Your Resume: To Video or Not to Video

To video or not to video – that is the question. Check out Gerry Crispin, SPHR and Mark Mehler’s post in CareerXroads (June 2007):

Video Resumes versus Video Screening

Video resumes have been a flash in the pan for 30 years and never gotten much traction (possibly because the notion of plodding through candidate videos – digital or otherwise – is about the most unappealing thing a recruiter can do). Now however, the video horizon has tilted with all the attention on v- blogs, YouTube and the like. Two efforts we’ve been reviewing, Hirevue and InterviewStudio , are interesting and potentially efficient alternative solutions for phone screens once the initial sourcing and database searches sort out the most likely applicants.Someday (but not today) we’ll also be able to search the actual video of applicants answers to questions posed in a job descriptions and tee up a paired comparison of the best responses to select the finalists. Interviews, whether live and in-person or, remotely and digitally taped, have much in common. In either case you would be hard pressed to prove that one is significantly more likely to lead to better selection decisions than another.

We’re seeking data from corporations that have adopted video screening processes and consistently employ them for a specific job or job family.


To that end, check out the following student’s video that has Wall Street howling. Yes, Yale senior Aleksey Vayner, goes far beyond the usual in his resume video. How much is too much information? See for yourself.

Down But Not Out – forays in networking

In Forbes May 2007 issue, author Barbara Ehrenreich writes about networking:

Why do people resist the idea of networking?

Most people encounter the notion of networking through the crisis of unemployment. Suddenly a layoff, downsizing or re-org leaves you without income, health insurance or a postbreakfast destination. What to do? “There are four ways to find a job,” an ExecuNet functionary told a group of white-collar job seekers I had joined in 2004 as an undercover journalist–“networking, networking, networking and networking.” My own career coach, whom I was paying $200 an hour to propel me into employment, advised networking with every single human I could buttonhole, even for a second: the person seated next to me on a plane, my doctor, my doctor’s receptionist.

It should be fun, right?  Read on!

While I enjoyed her excellent and well-researched article, I have to disagree that networking always stinks and is never fun. I do agree, however, her committment to “networking from the heart.” YES. Givers gain. Check out how marketing coach Ronnie Noize and I turn things around and keep ’em positive in our teleclass, Seven Secrets of Networking, Thursday, May 31.

And for more fun, yes I said fun, about networking, check out the MP3 of Rock Your Network (R).

How to Get a Recruiter’s Attention

“So I look in your direction, and you pay me no attention do you? I know you don’t listen to me, ‘cause you say you see straight through me, don’t you?” – Coldplay 

While Coldplay wasn’t talking about recruiters in these lyrics, the feelings of candidates are much the same. They’ve posted on job boards, they’ve blasted recruiters’ email boxes, and no-one pays attention. No one calls. 

According to a recent Korn Ferry survey, the top five ways to get an executive recruiter’s attention are: 

  1. Work for a highly-regarded company (36%)
  2. Proactively develop relationships with recruiters
    in your region/industry (29%)
  3. Be the highest performer in your department/function (20%)
  4. Personal branding (11%)
  5. Take on high-profile, risky assignments (2%)

Not on Google? Do you exist?

If you’re not on Google, do you exist? What if your name is on Google – only there are hundreds or thousands of listings – and not one of them is you. With the majority of employers now Googling candidates and candidates Googling employers, it is essential to create a positive online identity – and personal brand.

Check out this article in the Wall Street Journal on the impact of a “non-Google” existance. Enjoy!

Make Your Resume Stand Out

Does your resume immedidately answer the “why should I hire you” question? In today’s market you’ve got to be able to compete and stand out – in a good way. Based on these stats, it’s essential to have a personal brand and communicate your value on a resume. Liz Harvey, a exec said she reviews resumes on her Blackberry! Would your resume grab attention on a 2-inch screen?

Here are some quick stats from’s survey of 360 human resources professionals.

Twenty-seven percent of human resource (HR) managers say they receive more than 50 resumes, on average, for each open position. More than one-in-ten (13 percent) HR managers receive more than 100 resumes per job opening. The survey, “Resumes 2007,” was conducted from November 17 to December 11, 2006 and included 360 HR managers.

When evaluating candidates’ applications, 77 percent of HR managers surveyed say they look for relevant experience. They also frequently consider a candidate’s ability to demonstrate specific accomplishments (48 percent) and whether the resumes are customized to the open position (41 percent).

HR managers also frequently search for keywords when screening resumes. Top-searched keywords include:

Problem-solving/decision making (56 percent)
– Leadership (44 percent)
– Oral/written communications (40 percent)
– Team-building (33 percent)
– Performance and productivity improvement (31 percent)

“In today’s competitive job market, it’s essential for a candidate’s resume to be flawless,” said Richard Castellini, vice president of consumer marketing for “Still, 33 percent of HR managers say more than half of the resumes they receive through online sources have formatting errors. To ensure your resume is error-free, be sure to proofread, proofread, proofread.”

Sixty-three percent of HR managers report that spelling errors are the most annoying mistakes they see on resumes. Other top mistakes include:

– Resumes not customized to the position (30 percent)
– Lies (23 percent)
– Including too many insignificant details on job responsibilities (21 percent)
– Resumes that are more than two pages long (21 percent)

Survey Methodology
This survey was conducted online within the United States by Harris Interactive on behalf of between November 17 and December 11, 2006 among 360 hiring managers (employed full-time; not self employed; with at least significant or full responsibility in hiring decisions), ages 18 and over. Weighting for employers was adjusted by company size to bring them more in line with their actual proportions in the population.

With a pure probability sample of 360, one could say with a ninety-five percent probability that the overall results have a sampling error of +/-5 percentage points, respectively. Sampling error for data from subsamples may be higher and may vary. However that does not take other sources of error into account. This online survey is not based on a probability sample and therefore no theoretical sampling error can be calculated.

Protect Your Online Job Search

By George Blomgren,

Identity theft is on the rise, and computers and the internet are often involved in this crime. Meanwhile, computers and the internet have also become the tools of choice for job seekers. As periodically reported in the media, job seekers can be vulnerable to scams and identity theft. After all, volunteering a certain amount of personal information is a necessary part of any job search. Fortunately, the following common sense guidelines can help protect you when using the internet for your job search.

  1. Choose employment Web sites which actively work to filter out suspicious employers and opportunities. You can typically judge this by the quality of the employment opportunities listed. If you see a lot of “work from home” opportunities, MLM opportunities, “secret shopper” gigs or anything that sounds too good to be true, you may want to avoid the Web site in question. Note that it is our policy to list only legitimate employment opportunities on our sites.
  2. Be on the lookout for foreign or international companies that want you to get involved in any sort of money transfer or merchandise shipping, especially if they imply that you will receive a percentage of large amounts of money.
  3. On many (but not all) employment Web sites, employers have to pay for access to resumes posted by job seekers. This helps protect job seekers, since scammers avoid things they have to pay for. Beyond charging employers to use their site, you may want to find out what additional measures an employment Web site takes to deter shady operators. We take a number of steps to ensure that employers who purchase resume database access are legitimate businesses.

Read on!