The eWeek blog entry Wither the Resume? reminds us how quickly we have evolved in how people apply for jobs. Capturing information has advanced rapidly from manual scanning and sorting, resume parsing, and email resume attachments to a full automated online application process. The unstructured options for gathering information on candidates have also grown as fast as the Internet.

Social networking profiles are getting more popular for everyone, a staple for Generation Y—a certainty for Generation V—and are good for referrals. Facebook offers new recruiting opportunities. Second Life avatars are virtual recruiting targets where you can sell to the persona and hire the person. Video resumes attract attention but expose new issues. And Googling candidates may have more risks than rewards.

We agree that career sites featuring Web 2.0 recruiting features may have eliminated the need for a traditional resume other than as a form of marketing collateral that’s left behind at the personal interview.

However, we feel the consistent methodology of a structured profile in a single system of record still delivers the most advantages and rewards for candidates and companies.

Online applications get recruiters closer to the person’s true abilities, certifications, and experience faster and more efficiently than intermediary online personas. Capturing data with an online form enables automated pre-screening and proactive internal talent pool recruitment – in the real world.