Home > Video Resume > Why video resumes won’t become mainstream (part I)

Why video resumes won’t become mainstream (part I)

I started this group to have a discussion about all types of video in hiring. As per my last posting, I believe videos that are created by companies to market and re-emphasize their brand are incredibly valuable and will only continue to grow in popularity.

Of the several types of videos within the hiring space, I think the least effective and least valuable are video resumes – for several reasons that will be discussed in parts:

1. Their potential for discrimination
2. The time they add to the hiring process, not streamline it
3. Who they are designed to benefit

I believe video resumes can absolutely increase the potential for discrimination in the hiring process for 2 primary reasons. First, because of when they enter the hiring process and second, because of the process standards demanded by the governing bodies that regulate employers.

A video resume is typically submitted during the application stage of the hiring process. By definition a video resume is a video created by a candidate and made available to an employer in an effort to help the candidate stand out.

At this stage in the process, no “objective” decision has been made about a candidate and therefore the propensity to make a facially discriminate decision is higher.

Which brings me to my 2nd point: employers have to follow a standard process in order to adhere to regulatory statutes – offering every candidate an equal opportunity for employment.

One of the largest problems with video resumes is that no process has been defined for how an employer can manage a standard hiring practice that includes video resumes while also minimizing any potential for discrimination. Large organizations mitigate the risk of discrimination claims by having set processes that demand a candidate is “objectively” qualified by their “paper” resume before moving on to the next screening step.

Until that process can be defined, I think video resumes will continue to be considered controversial. For those who disagree that this is a problem please let me know what F100 company is using video resumes as a standard part of their process, because to my knowledge, none of them are. (though I would love to be wrong here!)

That being said, I think video – not video resumes, but video in some forms – can successfully be added into the hiring process. They simply have to fit into the process in a way that mitigates the risk of discrimination and significantly improves the recruitment process…

…Please stand by for Part II about how video resumes made the hiring process more cumbersome, not less…

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