It’s the digital age and technology is continuing to impact and improve virtually every aspect of our lives. The recruitment industry in particular has witnessed enormous changes in the computer age. Long gone are the days when applicants scoured their local newspapers for job openings and submitted a hand written application by mail. Today, resumes and application forms are sent online, often through sophisticated application portals, which allow professionals from a human resources department to streamline their workload and review applications in a more efficient manor.
In addition to platforms that help with the application process, a number of organizations, particularly larger multi-national corporations, are embracing the trend of video interviewing, whereby applicants are interviewed in the traditional way, but via a video connection instead. While video interviewing has been proven to be beneficial and is now widely embraced, fewer companies are climbing on board with the trend of video resumes. This is problematic, given the rate at which technology continues to alter the way that industries work. Put another way, it’s quite feasible that video resumes could one day overtake text resumes as the norm.
As with anything, there are advantages and disadvantages to this approach. As an employer it’s important to recognize both sides of the argument and then make an informed decision as to whether accepting video resumes is the right move for your human resources department. Check out the list below:
1. More interesting
Let’s face it, a vast number of typed resumes are rarely exciting or eye-grabbing. Plain text on a page can be underwhelming, even if the candidate in question is more than qualified for the role. However, if a candidate takes the time and initiative to make a video, there’s a great chance that you’ll take the time to watch, Undercover Recruiter explained, simply because it’s more interesting and unusual. In other words, a video resume can set a candidate apart from the crowd.
“A video resume can set a candidate apart from the crowd.”
2. You can learn more
As ERE Media pointed out, although a candidate may seem ideal from the credentials listed on their resume, he or she may turn out to be less so during the in-person interview. A video resume, however, can reduce the risk and cost of inviting an unsuitable person in for an interview in the first place. This is because with the help of a video resume you’ll be able to gauge a clearer picture of the candidate straight off the bat. For example, you’ll be given a sample of his or her personality and interviewing style, as well as a more comprehensive understanding of his or her work history.
3. Highlights more than skills
There is a good chance that many seemingly under-qualified yet capable candidates are overlooked, because their resumes do not meet thresholds in terms of educational experience or years of work experience. Video interviews can reduce the risk of so many of these candidates falling through the cracks. As Examiner.com observed, video interviews can shine a spotlight on a candidate’s overall potential – they can highlight both experience as well as factors including communication skills and presentation – two components that are often missing from a plain text resume.
1. You may learn less
The flip side of point No. 2 above is that while some video resumes will teach you more, some could end up teaching you less, Examiner.com noted. This is because the candidate may use the video as an opportunity to promote his or her personality and personal brand without going into substantial detail about work history or qualifications.
2. Time consuming
Watching multiple three to five minute videos in one day can end up being time consuming. Scanning paper resumes could actually end up being a more time efficient strategy.
3. Informal and unconventional
Video resumes are still highly unconventional, and although they demonstrate aptitude for thinking outside of the box, they also run the risk of coming across as unprofessional and presenting the candidate in an unfavorable light, Undercover Recruiter explained. Furthermore, poor production quality can also add to the unprofessional nature of such a tactic.
4. Risk of legal action
Given that video resumes are such a new strategy, there are no guidelines with regards to best practices. There is also perhaps a heightened risk of a discrimination lawsuit based on metrics such as age, gender, race and so on. This is because a candidate could theoretically claim that they were discounted from the search after the employer saw them in the video. For example, a woman over the age of 40 could suggest that her age, visually presented on screen, had a negative impact on her chances – a risk that perhaps isn’t so high with a traditional text resume. Given the risk, many employers are reluctant to embrace the video resume trend, U.S. News & World Report noted. However, as ERE Media mentioned, there is still considerable uncertainty over the level of legal risk. And as Examiner.com observed, the chance of such lawsuits are present during the interview stages anyway.