The debate on video resumes is quickly flying through the blogosphere. Recruiter’s, managers, consultants, and vendors are drawing lines in the sand about the good, the bad and the ugly.
Here is my quick rundown, and how I think it plays into the applicant tracking industry:
- Learn about the candidate’s personality
- Hear about their accomplishments from “their own mouth”
- It is harder to tell a lie than write a lie; right?
- Does the video take away from the content that is being presented? Instead of focusing on the candidate’s words, are you overly concerned with where it took place, the quality, the lighting, that noise in the background, etc. (Case in Point: Just because your bathroom has a mirror, it doesn’t mean that it’s a good place to take pictures or video)
- Do you have time to watch all those videos?
- Do you have space to store the videos? (Does your ATS have a storage limit?)
- You have to suffer through the whole thing. (Say goodbye to scanning for the “important pieces”)
- Do you have the software to accept the videos, view them, and pass them on? Furthermore, is this content blocked?
The recruiting market place is constantly evolving with the markets and technology. As an applicant tracking provider it is important to stay on top of emerging trends and provide tools to help recruiters find the best applicants. So what do you think? Are video resumes here to stay, or is this a compliance time-sucking nightmare?