Video Resumes and Video Interviews: A comparison
By Ryder Cullison
With each economic downturn, the number of individuals providing false information on their resumes increased dramatically as job seekers did whatever they could to find employment. According to a report by Accuscreen 43% of all resumes and applications contain false data. Such a startling statistic has encouraged employers to give more consideration to viewing video resumes to better evaluate the candidate applying for employment. A survey by career researcher Vault indicates that 89% of employers are open to viewing video resumes. A video resume allows the candidate to emphasize their personality and highlight their skills and accomplishments. Most candidates see video resumes as a compliment to their paper resume.
Job board Dice.com cites a few drawbacks to video resumes.
Without any guidelines for the candidate and the information they should submit, comparing video resumes is difficult.
Most hiring managers lend only 10-20 seconds to reviewing a paper resume. Most won’t lend the time to view a lengthy video resume.
There is a potential for discrimination in the hiring process if the candidate is viewed prior to the interview.
Emerging recently are video interviewing products such iCandidateScreener which tackles these challenges. iCandidateScreener allows job candidates to interview themselves online with a webcam. The interview is immediately recorded and the hiring manager can view the interview at their leisure. Hiring managers can upload the questions they want to see the candidate answer thus enabling the manager to compare multiple candidates answering the same questions. This handles drawback number one.
The hiring managers can quickly screen the interview by selecting the question for which they wish to hear an answer. If they’ve heard enough of a candidate’s response they can skip ahead by clicking the next question. In this fashion what employers are really screening is a first round interview of the candidate. An interview they can easily share by emailing a link of the interview to their colleagues for review. This handles objection number two.
Lastly the EEOC has stated that it is not illegal for an employer to learn the race, gender or ethnicity of a candidate prior to the interview. The principal being that for whatever grounds you dismiss the candidate after viewing their video would be the same grounds you would dismiss them after the face-to-face interview. This handles challenge number three.
Online interviewing tools allow employers to see candidates prior to the interview to determine if there is enough interest to bring them in for an in-person interview. This saves them a tremendous amount of time and money.
To learn more on how video screening tools can save you time and money, visit us at: www.interview4.com