Part of all the fun of working at an enterprise social start up, is that your day is never the same. One of the "hats" that I wear at Igloo Software is a fashionable human resources hat. In this area, I manage job postings, I manage resumes, and I manage vacation requests.

You see a great perk of working at a social software company is that the software manages the resumes for me. And  thanks to our software, other employees are able to have visibility toward resumes that come in. Rather than my impression of a resume, we encourage all Igloo employees to offer their insights by commenting on a resume as well.  

Managing Resumes - The Old Way 
 

At most companies,  the process would start with resumes being emailed  or mailed to somone in the Human Resources Department (and if they live in the 1990's, they would fax it in). From here, they would compare and contrast their education, skills, and work experience to that of what the job posting requires. Their singular impression and judgment of a resume would determine if an eligable candidate would come in for an interview. They could miss exceptional candidates by having a singular source filter resumes for all types of positions.

Managing Resumes - The Igloo Way
 

With Igloo Software, the process is different (and better).  

When I receive resumes,  I can drag and drop all them into our corporate intranet. Each job posting has it's own folder, and it's easy to upload a bunch all at once.  From here, employees now have visibility of resumes that are uploaded by viewing the activity stream. And for those that really want to be aware of applicants that are applying for a certain position, by following a certain folder, they can be notified when a resume is uploaded (instantly, daily, or weekly).

Now if you were in my shoes and didn't have Igloo Software, how would you determine if one resume was better than the next?  Would you print the resumes out and put them in different folders? Would you keep all resumes stored in your email inbox and flag the ones you like?  How would you remember the reason why you even liked the resume? How would you rank resumes? How do you collaborate with your different team members on finding the best candidates?

Jeanne Meister, Partner with Future Workplace and Columnist for Forbes believes that HR processes will be socialized. In her article, 2013: The Year Of Social HR, she expresses that we're moving from a "knowledge economy" to a "social economy,".  Instead of placing an importance on hoarding knowledge, we are unleashing information to other employees to promote transparency throughout an organization. 

Ratings 

With Igloo's software, employees can rate a resume from 1 (poor) to 5 stars (outstanding). Even when it comes to determining who comes in for an interview, our policy is, if they have 4 stars or more, it suggests they should come in for an interview since their qualifications and education align with that of the job description. 

Comments 

At Igloo, we encourage employees to add context to the resume by commenting on it. Whether if they like their work experience, if they worked with them in the past,  or noting a candidate does not have the right education, managing resumes has never been easier. No more scribbled notes on a resume that you printed out.  

When it comes to determining who comes in for an interview,  we encourage managers to comment on the resume as well;  whether if they plan on having the candidate in for an interview or  elaborating on how the interview went, employees are informed of what stage the company is at in the hiring process. And never fret -  this update doesn't interfere with the employees' work flow since this comment would show up in their activity feed when they login to the corporate intranet.  

For someone who never majored in Human Resources Management in Unviersity, managing resumes at Igloo Software is not only easy, it is also collaborative. Through a collective view point and socializing the processes around human resources, there is a sense of integrity toward choosing the right candidate to come in for an interview.

Do you agree? Disagree? Share your thoughts below or tweet @IglooSoftware.