It seems that just about everything is moving to an online medium, and this is no different in the field of recruiting. LinkedIn is a great electronic resume, and other social networks can really add a new dimension to the hiring process. What could be better? As it turns out, video can be better.

More and more companies are asking for video resumes from candidates if possible. This is of course not necessary because not everyone has access to video equipment, but many candidates are given the option nonetheless. Some predict that video resumes will be the norm in just a few short years, yet others aren’t so accepting. This led me to wonder: Is a video resume really a good idea?

Video Resume Pros

  • Interview – Many times a company looks at a resume and then decides if they’d like to meet for an in-person or VoIP style interview. Although interviews are a great time to ask questions and interact with someone, they are also a time to get a feel for the attitude and demander of a person. Someone could look great on paper, but be completely different in person. A video resume would save a company by time getting that over all at once.
  • Identity – Hundreds of resumes can start to blend together after a while, but videos are a bit more personal. They really identify the person as unique, so hiring managers would have a better time keeping candidates straight.
  • Re-Evaluation – Most candidates feel uncomfortable when a potential employer wants to video-tape an interview; however candidates are usually more comfortable when they can edit their answers and create the video themselves. This makes it easy for employers to go back and remember each candidate.

Video Resume Cons

  • Technological Issues – This almost forces someone to fill out an application online and then attach a video. This could potentially lead to attachment issues or other technological issues. This is not fair to a candidate, yet in some instances they may not even realize that the video wasn’t received.
  • Availability – As discussed above, not everyone has access to a camera that takes high-quality videos. Although creating a video resume won’t be required, it is tough for someone on paper to compete with someone on screen. You feel like you know someone much better when you can put a personality to a name, so the playing field isn’t quite level.
  • Nerves – Some people might get very shy in front of a camera. If you’re hiring for an accounting position, chances are you’re working with candidates who haven’t had a lot of public speaking experience. If you judged by video alone, you may be missing a whole side of someone that you’re not getting to see.
  • Judgment – You always run the risk that an employer will judge someone based upon looks alone. This could happen consciously or unconsciously by the potential employer, but it can get messy nonetheless. It’s important that a company owner look at both the video and a list of a candidate’s qualifications; not just the former.

Although video resumes haven’t taken off just yet, it is important for a company to consider both the pros and the cons so they can be prepared for the day when this does become popular. Are you going to offer the option of a video resume? How are you going to make sure it is a good decision?

Photo Credit: athome.allentate.com

Amanda DiSilvestro is a writer on topics ranging from social media to business credit cards. She writes for an online resource that gives advice on topics including credit card processing to small businesses and entrepreneurs for the leading business directory, Business.com.

Views: 2826

Comment by Raphael Fang on March 28, 2012 at 3:36pm

Sorry, no.  Video Resumes will just take too much time for us to do the initial screening. 

Comment

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

RecruitingBlogs on Twitter

© 2024   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service