As the author: I could not agree more. I wish we had a system that's not as dependent on resumes as the current one is. I actually dedicated the last chapter (that I'll probably make public) on advice on how to make the process better, if and when you'll be a hiring manager.
Anyone who feels the pain on how broken the system is: please, try to not forget this. And when you'll have the opportunity, try to improve it.
I see solutions along not immediately rejecting when the resume is not a "fit", but carrying on looking for signals.
As of today - in 2020 - the best way to not have to rely on a resume is to have a referral. The first part of the book stresses this a lot. A trusted referral "I know this person" will probably make a resume redundant, at least for smaller places.
Companies do depend a lot on referrals and I personally have basically not needed a resume except for pro-forma purposes for 20 years. One downside of that though is that companies hire solely from what would be called the old boys network, which probably wouldn't sound so ideal in other contexts.
We're working really hard on solving this specific problem. Resumes show you surface/hard facts, but not the "soft stuff" that really matters for whether or not people will be happy in their new role. Things like shared values, ideal work culture, priorities, etc. Our efforts have been well-received so far - 90k people have signed up to be matched with companies this way.
Anyone who feels the pain on how broken the system is: please, try to not forget this. And when you'll have the opportunity, try to improve it.
I see solutions along not immediately rejecting when the resume is not a "fit", but carrying on looking for signals.
As of today - in 2020 - the best way to not have to rely on a resume is to have a referral. The first part of the book stresses this a lot. A trusted referral "I know this person" will probably make a resume redundant, at least for smaller places.