The following represents an interview with Tom Schmidt of ResumeFit LLC. Bringing you new and potentially important job-search tools is important in staying competitive in today’s job market, so I plan to spend the next few weeks drawing attention to tools you should already be using … as well as other tools, such ResumeFit LLC, which are certainly worth your consideration.

Now, I’ll pass your attention to Tom Schmidt …

Let me start by saying, the big problem is worldwide and well known: résu-mess.

Every resume silo in the world contains one type of data: self-authored by the candidate. Resumes are inherently untrustworthy. Some employers actually develop “trustworthy” data about those candidates who make their shortlist. All employers would like to do this, but the majority don’t because they’re a small businesses who can’t afford it.Presently the interview is the primary criteria for many employers making candidate selection decisions.

“Trustworthy” data is developed from doing background checks and/or asking the candidate to complete an assessment or knowledge based test. This data is rarely shared with the candidate and the candidate definitely cannot take it with them and use it with another prospective employer. The hiring process is primarily and some would say exclusively employer-centric.

Enter ResumeFit.

We offer the candidate the opportunity to complete an assessment that measures their 29 workplace personality dimensions and 54 workplace competencies, such as analytical thinking, leadership, ambition, and many more. We will very soon offer the candidate the opportunity to verify their degree or certification.

Since everyone has a resume they’re already using, s/he just uploads it and ResumeFit inserts the “trustworthy” data into their resume utilizing MS Word. This is critical because any improvement to the resume MUST BE in MS Word (it’s the de facto resume/CV file standard worldwide). We return the candidate’s resume to him/her with our digital signature from VeriSign™ on the resume. This insures no one, not even the candidate, can edit or alter the contents of the document.

The candidate can now transmit/upload their Next Gen Resume™ to a job board’s resume silo such as CareerBuilder, Hotjobs, and Monster (it works perfectly at the big 3 job boards). The Next Gen Resume™ also is machine readable so that a recruiter can easily differentiate the inserted “trustworthy” data from the candidate’s self-authored data. Resume silos can now contain “trustworthy” data whereas they previously contained only candidate self-authored data.

Recruiters can then search for someone who is ambitious, multi-tasking, analytical, etc. and know that the data is “trustworthy” from a scientifically-based assessment and/or information that has been verified by a trusted 3rd party. This is a huge deal. Every stakeholder who handles a Next Gen Resume™ benefits.

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FAST FACTS

How long has ResumeFit LLC been online? 3 plus years. How long did it take to develop your service? Were you inspired by a particular event or time in your life to develop ResumeFit’s technologies? 5 years to develop. Too many new hires coming and going. It was always the, “I wish we knew then what we know now about so and so.”

For jobseekers, how will your service revolutionize how they job-search? Job seekers can better represent themselves with their Next Gen Resume™. How would jobseekers start integrating your service? By completing their assessment and uploading their resume at www.resumefit.com.

For hiring managers/recruiters, how will your service change their internal processes, hiring strategies, and so on? Recruiters can now search a resume silo and differentiate between the candidate’s self-authored data and the “trustworthy” data that a trusted 3rd party inserted, ResumeFit.

There’s been buzz about how traditional resumes may be replaced by other technologies, such as LinkedIn and FaceBook. Do you agree with these claims? If yes, how will you migrate ResumeFit LLC to those new technologies? The key is whether the candidate’s data is “trustworthy.” The candidate’s data at the websites you mentioned and all others are entirely self-authored by the candidate. Glowing references are also questionable at best.

A few final words … The candidate is required to control/own their data. Credit scores used to be exclusive to merchants/lenders. Now credit scores are being watched/managed by the individuals who will benefit or be harmed by them. Same holds true with resume data.

Candidates can better represent themselves with a Next Gen Resume™ and employers can make more well-informed candidate selection decisions.

Our Next Gen Resume™ is a viable alternative to a video resume. Candidates think they can better represent themselves and employers think they can learn something of the candidate’s workplace persona or character. We provide scientifically-based candidate differentiation and employers can search “trustworthy” data to ascertain the candidate’s workplace persona.

Copyright 2008, Teena Rose, All Rights Reserved

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