5 Reasons Why LinkedIn Profiles Are Superior to Resumes

 

1. You don’t have to wait for an updated resume

If part of your current recruiting process is to recruit already employed people. One of the major delay points of the hiring process is waiting for candidates to update and submit their resume. Alternatively, those who use LinkedIn tend to update their profiles more regularly as it is often used in many other professional contexts outside of job search, ensuring that their information is more up to date.

However employed individuals may be more reluctant to update their resume because they may personally view it as an “act of disloyalty,” and if their boss were to find out, formally submitting their resume may put their current job unnecessarily at risk. And finally, unlike a resume, you don’t need a prospect’s permission to find or view a LinkedIn profile.

2. The Information Provided Is More Likely to Be Accurate

One of the resumes major flaws is accuracy, on average 53% contain actual lies the biggest culprit being students with a whopping 90% admitting to lying on there resume. LinkedIn profiles can be significantly more accurate because, unlike resumes, they are frequently viewed by a broad array of business people. This higher likelihood of embarrassment after their colleagues view it is a prime driver of LinkedIn profile accuracy.

3. Side-by-Side Comparisons Are Much Easier to Make

There is no standard format for resumes, unfortunately, that means that the format, the order, and the content of submitted resumes will vary significantly. In direct contrast, all LinkedIn profiles follow the same format in the same order, so side-by-side comparisons are much easier.

As much of the content is profile-prescribed by LinkedIn, it is more likely that the same information will appear in each of the profiles of people qualified for a particular job. Since most professionals have LinkedIn profiles the comparisons can be made on the same calendar day.

4. Avoiding Most Non-Job-Related Information

Resumes and CV’s are likely to contain a great deal of non-job-related information. In direct contrast, LinkedIn profiles do not allow a prospect to include demographic and other personal information that may lead to bias (age, gender, marital status, family, hobbies, citizenship, religion, etc.). This information cannot be in a LinkedIn profile. This ensures that screeners don’t use non-job-related information to make selection decisions. Profiles also provide additional information like the fact that an individual is open to opportunities, recommendations, as well as what groups they follow, which might help in the assessment. Profiles also don’t include cover letters, which can slow down the assessment process.

5. The Absence of Cybersecurity Issues

Received resumes often come as email attachments, which can leave the receiving firm open to viruses and malware. Fortunately, there have been no reported cybersecurity issues from accessing LinkedIn profiles.

To conclude;

Due to the numerous flaws, talent-acquisition experts have been predicting the demise of the resume for decades. Simply put, resumes are “the currency of recruiting.” However, the many flaws of resumes are real. So, the use of resumes should be delayed until after the first round of prospect and applicant screening has been completed. LinkedIn profiles should be used to identify any inconsistencies in their final resume 20% content. You will find that they will speed up the recruiting process by as much as 20 and they will make side-by-side comparisons as much as 75% easier.

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