Jobtac Blog Helping job seekers and employers Take Control of their job applications!

Video Resumes: Issues and Counter-Arguments

Video Resumes have seen a lot of controversy since their introduction in 2006. At Jobtac, we happen to feel that video resumes represent the wave of the future for online recruitment. Below, we have taken some of the most common criticisms currently out there and listed counter-arguments for them.

Critique #1: Video resumes increase the possibility for discrimination based on age, gender, ethnicity, disability, etc. because they supply information that you would not know about a candidate from a paper resume (Goodman, 2008).

Counter-Arguments:

• Career specialists identify that the same possibility for discrimination can occur throughout the employee selection process (Heathfield, 2007). If an employer/recruiter is going to discriminate against a person, it is going to happen – regardless of whether it’s done when viewing a video resume or speaking with them directly during an interview. Discrimination issues during the hiring process have to do with the recruiter and not the technology the recruiter uses.
• Regardless, many options exist to help alleviate the issue of discrimination in video resumes. An employer can actually block the video content – thus turning it into an audio resume – making it less likely to be able to discriminate against a candidate on a number of different areas.
  
• Finally, with every new technology that becomes associated with recruitment, there’s always going to be a chance that discrimination can occur. Instead of discrediting the idea all together, perhaps there should be a focus on educating recruiters on how to use this new medium in a way that avoids cases for discrimination as best as possible (Lekfow, 2007).

Critique #2: Most video resumes that are currently out there are unprofessional; too long; and discuss interests not relevant to their professional lifestyle (Heathfield, 2007).

Counter-Arguments:

• Many resources have been provided giving tips to candidates on the proper ways to carry out a video resume (Doyle, 2007). With this readily available information online, showing that a candidate does take the time to research what should go into a video resume shows they are intelligent enough to take the time to properly understand and fully utilize the benefits of video resumes.
• If employers wish to view video resumes, they may indicate that they wish them to be no longer than 45 seconds, for example. Video resumes can provide so many benefits in relaying information to employers that one cannot judge from a written resume alone. Sending a standard message to candidates indicating your preferences can be saved online and used again and again. Companies can also state their position on video resumes on their company website (Wheeler, 2006). By laying out the ground rules, employers can actually aid in fixing this problem. Check below to see a sample of how an employer wishes to see video resumes.

Candidates wishing to record a video resume should note the following preferences and guidelines as dictated by a Recruiter at XYZ Corporation:

30 seconds to 2 minute max.

Professional Dress Required

Please do not include any personal hobbies or interests

Above all, KEEP IT PROFESSIONAL!!

Critique #3: Watching video resumes actually adds time to the hiring process – not streamline it.

Counter-Arguments: Video resumes can be very useful for a number of positions/situations and actually saves time instead of adding it to the hiring process.

• One example is related to sales and marketing jobs. Being able to watch how candidates present themselves and their communication skills can actually help save time. Bringing in a candidate all the way in for an interview, then realizing that their communication and interpersonal skills are not at par ultimately wastes more time and money than watching these video resumes.
  
• Another situation where video resumes helps save time is when you have two equally qualified candidates (technically) which are similar with one another on a paper resume. Both candidates would be suitable for the position and the decision boils down to their “soft skills” – i.e. communication skills, interpersonal skills, language, personal habits, friendliness, etc. Video resumes are great tools for showcasing candidates’ soft skills. By viewing the video resume, you might be able to justify which person is more suitable for the company/culture. According to HireVue, “Employers can view the clips immediately online, saving time and money by eliminating the first round of in-person interviews” (Cullen, 2007)
• Another situation in which video resumes helps save times is within cases where a candidate is being considered for positions which require a long travel time between the candidate and the employer. Instead of spending the time and money to bring in a candidate all the way across the country, an employer might gain a better understanding of that candidate from his/her video resume (Heathfield, 2007)
• Finally, video resumes allow a candidate to be as creative as they like. One big limitation concerning paper resumes is that they often follow a standard format and don’t allow candidates to fully express and market themselves. For positions that require creativity as a necessary skill, video resumes provide a platform where job seekers can do just that.

Critique #4: Video resumes could also lead to a case of “disparate impact” – by excluding people who might not be tech savvy, or minority applicants who might not have access to broadband-equipped computers or video cameras.

Counter-Arguments:

With the introduction of video sharing services such as YouTube, individuals from all over the world are recording and posting videos like never before. In fact, YouTube has announced that they serve about 100 million videos each day (Kirkpatrick, 2006). Sites such as these have spawned a new craze in personal video recording. The apparent popularity of this site indicates that the technology needed to record videos – whether it is on their computer or through video cameras – is readily available by a significant portion of the population. With the technology currently available to individuals, a large majority of the population has the appropriate resources needed to make a video resume. If applicants do not happen to have a webcam or video recorder, a number of options exist to help alleviate this problem:

• While one particular individual may not have a webcam or video recorder, there is a great chance that a friend or relative may own one. Candidates can easily borrow this technology to help create their video resume.
• A number of internet cafes are located all over the world. Many of these cafes have computers with video capable equipment. See: http://www.world66.com/northamerica/canada/ontario/toronto/internetcafes
  
• Similarly, individuals in college or university have a number of computer labs as well, with equipment that will easily and conveniently let them record a video resume.

Critique #5: Recruiting processes are designed to include highly structured elements to ensure consistency. Video resumes are, for now, at odds with the requirements of structured processes.

Counter-Arguments:

Video resumes on Jobtac are not intended to replace the paper resume. Instead, they are used as a tool to better understand your candidates  on top of the traditional paper resume and, as mentioned earlier, in a variety of positions/situations they can prove to be extremely beneficial. Having the ability to see your candidates and the way they present themselves can ultimately end up saving recruiters time – while still ensuring consistency within the hiring process. According to attorney John Segal, “We can be so cautious and say ‘I’m not going to ever look at a video resume.’ But, as times change and as modes of communication change, we’re going to miss out on some top notch talent” (Goodman, 2008).

The Gen-Y generation is the next wave of candidates that will make its way into the workforce and these candidates are extremely computer and tech-savvy (Armour, 2005). Businesses - whether they like it or not – are dependent on this generation to keep them profitable. Like Jordan Kaplan, an associate managerial science professor at Long Island University, states, “Generation Y is much less likely to respond to the traditional command-and-control type of management still popular in much of today’s workforce” (Armour, 2005). In order to properly fill positions within their business, companies will inevitable need to find new ways to recruit and retain these employees. What better way to target a computer and tech-savvy individual by utilizing recruiting methods that allow them to express these talents and all that they have to offer?

 

Sources:

Armour, S. (May 2005) Generation Y: They’ve Arrived at Work with a New Attitude, Money. USA Today. Retrieved February 18^th, 2009.

Cullen, L. (February 2007) It’s a Wrap, You’re Hired! Business and Tech. Time Magazine. Retrieved February 12^th, 2009.

Doyle, A. (March 2007) Video Resume Tips: How to Create Video Resumes. Human Resources. About.com. Retrieved February 11^th, 2009.

Goodman, M. (August 2008) Lights, Camera, Hire Me! Career Management. ABC News. Retrieved February 12^th, 2009.

Heathfield, S. (April 2007) Video Resumes: Do Employers Want Video Resumes? Human Resources. About.com. Retrieved February 11^th, 2009.

Kirkpatrick, M. (July 2006) YouTube Serves 100m Videos Each Day. TechCrunch. www.techcrunch.com, Retrieved February 17^th, 2009.

Lekfow, D. (March 2007) Why You Shouldn’t Be Afraid of Video Resumes. Advice and How-tos. Ere.net. Retrieved February 12^th, 2009.

Wheeler, K. (October 2006) The Video Resume. Advice and How-to’s. Ere.net. Retrieved February 17^th, 2009.

World66 (2009) Internet Cafes, Toronto, Ontario, Canada. www.world66.com Retrieved February 18^th, 2009.