picture of their skills and capabilities. This could be video or it could be samples of previous work product. I have done this for myself and the feedback has been positive.


    9. avatar

      For those out there who still believe the hard copy resume will continue to hold value, I’m willing to bet sites like LinkedIn will allow you to export the resume you’ve built (on their site) to a themed formatted physical resume. All they would be doing is aggregating data you’ve already entered. As a wake up call, try to get your physical resume submitted at a large company and you’ll get just the opposite response. You’ll probably be asked to upload your resume from Word into their database. If you’re trying to set yourself apart, I think the resume may be the lowest link in the value chain. When looking for candidates, I look for passion, commitment, and skill. It’s hard to see passion on sheet of paper. Show me you can sell yourself. Show me your branded image.


    10. avatar
      Trace Cohen says:

      I don’t think that the paper resume will disappear for another 5-10 years. This is the time needed as you said for all of the social media technologies to converge. Also in this time, gen-y will have more of a foothold and influence in the job market which will help ease this transition. Will LinkedIn be the place for people to go… I don’t think so, it is to much like a resume and still doesn’t allow you to express yourself freely enough. Personal professional websites maybe… we still refer to them as a “supplement” to your resume, so unless a major breakthrough in technology comes around, the paper resume is still king.

      The major problem is that having a resume is a societal norm. It will take a paradigm shift to change the recruitment process to such an extent. A resume is a quick overview of how someone wants to represent themselves and is very telling to the employer. Only time will tell.

    11. avatar

      Nice Post.
      The beginning of the end, the future resume are going to be selected by the following factors:
      Knowledge (What You Do?).
      Competence (How You Do What You Do?).
      Replacability (How Hard Is It For You Employer to Replace You?) .

    12. avatar
      Charles Lau says:

      I think resumes will not obsolete in the next 5 years in my region that I live in. Probably give it another 10 years. The reason is that my region is still catching up in terms of its Internet speed in areas such as Malaysia, Vietnam and Indonesia.

      As for Singapore, it is not so welcoming for most employers as they were from the baby boomers’ generation who are resistent to using computer technology, let alone to talk about Internet. It’s not that they are not welcoming technologies, but because they have a fear to use computers generally.

      Sending our resumes via email is becoming popular and a norm. Social network is still not regarded right here, and they would think that I am not being serious if I were to tell them to check my LinkedIn, my blog, my facebook account and so on…

      Probably the future resume would include a video within its PDF file… Send this via email… That should look impressive already!

      I just wonder when my IT dept is going to allow us to use social media while I am in the Marcom dept…

    13. avatar

      I talked about this at TalentNet LIVE! Recruiter Conference here in DFW a few weeks ago. There are several factors besides social media that will affect the way canddiates are going to be presented. Proof of work is one and samples of work are now easy toa dd to a profile on say, visualcv.com and to some extent LinkedIn. The tools recruiters as well as hiring managers will use to find candidate information will be run through web robots which will sence and learn your needs. The ATS will be in the “cloud” or on the web are just a few changes. Topic is too big for this post but you are going in the right direction.

    14. avatar

      I’d say this is actually the wrong way to put it – the resume will NOT be replaced. The resume will evolve into something else.

      In a way, it already has. The LinkedIn profile actually apes resume structure, it IS a kind of resume – in a different form with extras.

      The useful parts of the resume will be subsumed into other sources of information – the personal web site, social media, the application process, places like LinkedIn.com, etc. The resume is the starting point for many things, and might go away in time.

      I suspect the “resume” we know will be replaced by a smaller CV that links to many other sources for a lot of us.

      However five years is way too quick to expect this to go away. The resume is vital for a lot of jobs that just aren’t as technical as some. I see it taking a decade, but the resume is fading away now.

      What I see for the future:
      1) Job applications will need to be better tweaked. An artist will have to have an online portfolio, a PM needs to list certifications, social-facing jobs will be best applied to with information that includes video clips.
      2) Networking will take even more precedence – not just because it’s always worked, but it’s been made FAR easier by social networking and is far cheaper.
      3) Online application technology will have to change.

      – Steve

    15. avatar
      Ron says:


      Like all things in life and especially technology, things change and evolve as new ideas/technology are widely accepted and adopted.

      We see how some ideas are adopted but dropped as a perception of “newer” or “better” is adopted by those who use it, case in point Myspace losing it’s status to Facebook.

      Companies/Industries are slow to adopt new ideas/technology.

      People are more apt to try new ideas/technology.

      The merging of the two takes time and in the case of companies, technology is adopted widely when the technology gains momentum and is seen as a stable/viable product that provides quantifiable value.

      That having been said, I believe a paper resume will lose value going forward for the most part as digital media takes a greater role. Of course, adoption of digital media as one of the main sources of information for any company/industry is the key.

    16. avatar
      hypnoshado says:

      People talk about Video resumes being the wave of the future. I highly doubt that. There are far too many amateurs who don’t possess the skills or the equipment necessary to produce a video that would actually do them justice. However I suppose maybe that could give way to niche market for those who specialize in the video resume service. Or perhaps the direction is more in e-learning.

      I came across a website called Preparetobehired.com they have taken the idea of e-learning coupled with worksheets to follow along with. Pretty interesting stuff.

    17. avatar
      Ian says:

      I think there will always be a place for the chronological resume, but it does not need to be the primary form of communication in the future. What I’d rather see is a web platform that contains all of the components that make up a professional profile including accomplishments, graphs, personality indicators, video, work history, skills assessments and other professional content components. Let candidates spend their energy creating meaty components, and let recruiters consume as much or as little of them as we want to, in whatever order we want to.

      At the bottom on the profile, we can have a little PDF button that will generate a dynamic resume document if you really want one.

    18. avatar
      Mike says:

      Dan, your insight, and the various comments talking about the death/evolution of a resume are right on. If you look at a resume as a tool to sell yourself, it is obsolete.

      Resumes don’t give a complete picture of who you are. People find that the only tool they have is a resume so they cram as much as they can into it.

      That’s the problem though. Resumes can’t do that. They never could. And here is where I disagree with you about the death of the resume.

      Resumes are like the specifications on the side of the computer box or the ingredients list on a box of cereal. It tells the reader, precisely and concisely, is this person in the same realm as our job position? It is like the basic questionnaire for that kinda, sorta works dating site.

      But, an ingredients list doesn’t tell you how that cereal tastes and in the same way, a resume doesn’t give you a feel for the true candidate behind the black, serif font. But it is completely necessary to have.

      Dan, you nail it with: “The fact that resumes need to be supported by an interview, a cover letter, references and other documents….” People need a 360 degree view of who they are–a personal brand. That brand is made up of your specifications (resume), a visual work history (portfolio, if possible), and your ideas, views and perspective, among other things.

      That means the concept of the resume is not going to be replaced. It will be supplemented with additional tools that we now realize we need.

      To me, LinkedIn is not the future. Its true strength is not the information contained in a profile, but the connections I can use to meet people. Unfortunately, these connections regress into a popularity contest and often those connections are not very valuable.

      -Mike Wille, Flowz

    19. avatar

      LinkedIn is just about as cold as a resume without offering any personality. Yes, I agree it’s an easy way to access possible job candidates and their information, but just as you mentioned, it won’ be enough to show the person’s personality.

      Videos are a different matter. You can be as serious or as comical/charming as you like or a little of both depending on the job. Unless you are camera shy…then it’s a problem!

      You are probably correct that other online sources will be the way employers will attain the info they are looking for. Just like those looking for employment can check out certain companies in detail also.


    20. avatar
      Jeannie Chan says:

      I do not believe that a resume would ever be replaced.

      The reason is the resume’s job was never to get you a job. A resume is meant to do nothing more than to get you an interview.

      In a megacorp, a resume has to travel through so many hands, just like an executive deck on a project. There is a need for a “memo” on a person, and good luck with trusting that memo to a HR rep… So, there goes with you stuck writing the resume.

      • avatar
        Mike says:

        Right! In Megacorp, your resume is your number in line. “Now serving #63 Mike Wille, please step forward.”

        This is where the concept of what a resume is has morphed into something that is not concise and not helpful. For most candidate searches in any company, it ends up just being a gigantic business card with the number to call to schedule interviews.

    21. avatar
      JP McDermott says:

      A few years ago, while in transition, a fellow ‘success team’ member showed me his 1 page bio with picture vs. his 4 page executive resume. We loved the idea and quickly copied it. We started comparing results of job submissions requesting a resume vs. our bios. The results were startling. 10 resumes sent, no responses.
      10 bio’s sent 4 responses! The bio was fashioned like the back of a consultant’s deck – picture, summary of experiences, education, affiliations, credentials. I agree LinkedIn is now the closest to our old bio’s that is out there and will replace the T-resume soon!

      • avatar
        Mike says:

        That is interesting. Typically, it is a bad idea to accept submissions that include a photo. You can get into hot water very quick with EEOC (http://www.eeoc.com/). If you talk to many larger companies, they won’t even look at a submission that contains a photo. They would prefer not to have a lawsuit on their hands.

    22. avatar
      Srinivas Rao says:

      Interesting article Dan. I wrote an article that will be published later this week called the 7 benefits of blogging and I mentioned your web site and the notion of blogs replacing resumes specifically because they give an employer a picture into who you really are. It’ll be interesting to see how this transforms the hiring process. If I were a hiring manager I’d love to see a blog so I could get to know a person a bit more before interviewing them.

    23. avatar

      For the types of business I am in (technology marketing) I give the resume another two years before it becomes optional. Another 4-5 before it’s obsolete. LinkedIn is a much more holistic view of a potential candidate than a resume is. On LI you can see what books they read, look at how they respond to questions, see who they are connected to, etc.

      I agree with Mike. The video resumes will encounter legal issues. As the work-force ages, they will open companies up to discrimination law suits. In the US there is a reason why the picture is no longer a standard part of a resume. (I think this is one of the reasons that not everyone puts a photo on LI, but so far I have not encountered any problems.)

      Other social media tools/platforms will certainly come into play. Twitter, for those who use it, gives great insight into a person. I highly recommend those who are hiring marketing candidates take a look at the candidate’s Twitter ID andTweet stream.

      I also think the other more industry specific social networking platforms will add value. They don’t get much exposure now, but I think they will in the future.

      All the best!

    24. avatar
      vansnick says:

      Hi Dan, thanks a lot for this article.
      In my opinion the traditional CV should disappear quickly. But, this kind of change always take time to happen.
      It’s amazing a wrote an article on my blog about the same subject 5 adys ago.
      This is the link with google translator.

    25. avatar
      Karen Siwak says:

      Just like everything else about job search and recruitment best practices, the resume is going through a fundamental change as a result of the internet. But I believe its an evolution, not an extinction.

      The current recession is fast-tracking the evolution – in the face of hundreds of applicants for nearly every job opening, resume fatigue is kicking in much earlier in the hiring process, and some employers are even afraid to advertise their openings for fear of being swamped. In some ways, we are moving backward to the late 1800’s and early 19th century, when landing a job was strictly based on who you knew, and who knew you.

      The resume of the future will bear no resemblance to the traditional format. It will be closer to a web portfolio that includes blog + video clips + work history + record of accomplishments + presence and active participation on LinkedIn, Twitter, and Facebook.

      My prediction in terms of timing? It will follow the traditional adoption curve:
      * 20% “early adopters” in next year
      * 40% “sounds good, think I’ll try it” the year after
      * 40% “whoa, the world is changing, better catch up” the year after that
      * the lagging 20% “damn, I hate change, why does this always happen to me” straggling in over several years.

      As others have mentioned, I anticipate a shorter adoption curve for some sectors: marketing, public relations and sales; and a longer adoption curve for others: accounting, engineering, medicine and R&D.

    26. avatar

      Dan, well done. A thought-provoking premise that seems very real. Especially supported by Melissa’s knowledgeable comment.

    27. avatar
      Kathy Hansen says:

      Hey, Dan:
      Thanks again for citing my social-media resume.

      In my blog (astoriedcareer.com) I’ve been evangelizing for some time now the “storytelling resume,” for the very reason you state: ” A resume doesn’t tell a story…”

      Just as you don’t know exactly what will replace the traditional resume, I don’t know exactly what the “storytelling resume” will look like. And like you, I believe the future job-search communications medium may incorporate various elements of social media already out there — profiles, multimedia, blogs, etc. I’ve written about some of these elements in these blog postings:

      Personalization through talent communities
      Social-media resumes
      The VisualCV brand of resume
      Profiles, whether profiles on already existing social-media venues such as LinkedIn or Facebook, or specialized profiles on job and career sites.

      As I’ve written in my book, Tell Me About Yourself: Storytelling to Get a Job and Propel Your Career, it’s also possible to tell more of a story with a traditional resume than many job-seekers realize is possible (same with networking communications, cover letters, interviews, and portfolios). See more about resume storytelling in an online earlier edition of my book..

      Storytelling expert/author Terrence Gargiulo and I are working on research into “the storytelling resume.” Stay tuned.

    28. avatar

      On our Jobboard http://www.spirofrog.de we often asked candidates about the same topic. Hence, the problem is the employers not moving into the right direction. Some of them adopt very slowly new techniques like Twitter, facebook and co. Time will tell and I am sure that some major software players will also enter this market.

    29. avatar


      Excellent thoughts about the potential demise of the resume. However, I must respectfully disagree with your optimistic prediction of employers adopting other forms of media to consider candidates.

      Employer adoption of social media and networking is extremely slow, cumbersome, and bureaucratic. 5 years is an extremely short time frame.

      First, the resume will NEVER go away. The tribal paradigm of using resumes is too deeply embedded in HR, hiring managers, and recruiters. Okay, maybe NEVER was too strong a word – how about NOT IN MY LIFETIME!

      Second, many of the stats about recruiters and human resources using social media and social networking to recruit is over-inflated. Beyond LinkedIn, very few organizations are effectively tapping into social media and networking to recruit – outside of the social media business sector.

      Third, for companies to adopt other forms of “candidate presentation”, candidates will need to adopt these new technologies. We’re a long way from widespread adoption in only 5 years. As of today, in our recent research, less than 10% of all candidates have a LInkedIn Profile that could be considered meeting minimum standards.

      I do believe that over the next decade, you’ll see many companies include other information beyond the resume, such as video and audio links, slide presentations to enhance particular key points, and perhaps looking at expanded information on LinkedIn. The resume unfortunately is here to stay and will NOT go away anytime soon.

    30. avatar

      Does form truly follow function? The resume, well prepared, serves multiple functions, especially self-evaluation and discernment. Poorly done, a resume is just an attempt to fill in the blanks of an employment form.

      Check Martin Yate’s book “Knock ‘Em Dead” for insights and realistic views about the hiring process. Social media can provide bona fides for certain jobs, but who spend the time with video or [gasp] PowerPoint to strut their stuff? If it can’t be electronically sorted and vetted, will it be accepted?

      My guess is: it will be like web dating and matching… a diversion, suitable for some, but not widely adopted.

    31. avatar
      Pam says:

      Dan – I agree that the resume will go the way of the dinosaur and surprised at how many in the work place have not even considered creating an electronic/social media presence that is career oriented. I see that as more of the baby boomers leave the work force or reposition out of administrative positions they will be taking with them the traditional resume. This is when I see the “new” social media resume taking over. Lots to think about!

      Either way, the benefits of establishing your own electronic footprint is very valuable!

    32. avatar

      I wouldn’t wait for the boomers to retire before the traditional resume becomes obsolete. Boomers are as young as 46 and many of them have no thought of retirement.

      I see it as more of a traditional technology adoption. I believe we’re at the early majority stage for online branding (resumes included). The laggards will eventually retire I suppose but more likely they will be the ones stuck in dead-end jobs with no chance of having opportunity find their door.


    33. avatar
      Susan says:

      Print resumes are probably on the same track as print daily newspapers. Online, though, “That which we call a rose by any other name would smell as sweet …” Maybe we’re splitting hairs here about terminology. A social media profile IS a resume. What I wonder about more is when HR recruiters and other managers will drop their hubris about being able to read candidates in a job interview. Studies show that people who interview well are frequently just good at interviewing–not at what they will be doing on the job. (BTW, I’m smack in the middle of the Baby Boomer demographic)

    34. avatar

      I believe the Mayans predicted the demise in 2012. Okay, all kidding aside, the traditional resume will fade into history and social networking sites (or some variation of them) will be the norm. As for a timeframe, who would have thought LinkedIn, Facebook or MySpace were household names 5 years ago? The speed of technology and the competition to find a position is getting more sophisticated. This may result in people finding the right job and staying with it longer.

      • avatar
        Scott says:

        The adoption of a new resume format will not happen on a large scale in 5 years. For some industries, this has already happened (social media, etc) but this is not the norm. Larger corporations cannot handle any other format right now, and until they can, the traditional resume is here to stay.

    35. avatar
      BEN MURPHY says:

      Your comparison of a resume to a press release is totally on point. Press releases are obsolete. Resumes? I’ll give it 3 years for them to fall off the cliff… -B

    36. avatar
      Amirul says:

      I totally agree with you. It will be just a matter of time.

    37. avatar

      How to write the best resume and cover letters for entry-level and established jobseekers: free samples & templates of resumes & cover letters.

    38. avatar
      Jenifer says:

      I love your ideas for resumes. I will definitely be linking to this article on my site. I love the ideas of photos on a resume and more exposure online! Thanks, Jenifer

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    3. […] Over on Dan Schwabel’s Personal Branding blog there has been talk lately about how resumes as we know them will die and some new way of documenting our experience will rise and take its […]

    4. […] Posted by Melissa on September 30, 2009 Dan Schawbel had a post on his Personal Branding Blog entitled “Predict the End of the Traditional Resume Here.” […]

    5. […] of the road for the Curriculum Vitae as we know it. Following Dan Schawbel’s excellent piece Predict the End of the Traditional Resume Here in Personal Branding Blog last week, here are 5 more reasons why LinkedIn will prove to be the […]

    6. […] If you answered portfolio, you would be correct.  Your portfolio is your work history.  What you have done.  For just about ever, portfolios were limited to creative types.  People whose work could be displayed on a piece of paper tucked away with many like it in a mobile carrying case.  The problem is, most of us non-creative types also needed to present work that can’t be described by a picture.  Without a portfolio, we would need to stuff all that content into our resumes.  Lucky for the hiring managers, there was a golden rule: A resume shant be more than pages two.  Unfortunately, with the advent of the Monster.com era of electronic applications, the golden rule simply disappeared.  People stuffed more and more junk into their resumes.  Resumes devolved into useless dead trees.  A.K.A., “The Kitchen Sink Resume.” Many articles and blog posts popped up, all predicting the end of the resume. […]

    7. […] Dan Schawbel had a post on his Personal Branding Blog entitled “Predict the End of the Traditional Resume Here.” […]

    8. […] Predict The End of the Traditional Resume Here […]

    9. […] a blog post last fall, personal branding and social media expert Dan Schawbel predicted that the traditional paper or […]

    10. […] based this idea on Dan Schawbel’s blog Predict The End of the Traditional Resume Here. Dan seems to be the man in Personal Branding… he’s not sure but is thinking the future […]

    11. […] of the road for the Curriculum Vitae as we know it. Following Dan Schawbel’s excellent piece Predict the End of the Traditional Resume Here in Personal Branding Blog last week, here are 5 more reasons why LinkedIn will prove to be the […]

    12. […] based this idea on Dan Schawbel’s blog Predict The End of the Traditional Resume Here. Dan seems to be the man in Personal Branding… he’s not sure but is thinking the future […]

    13. […] based this idea on Dan Schawbel’s blog Predict The End of the Traditional Resume Here. Dan seems to be the man in Personal Branding… he’s not sure but is thinking the future […]

    14. […] based this idea on Dan Schawbel’s blog Predict The End of the Traditional Resume Here. Dan seems to be the man in Personal Branding… he’s not sure but is thinking the future […]

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