In a recent blog post on his site, The Social Executive, Ryon Harms posted an article titled: Your resume is dead, long live your blog!

The article created quite an interesting amount of feedback from job seekers, recruiters and other career-minded individuals. In fact, it sparked so much interest that Harms wrote a follow-up to the original article, titled Round II: Your resume is dead, long live your blog!

The feedback on both articles was interesting and opinions varied greatly. While I think blogs can be a great tool, I disagree with the comments made by Harms. And it’s not just because I am a professional resume writer. It’s because well, I know from talking to many recruiters and hiring managers over the years, that they hardly have enough time to thoroughly read a candidates resume, let alone a blog.
Although, after doing some research, I did change my opinion on how a blog can be a boost to one’s career and show them as an expert in their field. However, that is often the exception. Blogs take time, and if not maintained or done professionally, they can cause more harm than good.

But instead of rely on my own opinion, I decided to ask a few recruiters and hiring experts the same question:

When it comes to needing a resume or writing a blog – what will be more valuable in the future? Is the resume dead? Is a blog the wave of the future?

Here is what they had to say:

Tony Nelson, TBN Consulting
“Comparing apples to oranges here, resumes and blogs will both have their place within the job search/hiring process,” says Nelson, president of TBN Consulting LLC, a Minneapolis-based search firm for professionals within the marketing profession. “However, I don't see blogs replacing resumes or resumes replacing blogs at anytime.”

Nelson continued: “A resume should be used as a one-to-one selling tool set up to inform a specific potential employer of your specific skills that are relevant to their specific employment needs. It should cover relevant experience, employers, successes, education, interests and may even reference a relevant blog. But it should also be easy to follow and concise (KISS theory). The hiring manager should be able to pick up a resume and immediately determine if the candidate has the background needed for a specific job and then used as a reference guide during an interview.”

A blog is a communication vehicle in regards to a topic of interest to a broader group of people, says Nelson.

“A blog may help display your knowledge and passion toward a specific job or topic of interest. A blog may also be useful in allowing potential employers to find you and get you invited to the table for an interview. However, when it comes time to actually apply for a position a resume will still be the tool used throughout the process to provide an outline of your past work experience, employers, education and success.

Nelson finished by saying resumes and blogs are “two great vehicles that can be used during a job search, but two tools that should be used for different purposes.”

Steven Rothberg, Founder of CollegeRecruiter.com
“I do not believe that resumes will be replaced by blogs anymore than resumes have been replaced by interviews, executive search firms, job boards, or other sourcing tools,” says Rothberg. “They are not mutually exclusive. Blogs when well written, contain voluminous amounts of information about a candidate. That very trait is why they are helpful because recruiters doing keyword searches are more apt to find a blogger than someone with only a faint digital footprint but no recruiter is going to read every word from a potential candidate's voluminous blog as it is simply too time consuming.

Rothberg continued: “Resumes are sales documents that summarize a candidate's past accomplishments to help recruiters gain a quick understanding as to whether that candidate is likely to be well-qualified for certain work to be performed in the future. They take seconds to scan while well-written blogs take hours to read. In short, they serve different purposes and compliment each other.”

Lissa Weimelt, Principal of The Hiring Experts
Lissa Weimelt, Principal of The Hiring Experts, a Twin Cities Retained Search firm, says that although blogging is rapidly gaining in popularity, blogs aren’t able to replace resumes in most companies. Most large companies store resumes in an applicant tracking system (ATS) which retains them through name, job title, salary or key words. Smaller companies store resumes in Efiles or simply print them for a current or future vacancy.

“Blogs cannot be stored in this manner,” says Weimelt. “A candidate solely relying on a blog instead of a resume might be noticed once, but the risk not being stored or found again is high.”

There are ways to draw an employer’s attention to your blog, says Weimelt. Provide a link to it on your resume. On your resume, under activities or memberships, note that you read blogs that are relevant to your career or interests. That also signals you are tech-savvy.

But Weimelt issues a caution on blogs or resumes: “Blogs by nature are chatty, a bit irreverent, or have content that makes them stand out from the crowd,” she says. “In the serious world of employment, that can backfire. Make sure your blog, just like your clothes for the interview, or your message on your cell phone, is appropriate to any employer who wants a risk-free hire. Also, blogs take time. An employer who doesn’t blog doesn’t want to wonder how much time you will waste at work blogging on their dime.”

What’s your thought? Will the resume be replaced by a blog? I say no, never. What do you say and why?

At the top of the resume is the applicant’s name and contact information. This includes current address, telephone or cell number, and email address. If any of these changes, so must the information at the top. Nothing is more frustrating for a company than rejecting an applicant simply because the person’s contact information is not up to date and they cannot contact the person.

Education on a resume is an important thing to list so that the company can see what degree(s) the applicant holds and from what college or university. If the applicant does not have a degree or if the degree is in progress then the applicant will choose to either leave this blank (which is acceptable for the applicant without a degree) or list the degree desired and then list that this degree is in progress. Commonly, the applicant will list the year of graduation and the GPA.

The meat and potatoes of the theatre resume are a list of the shows, companies, and positions held at each production. It is best to use only the shows worked on in the past three years; however, if periods of inactivity make the list a little light, going back further may be necessary.
If it can be avoided, it is best not to include shows done in college or high school, unless the applicant just started college or just graduated from college. However, depending on the upcoming show, previous work on the same show with a different company can be mentioned on the resume so that the employer will see that you have familiarity with the script. This sort of familiarity is always welcomed even though each production of the same show will inevitably be different.

Mentioning other areas of involvement is important as well. If the majority of the resume is involved in lighting for example, but the applicant as done dramaturgy, sound, run crew, carpentry, etc, then that is just as valuable to the resume as the lighting experience. As any theatre professional knows, applying for one position may not land, however, if other positions for the same show are available and they see the applicant has experience in other positions needed, the applicant may be hired for a different area.

Listing related skills or special abilities in a theatre resume is also valuable. Mentioning skill like welding, working with a myriad of light boards, software, sound equipment, painting techniques, fight scene choreography, or any certificates or titles held are vital to informing the company of the scope of the applicant’s ability. Familiarity with Microsoft office suite, Outlook, a valid driver’s license or a CDL license, as well as model making or PR work are also things an applicant lists in a separate area titled other skills. The other skills area is an opportunity to list skills that are utilized in areas beyond theatre, or personal hobbies, which will assist in giving the company a well-rounded sense of the applicant.

Any awards, scholarships, fellowships, and internships are to be listed in the applicants resume. Acknowledgment for achievements made in theatre assist greatly in the applicant’s resume, as they create a boost in credibility and validity in the applicant’s quality. The applicant should list the internship or award, then, list when and with which company it was held.

Contacts and recommendations are necessary items in the tech theatre resume as well. These contacts should be persons with which the applicant as a great report. Recommendations, as requested, are sent via the postal service or via email as an attachment only. Contacts are listed as name first, title, company the contact works for, and phone number. The applicant an the contact are to agree on the most appropriate phone number to use, as not everyone is comfortable with giving out a home phone number or a cell phone number.

Every theatre professional’s resume will look slightly different and there is no cookie cutter format to follow. The resume will always have to be updated and changed around based on the desired jobs. Many theatre professionals are now making their resumes available for access via the internet on a website that they create. Websites are also an effective tool to use as a means of making the resume readily available to companies all over the world. No matter how the theatre professionals get around, the most important tool they carry is a resume.

(Sports Network) - Now just a half game out of first place in the National League Central, the St. Louis Cardinals try to put their best foot forward this afternoon as they take on the Kansas City Royals in the second of a three-game interleague set at Kauffman Stadium.

On Friday the Cardinals, who trail only Milwaukee in their division, climbed over the .500 mark on the road (16-15) by posting a convincing 10-5 victory on the road in the series opener. Ryan Ludwick, who is hitting just .234 at the moment, came up with one hit in the contest, a grand slam that was key in a six-run third inning that put the game out of reach.

"It's got to fuel the fire a little bit," said Ludwick of the Royals opting to load the bases prior to his at-bat rather than pitch to Albert Pujols. "He (Pujols) gets walked a lot, so that's been one of the big things here. Needing a guy to hit behind Albert. I know I really haven't done my job too well, so hopefully I could a better job at it."

Pujols still finished with two RBI and a run scored for the visitors, while Skip Schumaker and Colby Rasmus combined for seven hits at the top of the order and scored two runs apiece.

Starting pitcher Brad Thompson evened his season record at 2-2 by working through seven innings, allowing four runs on five hits.

On the other side, KC starter Kyle Davies wasn't as lucky as he was shelled for seven earned runs on nine hits in a mere 2 2/3 innings of work.

"It wasn't very good," Davies said of his short, unimpressive effort. "I had a good tempo and a good mindset going into the game. I just didn't make very good pitches."

Miguel Olivo, David DeJesus and Billy Butler all had home runs for the Royals, but it made little difference as the squad dropped its third in a row. Kansas City, which is a miserable 10-19 on the road, but a more respectable 19-18 at home, is fourth in the American League Central at the moment, 6 1/2 games off the pace.

In an effort to even his career record, which currently stands at 28-29, Brian Bannister heads to the hill for the Kansas City Royals this afternoon. The righty, who has a career mark of 3-1 and is already 1-0 versus the Cardinals this season, logged just the second win in his last seven appearances on Sunday with a strong outing versus Cincinnati.

Against the Reds, Bannister allowed just a single unearned run over eight innings, permitting four hits while striking out four.

As for the Cardinals, they have Chris Carpenter slated to hit the hill again this afternoon. A 12-year veteran who began his career with the Toronto Blue Jays, Carpenter suffered his first loss since last August on Sunday, bowing to Cliff Lee and the Cleveland Indians.

Against the Tribe the New Hampshire native made it through seven innings, giving up three earned runs on five hits, two of those being home runs. Through his first five games of this season Carpenter did not give up a single home run, but now in his last three he's been tagged for a trio.

The Cardinals captured two of three at home from the Royals back on May 22-24, and now lead the 2009 I-70 series by a count of 3-1.

As the Social Media Revolution continues to change the way in which we all connect, socialize, meet and network online, the resume--one of the last remnants of the “paper world”—has finally gone digital. The video resume (VR) concept has been around for awhile, but the way in which they are produced and utilized will have a lot to do with the acceptance and success of VRs in the marketplace. Needless to say, the VR concept has yet to be perfected. Until now.

Los Angeles-based Corp Shorts Video Productions (www.Corp Shorts.com) is changing the landscape of how video resumes are being produced, utilized and promoted with the launch of REZBUZZ (www.rezbuzz.com). RezBuzz is a video resume and branding service paired with a social networking platform that is looking to span the globe bringing together job seekers and businesses looking for new employees.
RezBuzz offers hiring professionals and employers a way to search for candidates and for candidates to search for employers with the distinctive feature of connecting through a Professional Video Resume (or “PVR”) or a Corporate Profile Video. It essentially combines some of the most popular networking communities on the World-Wide-Web. We like to think of it as a “LinkedIn meets YouTube meets Monster.com meets Facebook meets Match.com” kind of networking environment.

How can Businesses and Search Pros get started? CREATE A PROFILE THROUGH THE MONTH OF JUNE, AND START POSTING—THERE IS NO CHARGE. All new business members will also receive a complimentary membership on RezBuzz through 2009.

RezBuzz allows businesses and corporations and search professionals the chance to tap into a potential worldwide workforce---via the creative use of video branding. “Video Branding is the most powerful form of online media offered today,” said Sadovnick, who is also the CEO of Sadovnick Partners Executive Search was named one of the “Most Influential Headhunters in the World” by Business Week Magazine in November 2008. “Online video is the future of resume distribution and networking in the workforce, if produced responsibly and professionally.”

Mark Sadovnick recommends that business members consider having Corp Shorts’ team of professional writers, videographers, and editors produce a professional video for the RezBuzz as well as other social media communities and other outlets. “Our PVR™ (video resume) and Corporate Video Profile production services are what set us apart from other video resume sites and services,” said Sadovnick. “We have more than fifty video production crews are available nationwide in all of the major markets.” All production also includes a free year of hosting on RezBuzz ($99 value).

REZBUZZ AND CORP SHORTS WILL AWARD A VIDEO PRODUCTION* TO THE COMPANY OR SEARCH PROFESSIONAL COMPANY OR INDIVIDUAL WHO POSTS THE MOST JOBS BETWEEN JUNE 5-12.

*PROFESSIONAL OR COMPANY VIDEO SHORT VALUED AT $2500.

Corp Shorts Video Productions (www.Corp Shorts.com) located in West Hollywood, California and operating globally, offers a unique combination of resources and management expertise comprised of film and video production and executive search and recruitment. As more and more corporate recruiters and search professionals continue to add value to their sourcing and recruiting efforts by building their core competencies and organizational capabilities around online sourcing and research, it is very important to produce and deliver responsible, professional quality personal branding.

The RezBuzz community will take online social networking to another dimension in the area of opportunity search and placement. “When personal computers were first coming on stream 25 years ago, we were promised a paperless world,” Sadovnick said. “That promise is finally being realized.”

REZBUZZ has also launched a global media campaign to spread the word about RezBuzz and to attract the kind of audience hiring managers and professionals need to tap into. The goal is to attract the right audience and build a dynamic social network that is unlike any other for the purpose of job search/placement and business networking via the power of video branding.

www.CorpShorts.com

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Even though it is past the midway mark of the month of June, it isn’t too late for students looking for summer employment to find a job.

The Napanee Service Canada Centre for Youth (SCCY) has been up and running for a few weeks, and has already helped dozens of local students find employment for the summer and beyond.

Even though the school year has already ended for college and university students, and will soon end for high school students, SCCY youth services officer Deanna Jones said plenty of job opportunities are coming through the doors of the centre.

“No, it’s not too late. There’s actually a lot more jobs coming in now than there were a month ago when we opened. It’s kind of hit and miss depending on the industry, and it kind of depends on what the employers need and when they need it,” said Jones, adding that the SCCY is open until mid-August.

The SCCY deals with both potential employees and employers, helping one find the other.

“We go into a lot of the high school and do a lot of presentations, and we do a lot of promotional events to kind of get the word out. We go out and we talk to all the employers ... and just let them know who we are and what we do, so that they feel comfortable coming here and posting their jobs, rather than not posting them.”

The centre is designed to help students, from age 14 to 30 (as long as they are full-time students) find work over the summer. But Jones added that a number of employers she has dealt with are looking for high school students who can continue to work part time throughout the school year.

“For the students, we do things like helping with resumes, cover letters, interview prep [preparation]. We have health and safety workshops that we do too, and we help with job search techniques,” said Jones, a Belleville resident, who is in the justice studies program at Loyalist College.

Even in the age of Facebook and Twitter, cover letters and resumes are of prime importance.

“In your cover letter, you want to brag about yourself as much as you can. And it’s really important to have everything tailored just for each job. So it’s important that if you are applying for, say, a position with the Salvation Army ... then you take that job description and your alter your resume and your cover letter for what the job wants. It’s important to make yourself look like the best candidate,” Jones explained.

“And we teach you how to tailor it. We teach you haw to be specific about your resume and how to make it look not generic, and how to change your skills, because a lot of students are using a functional resume, which highlights their skills rather than their experience.
And that’s because a lot of our students don’t have that much experience. So we’re showing them how they can get a job without experience.

“We just say, ‘no experience, no problem,’ because we’re going to help students have a competitive edge to their stuff. It looks good when it comes out of here. It looks professional. It has what what employers want on it.”

The centre also offers an odd job squad service, where businesses or even individual homeowners place ads looking for short term help.

“Students can sign up for that. If their application meets the requirements for the job, we then send out the student’s information to the employer and they get in touch with the student, so it operates as sort of a referral system, said Jones.

Jones can also direct students to special programs under the federal government’s new Canada Summer Jobs Initiative, which offers employers incentives to hire Aboriginal youth, visible minorities, youth with disabilities, and those living in communities that have high youth unemployment rates, are more remote, or in high crime areas.

There are also applications for college and university students looking to get summer work with the federal government. This is how Jones got her gig as the youth services office for the Napanee SCCY office.

Students are welcome to visit the SCCY, which is located in Murphy’s Business Plaza, 2 Dairy Avenue, near The Napanee Guide office.