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.
One thought on “Your Resume: To Video or Not to Video”
Video resumes pose a large opportunity to have a full perspective of a candidate, including the emotions and personality he or she displays.