The Resume Is Not Dead:

Why It Still Holds Value in the Age of AI-Driven Hiring

By: Erin Kirk, Partner - Sales & Marketing

There’s been a bit of buzz circulating on LinkedIn questioning the value of the resume. As a recruiter navigating the fast-paced world of AI-driven hiring, dynamic data collection, and ever-evolving technology, I often find myself in the middle of this debate: Is the resume still relevant? 

With AI algorithms, personality assessments, and vast pools of real-time data at our fingertips, the resume can seem like a relic of the past. While I fully embrace these innovations, the resume is far from obsolete. In fact, it remains a vital cornerstone of the hiring process.

Why the Resume Still Matters

The resume, for all its simplicity, is a format that has stood the test of time because it serves an undeniable purpose. It offers a quick, standardised snapshot of a candidate’s qualifications, experience, and skills. As a recruiter, I appreciate how easily I can glance at a resume and get a sense of a candidate’s professional trajectory. Whether they’re a seasoned veteran or a recent graduate, the resume presents the essential details clearly and concisely. 

Let’s not forget the value of structure. Resumes are predictable and familiar. They’ve evolved, of course—now incorporating different formats like functional, chronological, and hybrid—but their basic framework remains recognisable. This consistency allows for quick comparisons across candidates, saving time and reducing cognitive load during the early stages of hiring. 

When I’m reviewing a stack of applications for a role, the resume is the first place I look. It tells me what I need to know in the shortest amount of time: Has the candidate been in a similar role? Do they have the required technical skills? How have they grown in their career? In an age where time is more precious than ever, the resume provides the quickest route to understanding these fundamentals.

The Flaws of AI-Driven Tools

AI is undeniably transforming recruitment. Tools like automated resume parsers, chatbots, and algorithmic matching systems can quickly process thousands of applications, filtering candidates by keywords, skills, and job titles. These technologies help streamline resume screening and identify promising candidates based on structured data. However, AI falls short in capturing the nuances of personality and potential—those human elements that go beyond what's immediately visible in data. For example:

AI struggles to interpret the subtleties of human experience, such as passion, resilience, or creativity, which may not be fully expressed in structured resume data.

• AI may not understand career gaps (e.g., personal development, travel, caregiving), non-traditional career paths, or unique experiences that indicate potential beyond keywords.
• Many AI resume parsers prioritise specific terms or structured formats, potentially overlooking strong candidates who describe their skills differently.
• If trained on biased data (e.g., past hiring patterns favouring certain demographics), AI may perpetuate systemic discrimination rather than eliminate it.
• Personality and culture fit are complex and context-dependent. AI cannot measure a candidate’s adaptability, interpersonal skills, or alignment with company values as effectively as human recruiters.

AI Overlays—It Doesn’t Replace the Resumes

This is where the relationship between AI and the resume becomes more complementary than competitive. AI doesn’t replace the resume—it overlays it. It sits on top of traditional hiring methods, adding layers of insight, speed, and scale that help us process information more efficiently. But it still relies on the foundational structure the resume provides.

Think of AI as a high-powered lens—it zooms in on key phrases, patterns, and data points to enhance what’s already there. But without the resume, there’s no base to analyse. AI can’t generate meaningful insights from nothing; it needs structured input. The resume gives that input shape, form, and direction.

Moreover, as much as we lean into data-driven assessments, there’s something irreplaceable about the human element of reviewing a resume. As a recruiter, we look beyond the keywords and make an informed decision based on things like formatting, attention to detail, and how the resume’s narrative aligns with the role. These are subtleties that AI—despite its growing sophistication—can’t fully replicate. High performers are often distinguished by more than just their technical competencies or educational background. They bring intangible qualities like problem-solving, leadership, creativity, and emotional intelligence that go beyond what's listed on a resume. While AI might flag potential matches, only a recruiter can probe deeper into the interpersonal dynamics, problem-solving approaches, and resilience factors that distinguish a high performer.

The Resume as a Foundation, Not the Entire Picture

While AI and dynamic data collection are powerful tools, they aren’t perfect. And they certainly don’t negate the value of the resume; rather, they should complement it. Think of the resume as the foundation of a candidate’s profile, with AI tools, portfolios, and online platforms serving as additional layers of insight.

AI-driven platforms are helpful in broadening the understanding of a candidate’s career, showcasing their engagement, and even offering glimpses into their professional networks. But those platforms often lack the focused structure of a resume. A resume, by design, forces candidates to distil their experience into a concise, intentional document. In a sea of information, this clarity still matters.

Moreover, resumes allow for flexibility. Candidates can adjust their resumes to highlight specific skills or experiences that are most relevant to a particular job. This customisation—whether it’s adding a project portfolio or emphasising specific technical abilities—gives both candidates and recruiters a level of control that dynamic platforms often can’t match.

The Resume’s Role in Humanising the Hiring Process

The resume also plays a crucial role in humanising the hiring process. It’s the first point of contact between a candidate and a recruiter, and it’s often the document that sparks meaningful conversations. It’s not just a list of qualifications; it’s a candidate’s story. I’ve had countless conversations with candidates where we’ve dug deep into the journey outlined in their resume—the challenges they’ve overcome, the lessons they’ve learned, and the personal motivations behind their career decisions. Those stories matter. 

In a world where much of the hiring process is becoming more automated, the resume offers a tangible way to start a human connection. It’s something to talk about. It’s a starting point for building rapport and understanding a candidate’s values, drive, and aspirations. AI might help streamline the process, but it can’t replace the conversations that a good resume can spark. 

So, has the resume had its day? 

Not by a long shot. While AI-driven tools and dynamic data collection platforms certainly have their place in modern recruitment, the resume remains a crucial part of the hiring process. It provides a quick, standardised overview of a candidate’s qualifications, while also offering a degree of personalisation and control that AI cannot replicate. It’s the starting point for human connection, the foundation for deeper exploration. 

The future of recruitment isn’t about abandoning the resume in favour of AI; it’s about using both to their fullest potential. The resume will continue to serve as a reliable anchor in a sea of dynamic data, allowing recruiters like me to make faster, more informed decisions while still keeping the human element front and centre. 

The resume may be evolving, but it’s far from dead.

Some helpful hints from us at Convergence when creating your CV:

• Include complete contact info: Add your phone number, city, secure email, and LinkedIn profile at the top makes it easier for recruiters/employers to reach you.
• Start strong with a summary: Write a short, tailored summary that showcases your top skills and experience. Focus on what you bring to the table.
• Highlight achievements, not duties: List your work experience in reverse order, focusing on results. Use action verbs and quantify your accomplishments where possible eg - “increased sales by $80,000”, “reduced turnover by 25%” or “improved on-time delivery by 30%”.
• Add key skills: Include both hard and soft skills that match the job. Back them up with examples where you can.
• Include extras that add value: Relevant projects, languages, and certifications can help you stand out—just make sure they’re job-relevant.
• Keep education relevant: List your most recent qualifications first. Include degrees, institutions, and dates. Add coursework or projects if you’re early in your career.
• Skip references: Simply state "References available on request"—save the space for more impactful content.
• Tailor every time: Match your resume to each job description. Use relevant keywords to get past applicant tracking systems (ATS).
• Proofread like a pro: Typos can cost you the job. Always double-check spelling, grammar, and formatting. Ask someone else to review it too.
• Keep it concise: One page for early careers, 2-3 pages max for experienced professionals. Cut anything that doesn’t support your application.
• Update regularly: Refresh your resume every 6–12 months with new skills, achievements, or roles—even if you’re not actively job hunting.
• Address employment gaps: Be honest. Use formats and examples (like volunteering or courses) to show ongoing growth during any time away from work.
• Avoid common mistakes: No generic resumes, fluff, or misleading info. Avoid irrelevant jobs, outdated education, or hobbies—unless directly related to the role.
• Don’t include personal details such as your date of birth, marital status or photo (unless you are applying for a job where these are relevant).
• Keep it simple: Avoid fancy formatting or writing text in boxes.