Beyond the Pitch
CredHive: Making the Resume Obsolete
That’s the mantra behind CredHive, the Columbus-based startup that is on a path to completely change the way people communicate their accomplishments and the way that employers find for the talent they need.
“We are definitely trying something that is completely new,” said Tracey Parsons, founder and CEO of CredHive.
“Bullet point resumes miss the target,” Parsons said. “The wrong people are invited in for interviews—lots of the right people are passed by. We should be discovered for what we know, not who we know. What we’ve done, not how well we do or don’t write prose.”
Parsons has an extensive career in digital marketing. She was one of TMP Worldwide’s (Monster.com’s parent company) first Internet strategists, helping convince the recruiting world to use the Internet instead of using Help Wanted ads.
“The irony is that the problem that I’m now trying to solve,” Parsons said, “is one I helped create.”
Today people are averaging 11 job changes during a career; Millennials will exceed that.
The Bureau of Labor Statistics (BLS) reports that the average number of jobs in a lifetime is 11.4 for men and 10.7 for women.
More than 90 percent of Millennials (born between1977-1997) expect to stay in a job for less than three years. That translates into 15 to 20 jobs over a career.
There are several forces at work.
The risk of layoffs has caused workers to be both strategic and defensive about employment.
Changing jobs can lead to greater fulfillment. And then there’s the potential of a larger paycheck. The average raise an employee can expect is about 3 percent; average salary increases from changing jobs range between 10 to 20 percent.
Given this reality, workers can expect to invest a fair amount of time in changing employment. That means more job searching, constant networking, and the best possible expression of their work.
“And that isn’t the resume,” Parsons said. “It’s not about the sequence of jobs you held. People should be noticed for their actual work and deliverables; not for their education, their employment history, who they know, or even their own names.”
Resumes are a pain for most people…and they don’t do the job that needs to be done.
It’s hard to write a resume. People hate doing it. And they don’t do a good enough job. The average resume gets a 6 second scan from a recruiter according to a study by The Ladders. Six seconds makes it hard for words to stand out.
It’s also hard to read a resume and really understand a person’s capabilities. Most people writing resumes don’t make a living from writing prose.
CredHive is an entirely new approach to matching talent with opportunities. It makes confetti out of the traditional resume, replacing it with a visual, curated cloud of members’ best work.
“CredHive lets people see what you’re awesome at instead of you telling them what you’re awesome at,” said Parsons.
A picture is truly worth a thousand words—or thousands of dollars as it turns out.
“We’ve just been at this since January,” Parsons said. “We’ve done zero marketing to employers, and we have 30+ that want to search the hive. The team at TechColumbus has been instrumental at introducing us to great connections to validate our concept, including First Connect.”
Here’s how CredHive works.
So what’s a hive? CredHive is so entirely new, that it comes with its own vocabulary.
- Hive – A buzzing collection of work that real Talent (people) have actually done.
- Talent – People who have skills, experience, ideas… and a track record of work. Also known affectionately as Hivers.
- Creds – Visual evidence of work that members have uploaded and curated themselves. A good cred tells a story. Check out some examples in the. CredHive gallery. Creds make it easy for sources and recruiters to find talent. Hiring managers can better visualize and understand what a person has actually done.
- Visual Cloud – your collection of Creds. It’s a farthest thing from a resume and the closest thing to the work you really do.
- Anonymity – keeps the focus on the work, which is all employers see…not gender, tenure, culture, or degree. “You’ve leveled the playing field for the Talent out there. You’ve made it all about the work,” from an early adopter’s email.
- Antenna – A personal broadcast tool. No one sees the work CredHive members upload, not even the team at CredHive unless your antenna is up. If it is up, recruiters who subscribe to the Hive can see your work. If it is not up, only you can see your work. It can do some other nifty things too, like recognize your job preferences.
It’s easy to get started.
- Talent (that would be you) joins CredHive (it’s free) and creates an account and password.
- You create some Creds. If you need ideas, there are plenty of them in the CredHive gallery.
- Raise your Antenna when you are ready for people to see your work.
- When you do something notable, add another Cred to your Visual Resume cloud.
Creating an accomplishment economy
“People aren’t used to curating their careers,” Parsons said. “Every quarter or half year, you should be delivering something you are proud of. Everyone has visual images of the results of their work; sometimes they just need a little inspiration. That’s why we created the Gallery.”
The idea of adding a Cred for work that you are proud of before you are looking for a new job, is an important aspect of the CredHive approach.
“The idea is to get out ahead of it versus looking for a job in panic mode. You don’t want to stay stuck in the old paradigm that you’ll think about the work you’ve done only when you’re looking for a job, “said Parsons.
“It’s easy to take an hour a month to keep your Creds up to date,” she said. “Whether you are looking for a job or not, you can flip up your antenna and show recruiters and potential employers what you’re all about. But if you aren’t focused on the work, this is not the place for you.”
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