Video Resumes? How about Video Job Listings?
Regarding an article in the Statesman, Video resume changing the job search:
Using a video resume to make yourself standout when looking for a job is an interesting idea. However, it seems to me this is useful only when it's a "sellers market" in terms of opportunities available for your skill set. That is, if you're applying to Google, or there's more job seekers than openings, this may be a beneficial foot-in-the-door approach. But if you're a software engineer in Austin, there's probably no real need to sell yourself in such a manner; you're already highly sought after.
So what about the flip side? Should companies looking for candidates with highly desirable skills resort to video job posting tactics? Would that work to lure in key talent? Could showing off the workplace, company culture, and employee lifestyle on video help to sell the candidate who is wavering between application to multiple firms?
the industry isn't quite ready for this type of technology, but it's coming. As soon as someone starts marketing this as an added value proposition, it will spread like wild fire. Keep in mind that all of the EEOC regulations may hamper it's development.
I have thought about doing video interviews, and sending them to clients in my past life.....
food for thought videocasters anonymous!
Dayna Marcum
Local Reach, LLC
project 1: www.needtofinda.com
www.localreach.wordpress.com
I had not considered EEOC regulations. How might they hamper video resumes?
Matt
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I don't think that video resumes are a good idea for most people, and certainly no substitute for a well written traditional resume and cover letter. I think most managers are going to see them as gimicky and unprofessional, especially if they are over 30. Now, for a creative position, such as web designer or flash progammer or something like that, maybe it fits, provided it is tastefully done. But for software engineers I think it is just a little too much "myspacy". My opinion may be a little jaded because the few examples of video resumes I've seen were absolutely dreadful.
As for software engineers being in demand in Austin, not so much that I've noticed, it is clearly still an employer's market. One hiring manager I talked to said they received over 500 resumes for a LAMP developer position just from their Craigslist and LinkedIn postings. With that glut of talent available I don't think that there is any pressing need for employers to sell themselves.
Here's a copy of my response to a very similar question on LinkedIn:
I hope not. And I also hope my answer is forthright and engaging enough to convince you and others that video resumes are not the best way to find great candidates. To be frank, this sort of hiring practice is pure exclusion based upon superficial characteristics. It is imperative that organizations ask of themselves if that's the cornerstone upon which they would like to build their human equity brand.
As prudent business people we should not allow ourselves to repeat the mistakes of the past simply because the scheme by which to do so has been changed. Let's not fall prey to the shiny allure of technological advances at every turn we take. Of course, many uses of technology are great and we all bow to their arrival. But taking the human out of human resources will never be a wise process improvement for the simple reason that we will all never be anything but.
The proponents of video resumes will tell you that they allow a candidate’s persona to shine through, their video resume will make a bigger impact than a traditional one, and that one can quickly gauge a person's soft skills. However, they don't tell you how many takes it took for the candidate to read those lines or how much of the video has been edited to present the candidate just so. Never mind even mentioning the ever present fear of potential discrimination. Studies by Harvard have proven that we are even capable of discrimination based solely on a person's name, much less their general appearance.
The truth is video resumes are dragging our discrimination out into the light. Most managers all make decisions about one's appearance, their backgrounds, and their lifestyles based on our own life experiences, but would never peep a word of that to anyone else. And now, with this contemporary spin on the resume, we're all faced with a well lit view of our own preconceptions. So now the video resume has forced us to ask ourselves, "Will I succumb to a fad that I know invites discrimination into my company?"
To answer Oana's question directly; Yes, I do think job boards will pursue video resumes as another business line. And of course, these companies have every right to do explore new profit opportunities. However, we as business consumers should not allow this market to develop and send a clear message to discourage it. We're all open to new and inventive ideas to help the hiring & recruiting process, but this just isn't one of them.
Conversely, video job posting are a superb example of just that; technology reshaping the contemporary job search. And even when they’re just marketing-driven with no real substance, they’re still pretty much harmless in the hiring process. No doubt, this could be real fun, engaging way for companies to present the benefits of joining their organizations to candidates everywhere. And a much better, less liable, and smarter way to engage technology.
http://www.linkedin.com/answers/career-education/job-search/CAR_JOB/9008...
Will Dodge, SPHR, PMP
HR Professional
Please visit my recruiting Web site if you're in the market for technical candidates. It's a part-time endeavor I operate for friends and their networks. If you're interested in my services, request a brochure!