Now you see me...

Lately I've been hearing and seeing a lot of articles and posts relating to the Video CV and the techno-geek in me just can't help having it's attention grabbed.

I haven't come across any companies that require a video CV (if you are one please let me know how they're working for you) but I was recently speaking to a consultancy who mentioned their CRM system possessing functionality to enable applicants to record a brief video of themselves when registering at their offices. The agency could then submit this video as part of a client's screening process.

Hhhmm I thought to myself, a great USP for the consultancy but I'm not too sure how this would work, say for example, with financial accountants and computer programmers (no offence financial accountants and computer programmers but surely you know what I mean [in the general sweeping statement sense at least]). More...

Okay, it's pretty obvious a video CV (which is a pain to type so from henceforth shall be referred to as the, "CVideo"... Clever huh?) may not be suitable for roles requiring hours in front of a computer looking through spreadsheets or reams of code. However, if you're recruiting for a role requiring that certain je ne sais quoi in a candidate's personality that can't be gleaned from a CV then perhaps a video version could play a part.

A few Initial questions I have before venturing further down this rabbit hole:

I read recently that some HR professionals have successfully used CVideos to help them find candidates with certain desirable qualities - "who, 'just have that certain something'" - And that they've managed to save time in the process. The first question I have is how do you check the number of "Takes" a candidate uses to record a video of themselves, and, with this in mind, is the video you see the natural candidate? In many instances me thinks not. If this is the case then are you seeing. "that certain something."???
In light of my unsubstantiated assumptions above, how much time does screening CVideos save? In other words how many candidates progress from this stage only to turn up at interview and be nothing like their video portrays them to be. Perhaps because other factors kick in such as interview nerves etc?
Instead of watching a 2-5 minute CVideo wouldn't it better to conduct a well structured telephone interview. The same time is invested and its two-way. If the good ol' telephone isn't contemporary or hi-tech enough for the pioneers out there then perhaps some form of instant messaging / VoIP service such as MSN or Skype could work?
How many excellent candidates miss the application boat due to not having access to the relevant technology / aren't able to record or edit a CVideo?

Don't get me wrong. I appreciate I may be coming across a tad cynical to the whole concept of CVideos.

These are genuine questions I would love answers to. If you've used CVideo with any success (as a candidate or recruiter) I'd really appreciate hearing from you. Lets debate and discuss in the comments below.

From a candidate's perspective, if you need to make a CVideo do it well. In fact, forget, "well". You need to blow the flippin' doors off. A bar has been set my friends. Oh yes, and its name is Graeme Anthony. Its a few months old now and many may have seen it before. If not check out the CVideo below to see how it should be done.

Hungry for more? Check me out at www.trecknowledgy.com - training and coaching through recruitment complexities. Follow on Twitter @TRecKnowledgy

Thanks for your time.

Comment by Jodi on April 12, 2011 at 3:43pm: Isn't anyone concerned about the discriminatory aspects of a video CV?

Comment by David DeCapua on April 12, 2011 at 4:06pm: On what legal basis? Everyone assumes it's illegal, but it isn't - in fact I have a letter from EEOC, which in essence says, "what's the difference between a first interview and screening a candidate via video"? The entire argument is as baseless as waiting 30 minutes after eating before going back in the pool. If your practices are not discriminatory today, don't use any technology and start tomorrow... Hope that helps!

Comment by Marcia LaReau on April 12, 2011 at 4:18pm: Surely, candidates who use a video CV will have to grant permission for employers to view their video. HOWEVER: We routinely discriminate! Just because we can't see a person doesn't get us off the hook. 50 resumes were given to a panel without names. They selected the top 10 candidates. Names were then included and female names were put on the top resumes. Then the same panel was asked to rate them again. Not one of the top candidates made in the second round. We also discriminate when we see someone named Min Yon Ho - who may have been born and raised in San Francisco. Just because there's a visual doesn't get rid of this issue. Further, Gen Y's lead the example on this issue. They are colorblind. Studies show that they don't care what color a person's skin is and they don't care what color their hair is either. They just want someone who is credible. I tell my clients that if the person interviewing them is half their age - it's their lucky day! Studies repeatedly show that the people who discriminate the most against 50 year old women are: 50 year old women - ARG! that's me!!! I have to take great care to watch my mental traffic and clearly discern my motives and process on this issue.

Comment by Marcia LaReau on April 12, 2011 at 9:11pm: This is a terrific discussion. Ben, I hope the CVideo never takes the place of an interactive interview and I very much appreciate your points on personal and professional discipline.

Comment by Daniel Jolly on April 14, 2011 at 2:34am: At Transparency we are considering using them to help present overseas candidates. We are thinking it might help employers feel more comfortable seeing that they cannot interview them face to face. Anyone had any experience with this?

Comment by C. B. Stalling!! on April 14, 2011 at 9:54am: I have never got a viedo CV in my life?

Comment by David Pottier on August 6, 2011 at 3:28pm: Like a lot of things its not what you do but how you do it.

Take a look at our website, www.theseev.co.uk , and the DEMO section in particular.

Let the people rehearse and you lose the whole essence of simulating a real life interview. I like to keep the Q&A to less than 4 minutes. Yes I read the Q's through once but allow no time to prepare.

I run an executive search company and developed The SeeV because the tech people out there understood the technology but not the recrutiment process. I am the first recruiter client for my app which is drawing more interest from employers than my fellow professionals who fail to see the benefits and in the main are too lazy to change their way of working.