The answer, unless you are some type of Tony Robbins wonder-kin, is yes...

Still, the question is an interesting one.  In a heavily linked post, Seth Godin recently presented a take that the best candidates shouldn't be concerned with having a resume.  Here's part of Seth's take on how top talent can differentiate themselves by not having a CV:

"This is controversial, but here goes: I think if you're remarkable, amazing or just plain spectacular, you probably shouldn't have a resume at all.

Here's why: A resume is an excuse to reject you. Once you send me your resume, I can say, "oh, they're missing this or they're missing that," and boom, you're out.

If you don't have a resume, what do you have?

How about three extraordinary letters of recommendation from people the employer knows or respects?
-Or a sophisticated project they can see or touch?
-Or a reputation that precedes you?
-Or a blog that is so compelling and insightful that they have no choice but to follow up?

Some say, "well, that's fine, but I don't have those."

Yeah, that's my point. If you don't have those, why do you think you are remarkable, amazing or just plain spectacular? It sounds to me like if you don't have those, you've been brainwashed into acting like you're sort of ordinary."

So what does the star HR Director/Manager use to market themselves if they aren't aren't using a resume?  Great question.  We aren't graphic designers, so we don't have items that seamlessly build portfolios.  Still, the portfolio model makes the most sense.   Some of the strongest candidates I have interviewed across all functional areas used the concept of a "leave behind" to win the job.

The leave behind is a portfolio of projects/initiatives that shows the depth of who you are professionally.  It transcends a resume.  Put together the right way (it's all marketing, all the time in the job hunt, my friend), the leave behind portfolio hits the hot buttons you want to hit (think employment branding, retention, development) by presenting the best of your work.  It might include project plans, presentations, recommendations/reactions, etc.

The goal?  To make those considering hiring you see that you are one DEEP personnel HR Talent Management professional.  In my experience, interviewing candidates for manager/Director level positions, about 1 out of 100 candidates brings a leave behind like this.  So if you do it, you're already seen as different.

You should create one the next time you're looking for a HR job.  Can't think of what to put in it?  Think of what you would like to have in it. 

Now you just figured out what to do at work for the next year...