Although many employers are weary of whether or not to accept video resumes, it is becoming a more acceptable way for job seekers to communicate with employers. Some job seekers are leveraging video resumes as a way to market themselves to employers and stand out amongst other candidates who do not yet utilize this tool. However, before employers jump on the bandwagon and start incorporating videos into their recruitment program, they should make sure they are aware of the challenges associated with video recruiting. Some of the challenges include:
- Legal ramifications - A significant disadvantage to employers who utilize video resumes is the possibility of a discrimination lawsuit. Candidates who are rejected could claim bias based on race, gender or age which is evident in the video, but not necessarily on paper.
- Time constraints - Many companies receive such a high volume of resumes that it might not be feasible to sit down and watch a 3-5 minute video for each applicant, especially when they can skim through each paper resumes in about 20 seconds a pop.
- The candidate is in control - Video resumes are basically like an interview, except the candidate is in control and only presents information limited to what they want to share an employer. This can sometimes give a false pretense of how the candidate would react in a live interview.
- No guidelines, anything goes - Currently, there are no set guidelines on what content a video resume should include or what it should look like. Because of this lack of structure, many candidates include information that is not pertinent to the job opening and does not help the employer determine whether or not they would be a good fit for the company.
- Mistakenly pass on qualified candidates - Many times recruiters who search for candidates through online video resumes sometimes eliminate highly-qualified candidates by mistake because they may not present themselves well on camera. It is best for employers to look at the full package before eliminating a candidate and take into consideration what sort of position they are applying for. (For example, a video resume for a news broadcaster is much more important than it would be for an engineer.)
Hopefully by bringing these challenges to light, it will help your organization make an informed decision on whether or not to incorporate video resumes into your hiring program. While I'm sure there are many circumstances where video resumes could be beneficial, it is important to always supplement video recruitment with traditional recruiting methods to ensure the most success.
