Video Resumes Recruitment Process of Controversy
Video Resumes Recruitment Process of Controversy
With the popularity of websites like YouTube and the ubiquitous Adobe Flash platform for online video playback, the use of video on the Internet has become commonplace. Online video is becoming increasingly popular as new users become familiar with the technology.
Uploading a short video to the web requires only a digital camera or a traditional camcorder. It is no longer necessary to perform a complex transfer and conversion process to upload a video. A simple digital camera can often transfer a movie file in its original format directly to YouTube or another video sharing site. Once the video has been uploaded, a person merely needs to provide a link to their video for someone else to view. In addition, these video sharing sites automatically create a searchable web page on which the video is stored, and make it available to those interested if the creator makes it public.
For HR professionals this is a new opportunity and a potential problem. The new opportunity is to collect and use video resumes, making finding the right candidate much more efficient. The potential problem is that employers are expected to conduct a non-discriminatory recruitment process at every stage of the recruitment process. If an employer needs a video resume, he or she may be accused of discriminating against those who do not have access to the technology, and of course is free to claim that an applicant has been discriminated against on the basis of race or sex, age or Disability.
Given the current job losses and the ease of creating video feeds, this will lead to an increase in online video feeds. The unemployed will try to do everything that gives them an edge over other candidates who are applying for the same position.
Managers hiring videos must search for online resumes, even if their company complies with the policy of not requesting video resumes. This is partly due to the nature of the internet. The employer does not have to request a video. They simply search for the candidate’s name on some of the most popular video sites, such as YouTube. And with major search engines indexing videos and websites from sites like YouTube, HR managers just have to search a large search engine to find a candidate’s video resume. Candidates will recognize the benefits of an online video resume that can be accessed through these websites. Thus, the employer would not require a video resume because it is delivered indirectly and without the risk of legal action.
As an experienced recruiter, I’ve found that sorting video resumes is ten times more efficient than checking a candidate based on a traditional paper resume. There is much more information available if you can see a complete acoustic and visual response to a specific question. For example, if an employer insists on finding an employee with excellent communication skills or an employee with excellent English language skills, this is much easier to determine if you see the candidate trying to explain something or if the candidate responds to a question. The use of a conventional paper-based resume is very restrictive in this regard, as the candidate can easily mask his inability to communicate or speak English proficiently. As a recruiting agency, the risk of litigation is not a big issue as our clients make the final decision about the hiring. It is also important to note that companies are essentially afraid of the hassle of complaining. Theoretically, there is only a problem if the hiring manager has actually discriminated based on race, gender, age or disability.
Hypothetically, a video resume can actually help combat potential discrimination. This applies to candidates who are at risk of potential discrimination and who meet the qualifications required of a potential employer. These candidates have a better chance if they have an accessible video resume. For example, if someone has a name that sounds foreign but speaks good English, he has a much better chance of interviewing a video resume. This is due to the process involved in finding a candidate. A recruiter will first narrow down a list of potential candidates from different sources – usually the list consists of about a dozen candidates. From there, they will screen out candidates who are unlikely to meet the requirements of the prospective employer. The traditional type of exam is based solely on the written CV. Candidates with foreign-sounding names or candidates who have been taught in countries where English is not so dominant are more likely to be short-listed. However, if video resumes are available, the recruiter can make a decision in the same or less time than the written resume analysis. Under these circumstances, video resumes will give applicants a better chance of being shortlisted for recruiting.
There is no doubt that video resumes are becoming increasingly popular with the current pace of technology and the current economic conditions. Combined with the considerable efficiency of the hiring process, this will increase the confidence of recruiters and employers, regardless of regulatory requirements. Confidence in video resumes is becoming a standard recruitment practice as it becomes more prevalent, especially as video resumes can actually help combat discrimination. Businesses should ease their rigid attitude by simply avoiding lawsuits and focusing on enforcing a non-discriminatory recruitment policy. If this is a reality, we can all benefit from the efficiency benefits that video resumes bring to the recruiting process.