In the recruiting world, a hot topic the last few years has been video resumes. In many European countries, and due to the explosion of Youtube, lots of content companies are trying to cash in on the untapped market for video resumes in the US.
But here's the thing: they aren't *listening* to what recruiters are telling them.
There is a huge issue with discrimination potential. And, that discrimination isn't even just from a recruiting perspective; there are several studies conducted over the last decade that show that societally we are predisposed to discrimination:
Attractive people make more money, are seen as more reliable, and generally have an advantage over their homelier counterparts. Below are just a very few articles referencing these studies.
Add to that the cost involved with producing a video resume, and the *lack* off access to it, and you are basically saying that people who have money to go to a videography service have a better shot at getting a job. Today, anyone can go to a library, or local unemployment office and type up a resume and use free email to send it off.
Not only that, but who cares if someone reads a scripted document that tells me how wonderful they are?
I can see there being a market for *live* videoconferencing for interviews. I've used this option myself in the past, and it has been successful. But for now, just email me a resume I can search and look at and call it good.
HR and Compliance
Supply and Demand
Roxanne Hicks: Re: Why video resumes *don't* work
You are DEAD on with this post. I look at hundreds of resumes daily, I spend about 3 seconds on a preliminary scan, I delete the ones with video links. Don't even look.
Tom Schmidt: Re: Why video resumes *don't* work
Kristen: I'd like your opinion please. I agree that video resumes do not work. However, I believe the goals of a video resume are worthwhile. (1) Candidates want to differentiate themselves, and (2) prospective employers want to learn something of the candidate's character / workplace persona.
A viable alternative might be to include "vetted / trustworthy" data in the candidate's resume. The insertion would be done by a trusted 3rd party (e.g. background check vendor), and then locked down with a digital signature so that no one, not even the candidate, can alter or edit the vetted data. This data could include the candidate's educational credentials, workplace competencies, et al.
Candidates could better represent themselves, and recruiters could actually find and rely on the inserted vetted data.
If interested I'll gladly share more info. Please contact me at the above email address.
Thanks. ...Tom Schmidt
Kristen: Re: Why video resumes *don't* work
Candidates trying to "differentiate themselves" by using methodology that is *avoided* by HR professionals are shooting themselves in the foot. And, again, I see no value to a video resume. It does not give me a "workplace persona". All it does is show me someone who has the time to sit and memorize and practice lines in the mirror until picture perfect for hours on end. It's no different than giving a speech in my book.
Your encrypted data is an interesting one, but most companies already have preferred vendors that they use for background checks. I *might* be interested on it for international candidates especially for criminal and educational background checks.
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