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With the low
cost of webcams
and the ease of
implementation
of video
recording
software and
technology, more
and more
companies are
moving away from
traditional
marketing means
such as print
ads and TV
commercials to
online video
advertising.
People have
found that short
video clips are
easy to digest
and deliver
(Share with a
friend!). It is
also a known
fact that images
and sound sell
much better than
words written on
a piece of paper
(or words shown
on your computer
screen). The
biggest benefit
of using online
video
advertising is
that it creates
a more personal
bond with the
viewer.
Therefore, video
resume seems to
be the logical
evolution to
traditional
paper resume
because you can
form an instant
bond with the
reviewer to
better market
yourself; you
are no longer
just a piece of
paper in the
reviewer's
hands.
However, why
hasn't video
resume been
widely adopted
by hiring
companies?
First of all,
when a job
position opens,
a company would
usually receive
hundreds of
applications.
Recruiters would
need to sort out
resumes in a
timely manner to
set up
interviews.
Because of the
time crunch, the
average time a
recruiter spends
on going through
a copy of
printed resume
is about 20
seconds, no more
than 30.
If a recruiter
hopes to spend
the same amount
of time sorting
out applications
in order to
achieve the same
timeframe to
start the
interview
process, it
means a video
resume would
need to have a
length of no
more than 30
seconds.
What can you say
in a 30-second
video that's
presentable
without rushing?
Not much.
Keep in mind,
too, that while
viewing your
video, the
reviewer needs
to make notes on
points you're
making. He or
she may need to
replay the video
again to catch
some of the
points. Now a
1-minute video
may turn into a
2-minute view,
which would
delay the
application
filtering
process.
This is a
scenario where
written words
can pack in much
more information
on a piece of
paper than a
video clip.
Secondly,
because you are
able to see the
face of the
applicant prior
to making a
decision on
calling the
candidate in for
an interview,
some companies
may not want to
adopt this
method of job
application due
to possible
gender, racial,
or age
discrimination
issues.
A written resume
allows the
applicant to
remain faceless
and allows the
hiring company
to be mostly
neutral about
the applicant's
gender, race,
and age.
Traditional
resumes allow
applicants to
compete fairly
for an interview
based on skills
and
qualifications
presented to the
hiring company
in the same
format.
Traditional
resumes could
offer protection
to hiring
companies from
possible
lawsuits.
With that said,
I am not
completely
dismissing the
use of videos in
the job
application
process. Video
is a great
technology and a
useful tool. If
anyone would
like to use
videos in this
process, my
suggestion is to
use a hybrid
approach:
Replace
traditional
cover letters
with video clips
that are no more
than 30 seconds,
and keep resumes
in printed
format.
This method
makes sense
because the
applicant would
be able to make
an introduction
in person via
video to talk
about basic
qualifications
and skill sets
allowing the
"best possible
first
impression" to
be made, and
leave all the
glory details in
the traditional
format that is
easy to scan by
the reviewer.
This way,
recruiters would
still be able to
sort out
applications
efficiently
within a
reasonable
timeframe, while
making
highlights and
notes on
applicants'
resumes to
determine
eligibility for
an interview.
The use of video
resumes can be
effective and
exciting.
However,
traditional
resumes will
never go away...
Just like email
will never
replace fax.
Joy is
the author of
"The Joy of
Writing a
Resume" - A
comprehensive
guide to cover
letter and
resume writing,
with bonus
materials on
proven interview
techniques and
salary
negotiation
skills. Joy has
been laid off 3
times in her
career so far by
a start-up,
mid-size, and
global company
(GE). She is
currently the
Director of
Consumer
Products at a
software
company.
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