October 11, 2021
Recruitment is quickly adapting to the opportunities presented by digital media. Not too long ago, prospective employees had to apply directly to a company by posting a CV and cover letter. Today, they can click one button on LinkedIn and have their profile delivered directly to the hiring manager.
Another development in the digital recruitment sector is video resumes. When most people would rather watch a video than reading pages of text, this new development could one day revolutionise the way we do recruitment. Videos offer the chance to share your passion for a role in a way that text on a page cannot, but there are also downsides to this medium. Let’s explore video resumes in more detail.
A video resume is a scripted video filmed by an applicant. It takes on the role of the CV and cover letter in one and may even allow applicants to skip the first interview phase. In the video, the applicant will talk about their skills, education and experience. They will also outline why they want to apply for the role, allowing their passion for the sector or company to shine through.
Most video resumes are between 30 seconds and two minutes. This might not sound like much, but it can be very effective. A video resume is thought to give recruiters and hiring managers a better idea of an applicant’s personality. It’s also an excellent way to level the playing field for roles that don’t require traditional qualifications. Individuals with fewer traditional qualifications might be more confident applying for a role with a video resume. Creative sectors are particularly fond of the video resume.
According to one study, 60% of recruiters are using video resumes already. And a further 22% plan to use them in the future. The COVID-19 pandemic prompted many recruiters to make this shift, but many have decided they will keep this practice long after lockdown restrictions are eased.
According to another study, 89% of employers surveyed said they would watch a video resume submitted to them. Employers in more creative fields are more likely to accept video resumes, but we may see this practice expand through other industries.
It’s important to consider the pros and cons of video resumes before moving forward. If introducing video resumes, it’s a good idea to give candidates a choice. Unless you are hiring for a creative role that might include time behind a camera, then you can afford to give candidates the option.
When reviewing video resumes, you also have to give candidates the benefit of the doubt. Just as you expect candidates to be nervous in an interview setting, recording a video can also be very daunting for some. Therefore, unless being confident on camera is a part of the role, be prepared to be generous in your assessment.
You should also consider how you will manage any potential discrimination that may arise from this resume format. For example, how will you ensure selecting video resume candidates does not lead to unconscious bias? One potential way to do this would be to shortlist candidates based on audio alone.
And finally, you should also consider potential security concerns. For example, accepting large video file submissions from unknown individuals could present a security threat. Again, using a well-known platform such as YouTube could help you to avoid this risk.Back to Blog