IT hiring goes multimedia

Goodbye, boring curriculum vitae. Today's tech resumes are tricked out with video, social and graphic elements.

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When she left Second Glass in April 2012, Anderson turned to her website again, updating it to reflect more of her skills and personality. She says her site, along with her LinkedIn profile and her account at GitHub, got plenty of traffic; she estimates she was contacted by about 50 recruiters during her two-month job search, and those contacts led to nearly 10 interviews -- including some Skype sessions.

Anderson landed a software engineer job with Minerva Project, a startup that's building an elite online university. Although she was introduced to the organization through a roommate, she says she knows the company checked her out online before she even walked in the door. "People Internet-stalk everyone before meeting in person," she says.

And even though she's not looking for a new job now, she maintains her personal website to provide what she calls "a landing page" for people who want to know more about her and her work -- and that's particularly important because she's trying to gain more experience, recognition and speaking engagements.

"It's not just about what jobs you get. Every time you do things like that and work your way into the community more, you make yourself more valuable as an employable person, you build your reputation," she says.

Ondrey, the Marist College applications report specialist, says he and his colleagues are getting that message, so they're beefing up their online professional presences by posting or tweeting articles they find interesting along with their own commentary. They're updating their lists of skills and responsibilities on their resumes more frequently. And they're adding videos -- both their own and others that are relevant to their field of interest.

That fits with what's happening at Appirio, a San Francisco-based cloud technology company with 650 employees globally.

"We have definitely seen more candidates modify their resumes to include links to their social media profiles," says Jennifer Taylor, Appirio's senior vice president of HR. Resumes now include Twitter handles and links to LinkedIn profiles and blogs.

The process works both ways, Taylor says; she and her colleagues use social media to reach out to potential prospects. "Often we have found that it's through a Twitter conversation that one of our employees will identify someone in the ecosystem who is contributing unique ideas or products," she says. "We use those as an opportunity to say, 'Look at what this person is doing, we should start a conversation with this person.'"

And while Taylor says she hasn't yet received a video resume, she and her hiring managers use video to promote the company to prospective employees and to interview candidates -- something they do live using Skype, Google+ and occasionally GoToMeeting.

"We still believe that there is no replacement for face-to-face interviews, and we do make that a requirement before anyone is hired. But video is a very powerful format," she says. "It makes information about our company as available as possible, and it gets people familiar with us. It creates some rapport right off the bat. The candidate feels like they're getting to know us, and vice versa."

Pratt is a Computerworld contributing writer in Waltham, Mass. You can contact her at

This version of this story was originally published in Computerworld's print edition. It was adapted from an article that appeared earlier on

Copyright © 2013 IDG Communications, Inc.

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