It’s a complicated question. I would argue that there are two sides to consider here – the candidate themselves and the employer. 

From the candidate’s perspective, they are looking to put their best foot forward. The resume is essentially a highlight reel of their career. Sure, they look slick, packed with keywords to beat the algorithms, but are they trustworthy? When over 50% of employers admit they can’t tell if a résumé is accurate, we’ve got a problem. Your résumé might as well be a well-crafted fiction, designed to trick the system but ultimately failing to deliver the ‘source of truth’ about your capabilities.

From the employer’s perspective, they are getting a huge influx of resumes for every job rec provided. It’s almost impossible to read through them all, so the majority of resumes are ignored completely. I recently ran across the stat of: Approximately 95% of Fortune 500 companies use ATS to manage candidate applications.  For employers, ATS is revolutionary in its ability to automate screening.  But then I see another stat that says:  88% to 94% of recruiters believe ATS systems reject qualified candidates because their resumes lack the proper keywords or are not formatted correctly. Other sources cite that 75% of resumes are discarded due to readability issues.  So it seems like ATS’s are sifting out, in a very efficient manner, most everyone you’d want to hire. 

And, just to throw a wrench in it all , there’s a third dimension to consider: the current technological landscape – specifically the impact of AI. 

Let me preface this by saying, I am a huge fan of AI. It’s the perfect way to quickly compile and make sense of just about anything, including people. So let me ask you this – why, in this golden age of AI, are resumes the source of truth about a person?

It’s a question PeopleBest as an organization has spent a lot of time on to understand. We are DRIVEN to be a source of truth behind helping each person and their success – using AI! Our use of ChatGPT and other LLM help us power the most accurate insights into human behavior while offering the ultimate source of truth behind each person’s uniqueness and potential.

So now that you know all the factors I’ve got in mind, let’s dive deeper into the true question, I really think is:

How do you retain maximum efficiency without missing the chance to grab the best people for each specific job?

Well, I’ve got some ideas…

1. Skills-Based Hiring – A Growing Trend

Skills-based hiring has emerged as a powerful alternative to traditional résumé-based recruitment. The argument is that résumés often emphasize past titles and affiliations over actual capabilities, leading to a mismatch between what a candidate can do and what a job requires. In this context, skills assessments can serve as a more objective measure of a candidate’s abilities. Interestingly, companies like Walmart and IBM are already leaning heavily on this approach, reducing the emphasis on college degrees and instead focusing on the specific skills needed for a role.

One thing to note, however, is that while skills assessments provide valuable insights, they are not the panacea for all hiring challenges. Skills alone do not paint the full picture of an individual’s capacity to thrive in a role or within a company’s culture. This is where behavioral data becomes indispensable.

2. The Behavioral Data Approach – To be transparent, here’s where my interest really lies. 

While skills tell us what a person can do, behavioral data reveals how and why they do it. At PeopleBest our software dives deep into the traits that drive a person’s actions and decision-making processes. Matched to the ‘exact’ metrics of success, or even the unique job description, along with using a model of your best people where possible, we correlate a FIT score automatically. Scores can be automatically inserted into any ATS so there is zero time lost in review.  Candidates can even receive a complimentary summary of their Styles without revealing any sensitive data as a thank you.

By understanding these behaviors, companies can predict not just job performance but also cultural fit and long-term potential.  Screening candidates upfront is also extremely cost effective as we include this as part of our subscription, maximizing efficiencies at every turn.

3. The Job Application – The ‘New’ Idea That Can

We discovered this idea, in an interesting way, working with a couple of clients.  With one client we asked a series of questions to a slew of their most productive employees and found an extremely high correlation of this one question to overall success. 

Ready?  Here it is:  “Do you devote time or volunteer with groups outside of work such as social, sports, or faith-based organizations?”

This data has shown a strong correlation between this behavior and overall job success. A candidate who consistently engages in these activities is often someone with a strong drive to help others—a trait that translates into effective teamwork, leadership, and a positive influence on company culture. These are insights that a résumé or even a skills test might overlook but are critical to making the right hire.

4. Performance-Based Interviewing – Out with the ‘Old’ and in with the ‘New’

Why are there constant rounds of interviews with dozens of people involved that slow down (not to mention complicate) the process?

This interview technique focuses on evaluating candidates through a detailed examination of their past achievements and behaviors to ensure they have a proven track record of success, aligning them with the specific demands and culture of your organization.

A performance-based question might be: “Can you walk me through a time when you were faced with a major challenge at work and how you overcame it? What specific actions did you take, and what was the outcome?”

This question digs into the candidate’s past behavior and decision-making process, revealing how they handle real-world situations and whether they have a history of effectively solving problems and delivering results. It’s not just about what they say they can do; it’s about what they’ve actually done.

With all this in mind, I hope you’re asking yourself, ““Why am I looking at their resume so much?”

Gone are the days where companies should be relying on schools, past companies, gut feelings or vague impressions. The methods listed above give you hard data and real insights to make smarter hiring decisions. You end up with a team of proven performers, reducing turnover, boosting productivity, and creating a workplace where everyone knows they’re surrounded by the best. It’s about making sure you hire winners, not just people who look good on paper. 

Now, go be amazing!!  (…and let me know how it goes or holler for any help!?)