Very occasionally I see QR Codes on résumés. I am open to the idea, but I doubt that currently
they are of any use. Maybe they will be
appropriate in a few years, but certainly not now.
QR Codes were invented in Japan and originally were for the
auto makers. They were/are for use on
mobile devices and provided a link to more content on the advertiser’s web
site. Subsequently, they have expanded
beyond automotive into many products and services. We see them now in various print vehicles –
magazines, bus shelter ads, transit, etc.
Ironically, few mobile phones actually have a code scanner
pre-installed, but of course they can be downloaded.
So what are they doing on résumés?
I strongly doubt that too many HR people are actually
scanning QR Codes on résumés to enter a candidate’s web site. (I downloaded a
scanner and looked look at about half a dozen résumés I received that contained
these codes. I found that the codes were mostly misused because they connected
to a website that only showed the résumé –
few candidates other than creative people who have portfolios on line actually have a
real website that gives any additional information. And résumés should contain a link to the portfolio, which can be accessed through any computer. I did see one account manager who had case histories, but they were long and boring and I did not bother to read them.
After doing this download, I uninstalled he reader.)
I also strongly doubt that there are any companies that have scanner capabilities for résumés in the HR department. Certainly there are none in the advertising business and, I am willing to bet that there are few, if any, in all of marketing. The technology is too new and has simply not been that successful or necessary.
I also strongly doubt that there are any companies that have scanner capabilities for résumés in the HR department. Certainly there are none in the advertising business and, I am willing to bet that there are few, if any, in all of marketing. The technology is too new and has simply not been that successful or necessary.
In fact, a quick Google scan of the use of QR reveals that
there is considerable controversy about its success. At the least, QR has not achieved its
promise.
I suppose that QR codes on a résumé may communicate that a candidate is digitally proficient and advanced,
but beyond that, because they have no real application, they are useless; they
may actually work against the candidate since they are impractical and don't connect to anything useful.
QR codes on résumés is pure vanity and, at least at this time, serve no real purpose.
Amen. Today, a mark of taste, judgment and professional competence is the curation of useful technology and the avoidance of redundant, annoying and useless technology. QR codes belong on very few things - almost nothing. Putting one on your resume (unless you've got some great mind-blowing reason for doing so) says that you still think a resume is essentially a printed (rather than digital) medium and that you think that QR codes are not a shitty user experience. Two strikes.
ReplyDeleteWell said, Mark.
ReplyDeleteI'm a little surprised at your response. have a QR code on my business cards, and people love them. First, they just think it's a cool thing to do. Almost everyone I know has a QR scanner on their smartphone. The information includes my name, company, address, email, phone numbers, and website. It means that they can just scan the information into their phone (and they keep it, yay!) and throw the card away, as business cards are just a nuisance nowadays. I know lots of people (myself included) who use QR's for discounts in-store and tracking fitness and food inputs. I think it's forward thinking of the candidates. Perhaps companies should figure out how to use them to their advantage. My two cents!
ReplyDeleteRachel, I have no idea about QR codes on business cards. I'm not sure I've ever been given one. But in terms of resumes, unless the QR code links to additional information, it is useless. I'm not sure that any HR departments anywhere have the ability to scan. Nor do I think they have the interest.
DeleteYou bring up a good point, Paul: It requires the HR person to get out his or her person phone, scan for info, load up a website, then somehow get that data transferred to their own computer (email a link to themselves?) and upload again, then print or save. Oof.
DeleteFor what it's worth, the tech industry makes quite a bit of fun of QR codes since they never really took off, despite marketers still trying to use them. They're clunky, a bit gimmicky, and they don't come preloaded on phones as necessary apps--huge sign that Apple/Android doesn't think much of them either.
ReplyDeleteI love the people who have made an effort to incorporate them into cards, though, especially if they work in the digital space. Still, I doubt they get used much. In fact, google "QR Codes dead" and you'll find a lot of data. Here's one very good article on it: http://blog.hubspot.com/marketing/qr-codes-dead
I like her suggestion that people create a bit.ly link instead, which is a dedicated shortlink that goes right to their linkedin page or other website. Plus, you can track it! What a great demonstration that you understand and care about analytics.
Good ideas, Liz. Thanks.
DeleteI thought about downloading the reader, but it wanted access to everything on my device. Could see it potentially being of use for creatives, but agree that I don't think it's currently met it's full potential.
ReplyDelete@Anon: QR codes require too much work. A simple link, either Bit.ly or something else, is a much better idea to link to portfolios or additional info, as suggested by Liz above.
DeleteCan you believe QR codes in HR books? Last month at HR Tech Europe I interviewed Jason Averbook, formerly Chief Business Innovation Officer for Appirio, and asked him why he used QR codes in his latest book "HR from Now to Next"? He said for two reasons "I wanted HR to get familiar with them and to also offer a way to link to live content that can be updated after the book is published." How awesome is that!?
ReplyDeleteBesides your suggestion of linking to an online portfolio, I think resumes should link a QR code to a video resume where the candidate can introduce themselves to the recruiter or hiring manager. Even HR people carry smartphones these days, so why not help yourself stand out in the crowd?
I have one on my resume, and it links to my LinkedIn profile. I've got a number of good recommendations there from former clients, former bosses, and former creative directors. One person actually did check it out and commented on one of my recommendations. Yes, they could have just gone to LinkedIn directly.
ReplyDelete@Anon: I am glad the QR code is working for you. However, you missed my point entirely. The QR code should link to something which gives different information than your LinkedIn profile, which, as you suggest, can be looked up directly. Perhaps you should consider creating a website which gives more information than can be found on your resume or LinkedIn. If you want the QR code to be an effective link, you might consider showing work you have done, case histories of your success or creative work you have been involved with that you are proud of. All too often, resumes and LinkedIn are completely redundant. But worse, you would be surprised how often they give conflicting information (dates, for instance), which ends up casting doubts.
Delete