Resumes and The Future of Internet Recruiting

Andrew Cunsolo, Dir., Product Development, Talent Technology Rony Kahan, Co-Founder, Indeed.com Chuck Allen, Director, HR-XML Consortium, Inc.

AgendaAgenda A brief survey: Use Cases / Formats

HR-XML 2.* to HR-XML 3.0

Resume Parsing – Demo

Questions: Job/Resume Distribution: What is the state of the art in job

& resume syndication? What is the role of hResume? How do hResume and other standards fit into social

networking? Is the future of social networks open or closed?

Data privacy and online resumes: Are they mutually exclusive?

The BasicsThe BasicsRésumé, Resumé, and Resume! According to the Oxford English Dictionary:

résumé n. Chiefly N. Amer. = curriculum vitæ • a brief account of one's education and professional

experience. • curriculum vitæ, the course of one's life; a brief account

of one's career.

Formats: Print, online, video, and pizza boxes…

Chronological, functional, etc. Often customized for submittal to specific employer/opportunity.

Common characteristic: User created or controlled for the purpose of marketing the user/job seeker.

An Employer PerspectiveAn Employer Perspective What are Resumes good for?

Candidate discovery; Initial matching against requirements Acquisition of candidate data Spreading lies and half-baked truths? see: hr-xml.org//blog/?p=75

What aren’t they good for?

Often the set of data the employer has at the point the candidate “applies” or when employer begins evaluation.

Seldom the set of data the employer requires to complete application and evaluation processes.

Employers desire to move from resume data to a more complete, normalized, and eventually verified representation of the candidate – “CandidateProfile”

HR-XML ResumeHR-XML Resume HR-XML Resume. Use cases: Resume parsing; related data

acquisition applications. Also – HR-XML Candidate.

Resume 2.*. Has complexities rooted in the need to maintain backward compatibility.

Resume 3.0. As detailed as the 2.* model, but simplified: De-layered, simplification of structure (More XML form-tool friendly)

Deprecated content removed. Non-backwardly compatible.

HR-XML 3.0 features:

• Global scoping of components. Better reusability across HR-XML and easier external resume.

• Use of harmonized core component types.

• Alignment with cross-industry best practices.

Will send each webinar participant a draft of 3.0 for comment.

hResumehResume A type of “microformat.” www.microformats.org

A way to embed semantics/structure within standard HTML – mostly via “class” and “rel” HTML attributes.

Simple: Currently 8 high-level components: hresume, summary, contact, education, experience, skill,

affiliation, publications Supports search, match, indexing, “mash-ups.” Social networks, such as LinkedIn, use hResume. Emerging notions of data exchange / controlled access:

Microformat parsers. Import/harvest hResumes. Using hResume in conjunction with protocols such as OpenID

Attribute Exchange or Liberty ID-SIS to allow selected access to identity attributes or use site-specific mechanisms.

ePortfoliosePortfolios“An integrated representation of what a person

knows, believes, values, and can accomplish.”A digital composition of evidence relating to the

above.Origins in learning and educational community. IMS

Global Learning Consortium has an open ePortfolio specification.

Not single, specific standard or data format, but some ePortfolio initiatives reuse HR-XML components, such as employment history.

EifEL.org has activities supporting ePortfolio interoperability in Europe.

European CV StandardsEuropean CV Standards See www.hr-xml.org/blog/?p=150

Europass CV. Cedefop is a European Union agency responsible for promoting and developing vocational education and training. Cedefop is exploring the a version of the EuropassCV standard CV using HR-XML components.

German CV. A initiative among German employers to develop a standard German CV based on the HR-XML Candidate specification.

What’s Next?What’s Next? Social Networking Sites already make use of formats such

as hResume.

Different formats/technologies can be used in combination. Use the format/technology suitable to the task.

New paradigms – Could a widget that allows you to build and share a skills map and related personal information from a social-network profile replace resume-submission and “apply-on-line-forms”?

Would this be open or closed?

Would it help the job-seeker or simply re-create something like the current multiple apply-on-line forms with dozens of widgets?

How Do They Compare?

Chuck’s Off-The-Cuff, Tongue-In-Cheek,

Slightly Biased Evaluation

Piz

za

Bo

x

Vid

eo

hR

esu

me

HR

-XM

LR

esu

me

Can

d.P

rofi

le

ePo

rtfo

lio

Employer

Job Seeker

Discovery/Initial Match

Data Acquisition

Detailed Match

Evaluation

“About Me”

Self Marketing In Job Search

= Low Suitability

= High Suitability

Resume ParsingResume Parsing HR-XML’s 2.* Resume has great traction as an intermediate

format between Resume parsers and HR systems, such as employment portals, applicant tracking systems, staffing management systems, pre-employment screening cos., etc.

Despite the growing use of online profiles and assertions of the “death of the resume” the vast majority of resumes remain in word processing files.

Those making the assertion that online profiles are overtaking conventional resumes are usually overlooking the fact that job seekers usually “manually integrate” (type, cut and paste) data from their conventional resume into an online profile.

Resume parsing can reduce the burden of building online profiles by pre-populating profile-building forms.

Resume Parsing Demonstration

Andrew Cunsolo, Director Product Development, Talent Technology Corporation

Resume Mirror Extraction Enterprise Overview

Applicant

Demonstration: Corporate Website Upload/Parse

Internet

Seamless experience to the applicant – they never leave the corporate website

Websites without Auto-Parsing technology can experience 75 – 90% drop-off rates due to the high threshold of pain of manually entering resume data!