I have been doing quite a bit of reading on Video resumes. I had a digital media client and we were moving to accept only video resumes for our talent positions. In researching this topic I can tell that the HR world is really struggling with the compliance aspect of this new medium. As is always the case with my profession, the first concern is how do we regulate video resumes. Yikes - we can't do this until we have a policy and a process. I am really struggling to see how a video resume is any different than me having a coffee meeting with someone just to determine if they are presentable and articulate. In all honesty the video resume could save me that step. Then I could move on to the qualifications of the applicant. I have seen the argument that we will be judging people based on their looks and the quality of the video. I would tell you that looks already play a big part in interviewing. If that were not the case, then we would not spend so much time talking to people about what to wear, say and do in an interview. More importantly, if you really wanted to discriminate - you could do that in the face to face interview just as easily. I do understand that the world of video resumes moves the interview process from the front room to potentially the backroom where discrimination could be more hidden - (you can make applicant decisions without having to justify to the applicant why they are not being considered). I will tell you that discrimination is always going to be a concern when hiring. Hiring is a subjective process no matter how much we try and change that. If you want to discriminate you will at some point in the process.
I don't think you will see video resumes in the main stream until large companies get on board. Small creative shops will love this new medium because the applicants can apply their creative skills to the video process. So I will say "yes" video resumes have their place but "no" you won't see that place take hold for awhile at least not until we have a policy and a process.
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Recent Comments | 1 Total
October 26, 2008 at 2:01pm by Colleen Aylward
Elizabeth, my kudos to you for being a logical, pragmatic thinker. Yes, technology is marching forward, and HR will just have to get on board. Remember back in the early 90s when people said "no one will put their resumes online for viewing since that is private information"... HA!
That being said, this is not a frivolous undertaking, given the many regulations we are under as HR and Recruiting professionals in regards to privacy and fairness.
Here's a thought: Imagine how much legal defensibility this new technology can offer IF video is wrapped in a total view of all the due diligence about a candidate... not as a stand-alone video "resume"...
IF we use technology and all its incredible value (the ability, for instance, to log and track who views videos, on what date, for how long) to ensure fairness and to protect the employer from litigation.
I think the "video resume" market will die a controversial death in favor of video interviewing, whether these interviews are live or stored on-demand. Recruiters are already looking outside the resume on a daily basis, jumping out to LinkedIn, Facebook, Zoominfo, MySpace, Twitter, YouTube etc. to find out as much as possible about a candidate before they bring them in for interviews. Technology is now combining or "mashing up" all these data sources, and the vendor who combines all the due diligence about a candidate that is found online, and does it with respect, elegance, and an eye on the law will be providing the game-changing answer to the ever-pedantic hiring process.
This is what we are trying to provide at www.interviewstudio.com.
Colleen Aylward