Actually what I am proposing is that people can choose to have the cloud resume/aggregation site only pull in specific things. The owner of the resume is the person who tags things for inclusion. Consequently I don’t see it as a privacy issue.

Here’s a paragraph I cut from the post:

“This ability to tag content for inclusion allows someone to avoid mixing the personal and the professional, or at least deciding how much of the personal to share. One might say that all a company has to do is search the web to gather this sort of information. Maybe. But most people have multiple identities and logons, depending on the site or tool they’re using. Some people have common names and get lost in the search results. Also, when considering you for employment, generally companies don’t want to know a whole lot about your personal life. It creates messy legal issues.”

You make a very interesting point in saying “then people no longer have control over only showing off the perfect resume, but will be required to think very very carefully about how and when the engage publicly as it can impact their public profile/resume.”

I’ve often pondered this. Maybe the employers themselves will change. Maybe as this current generation of children grows up and takes the role of hiring managers, they will judge people as humans and not as the perfect specimens resumes present them to be. Whereas today’s kids are much more comfortable living their lives in public, warts and all, the people making the hiring decisions today come from a different world and that is a fundamental disconnect.

Scott Hajer

2nd point to note is that you are all thinking in a very US centric way where the is more openness to public data. Go to Europe or other counties that have incredibly stringent privacy laws around personal data, and you will find what you propose would never remotely get off the ground given it would be a lawsuit waiting to happen around perceptions of disqualification of applications due to unfair leveraging of personal data.

I like Seth and a lot of what he proposes but, I also think he sometimes needs to take his head out of the cloud from time to time (yes Michael, pun was intended)

Rob

That’s an interesting perspective – that it’s like an artist’s portfolio. I think so. I’ve never recruited one, but I’m assuming artists have always had to show what they’ve produced, to demonstrate their abilities. I certainly wouldn’t hire a graphics or advertising person based solely on his or her resume.

I agree that loading up the cloud resume with _everything_ you’ve ever done, said, or produced, would make for miserable reading. That’s the problem we have today, right? If I google a candidate, I will get everything.

On this cloud resume, as I’ve presented it, one can select just the key items or those that best represent someone’s qualifications.

Scott Hajer

The cloud resume doesn’t necessarily eliminate this. If an accomplishment is internal, like solving a business problem, unless you provide details online there’s no way to automatically aggregate it. However, the cloud resume aggregation site could allow for one to log in and manually put accomplishments that can be mixed and matched on the chronological experience part of the resume. Or, better yet, even provide a desktop app that runs sort of like a twitter client – but private only to feed your resume. So when you want to log an achievement you just type it and hit submit.

Scott Hajer

This is another way of saying that everyone should have their version of an artist’s portfolio. I am sure that many people keep a physical and/or virtual file of special outputs that they have produced. Personally, I find that the advantage of a resume is that it requires people to focus on the quality of what they produce, not the quantity. Some people suggest one page versions of resumes and others suggest handbills.

Jonathan

:>)nice tag.

OAUTH
If working on this has been a helpful group.

http://groups.google.com/group/partuza?lnk=

my thought however on “the resume” it will be like the scroll for apprentices! A necessary for years to come unless policies for protection of internal needs are changes.

Maybe it will evolve into a standard microformat like hResume (LinkedIn) but not this year 2009.

For the 1.8 Federal employees often more than a simple resume is needed as mandatory for consideration.

Respectfully,

Great article on an interesting topic. While I am not ready to jump on the bandwagon yet, I like the idea of how it would simplify not only the ability to find candidates but also be found (when needed).

It is also kind of funny and I am sure you have run across this. When you contact somebody about a new opportunity and they are very interested but need to update their resume – it is such a laborious task to some that they pull out of the opportunity. Of course there is a lot that can be said of those types of candidates, but nonetheless it highlights people’s view of resume updating.

Best regards,
Nick