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Are infographic resumes really welcomed by employers?

Infographics are all the rage right now, and have even spilled over into resumes in recent years, but do employers actually welcome them, or do they mock the novelty? It is not exactly a black and white issue.

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The rise of infographics

Graphically depicting information is not just a trend on tech blogs, it is also a rising trend with job seekers looking to stand out by visually representing a massive amount of data in a more tangible, memorable way (read: 7 reasons visual storytelling is one of 2012’s breakout trends). There are many who have been generous to share their visual resumes online publicly, so there is a wealth of examples available, but the real question is – do these infographic resumes work? Are they actually welcomed by employers and recruiters?

Michael Harding, co-founder of re.vu, a company that creates resume infographics said, “As a hiring manager, anything that can give me a sense of the whole person quickly is welcome. For the most part, I look at traditional resumes as a chronological list of lies. That’s much harder to pull off when using a dynamic, hyperlinked infographic resume that incorporates evidence of achievements and a history of interactions.”

Harding continued, “Part of the research we did when designing the [re.vu] product was with HR practioners – Recruiters, business partners, and hiring managers. A large majority preferred well crafted infographic resumes though most still wanted the familiarity and security of a traditional resume as well. I tend to believe that the infographic resume alone will be sufficient as people discover the benefits of the infographic approach.”

CareerTipster.com Founder, Robert Starks, Jr. said, “Although infographic resumes are a trend, I am confident there is still a preference for traditional resumes in non-creative industries. I believe the preference is due to familiarity with the traditional print collateral of resumes or Curriculum Vitaes but is also likely due to how resumes are received and analyzed by many companies that have Applicant Tracking Systems.”

Starks added, “However, preference doesn’t necessarily mean they would not be welcomed. Just as any job seeker should incorporate multiple file versions of their resume and many self-marketing strategies into their repertoire, an infographic resume would be another piece of marketing collateral a job seeker could use to effectively communicate their value proposition to an employer. Thus, I believe it would transcend into any career. As I indicated, I believe most employers prefer a traditional resume now but would likely see an infographic resume offered as part of an entire portfolio as an added bonus. Given that most candidates don’t even send thank you letters after an interview, a full portfolio with letters of recommendation, samples of work, and perhaps even an infographic resume, would be impressive. It definitely won’t hurt a job seeker.”

Making a critical note, Starks said, “I do not think it should replace one’s traditional resume, particularly when you are applying via electronic submission because you don’t know how companies screen resumes. It could go directly to a human being or could be filtered by an electronic Applicant Tracking System. Moreover, since traditional resumes are preferred (in my opinion and only as of now), to send an infographic initially may not be the best choice. It would be a great supplement to a traditional resume at this point.”

Case study: which are the most appealing?

Although it does not appear to be a replacement for a traditional resume, Starks and Harding both imply that infographic resumes are, in fact, welcomed by employers. So which visualizations are the most appealing?

We asked Hollyann Wood, Human Resources at big data infrastructure startup, InfoChimps to look at 40 infographic resumes1 (mostly for graphic designers) to tell us which, if any appealed to her, and if she would contact any of the 40 for an interview.

Wood’s top three graphic resumes are shown below, with her most favored at the top.
(Click any image below to see the full resume)


Wood said of the above resume, “I liked the infographics, the bold colors, the straight lines, that it was easy to understand what he was getting at, and the tiny bit of humor injected.”


“Again, there was a little humor,” Wood said of the above resume. “The lay out was really simple, neat, clean, and easy to understand.”


“Simplicity and making it easy to understand what you’re presenting is key. There’s personality, but it’s not overwhelming,” said Wood.

Wood said, “We love data and data visualizations here, and his are simple and easy to understand. They were actually designed to be representative of his skill level/commitment level. Not only that, but all of his [the first choice resume] contact information was clear and easy to find and read.”

1 40 visually designed resumes

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4 Comments

4 Comments

  1. rn resume

    September 13, 2012 at 5:27 am

    Your post is very interesting on the resumes and I have come to know about so many facts. I will share it with my friends also.

  2. Pingback: A quick and easy way to polish your resume - AGBeat

  3. Rohai

    April 28, 2015 at 6:33 pm

    Infographic resumes are visually nice and are attractive to the eyes of some hiring managers. They are like paradigm schemes that explains a whole story in one graphic. I guess the negative feedback on having an infographic resume is the colors and to how the informations are being organized. Colors are important for all of us. If a color doesn’t fit into our visions, then every presentation will be ruined. But infographic resumes are being welcomed already by some companies, such as Invisume. It’s a platform that accepts both traditional and modern types of resumes and that’s what I like about them. They welcome everyone without any hesitations and have helped many salespeople to connect with the best companies. Try to check them out!

  4. Pingback: Are Infographic Resumes Replacing Traditional Resumes | It Thing!

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Keep your company’s operations lean by following these proven strategies

(BUSINESS) Keeping your operations lean means more than saving money, it means accomplishing more in less time.

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keeping operations lean

The past two years have been challenging, not just economically, but also politically and socially as well. While it would be nice to think that things are looking up, in reality, the problems never end. Taking a minimalist approach to your business, AKA keeping it lean, can help you weather the future to be more successful.

Here are some tips to help you trim the fat without putting profits above people.

Automate processes

Artificial intelligence frees up human resources. AI can manage many routine elements of your business, giving your team time to focus on important tasks that can’t be delegated to machines. This challenges your top performers to function at higher levels, which can only benefit your business.

Consider remote working

Whether you rent or own your property, it’s expensive to keep an office open. As we learned in the pandemic, many jobs can be done just as effectively from home as the workplace. Going remote can save you money, even if you help your team outfit their home office for safety and efficiency.

In today’s world, many are opting to completely shutter office doors, but you may be able to save money by using less space or renting out some of your office space.

Review your systems to find the fat

As your business grows (or downsizes), your systems need to change to fit how you work. Are there places where you can save money? If you’re ordering more, you may be able to ask vendors for discounts. Look for ways to bring down costs.

Talk to your team about where their workflow suffers and find solutions. An annual review through your budget with an eye on saving money can help you find those wasted dollars.

Find the balance

Operating lean doesn’t mean just saving money. It can also mean that you look at your time when deciding to pay for services. The point is to be as efficient as possible with your resources and systems, while maintaining customer service and safety. When you operate in a lean way, it sets your business up for success.

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How to apply to be on a Board of Directors

(BUSINESS) What do you need to think about and explore if you want to apply for a Board of Directors? Here’s a quick rundown of what, why, and when.

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board of directors

What?
What does a Board of Directors do? Investopedia explains “A board of directors (B of D) is an elected group of individuals that represent shareholders. The board is a governing body that typically meets at regular intervals to set policies for corporate management and oversight. Every public company must have a board of directors. Some private and nonprofit organizations also have a board of directors.”

Why?
It is time to have a diverse representation of thoughts, values and insights from intelligently minded people that can give you the intel you need to move forward – as they don’t have quite the same vested interests as you.

We have become the nation that works like a machine. Day in and day out we are consumed by our work (and have easy access to it with our smartphones). We do volunteer and participate in extra-curricular activities, but it’s possible that many of us have never understood or considered joining a Board of Directors. There’s a new wave of Gen Xers and Millennials that have plenty of years of life and work experience + insights that this might be the time to resurrect (or invigorate) interest.

Harvard Business Review shared a great article about identifying the FIVE key areas you would want to consider growing your knowledge if you want to join a board:

1. Financial – You need to be able to speak in numbers.
2. Strategic – You want to be able to speak to how to be strategic even if you know the numbers.
3. Relational – This is where communication is key – understanding what you want to share with others and what they are sharing with you. This is very different than being on the Operational side of things.
4. Role – You must be able to be clear and add value in your time allotted – and know where you especially add value from your skills, experiences and strengths.
5. Cultural – You must contribute the feeling that Executives can come forward to seek advice even if things aren’t going well and create that culture of collaboration.

As Charlotte Valeur, a Danish-born former investment banker who has chaired three international companies and now leads the UK’s Institute of Directors, says, “We need to help new participants from under-represented groups to develop the confidence of working on boards and to come to know that” – while boardroom capital does take effort to build – “this is not rocket science.

When?
NOW! The time is now for all of us to get involved in helping to create a brighter future for organizations and businesses that we care about (including if they are our own business – you may want to create a Board of Directors).

The Harvard Business Review gave great explanations of the need to diversify those that have been on the Boards to continue to strive to better represent our population as a whole. Are you ready to take on this challenge? We need you.

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Business News

Average age of successful startup founders is 45, but stop stereotyping

(BUSINESS) Our culture glorifies (yet condemns?) startup founders as rich 20-somethings in hoodies, but some are a totally different type.

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startup founders average age is 45

There’s a common misconception that startups are riddled with semi-nerdy, 20-something white dudes who do nothing but sip Nitro Brews and walk around the open office showing off the hoodie they wore yesterday. It turns out that it’s extremely rare that startup offices resemble The Social Network.

However, the academic backdrop for the real social network story (AKA Harvard), produced statistics that will serve to put the aforementioned misconception to rest. According to the Harvard Business Review, the average age of people who founded the highest-growth startups is 45. Say what?! A full-fledged adult?!

In fact, aside from the age category of 60 and over, ages 29 and younger were the smallest group of founders that are responsible for heading the highest-growth startups. I guess you can accomplish a lot when you’re not riding around the office on a scooter all day.

The study also found that older entrepreneurs are more likely to succeed. The probability of extreme startup success rises with age, at least until the late 50s. It was found that work experience plays an important role.

Many will argue, “Well, what about someone like Steve Jobs?” You could easily argue right back that it took Jobs until the age of 52 to create Apple’s most profitable product – the iPhone.

The study continues to answer questions like, why do Venture Capitalist investors bet on young founders? This goes back to the misconception at the start, and there’s a notion that youth is the key for successful entrepreneurship. Wrong.

There is also the idea that younger entrepreneurs are likely working with less financial options, so it may be common for them to take something from a VC at a lower price. As a result, they could be viewed as more of a bargain than older founders.

“The next step for researchers is to explore what exactly explains the advantage of middle-aged founders,” writes Pierre Azoulay, et al. “For example, is it due to greater access to financial resources, deeper social networks, or certain forms of experience? In the meantime, it appears that advancing age is a powerful feature, not a bug, for starting the most successful firms.”

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