The Future Of Recruiting: Video Resumes

The Future Of Recruiting: Video Resumes

Imagine you’re sifting through a pile of printed resumes sipping your coffee and, all of a sudden, the door of your office bursts open and a candidate is standing in front of you. They jump into a speech about their skills and professional experience. What do you do? How do you treat them compared to the other candidates? If you’re in your home office sitting in your PJs, the answer is simple, you kick the candidate out and call the police. All joking aside, how would you treat a candidate that came into your office and started to give an overview of their skills? You’d likely direct them to send their resume to you via email or via your online candidate portal. What if it wasn’t that simple? Video resumes create a new challenge for organizations and recruiters as well as a new opportunity for everyone.

Welcome to the Future Of Recruiting – What to do about video resumes.


It’s no surprise that by 2018 69% of total internet traffic will be video. Do you go a week, or even a day without watching some type of video on your favorite social media platform? For me, the magic number is four.  Looking at each of my social media feeds, approximately one in four posts is a video, and that’s growing almost daily. This trend is exactly why we spoke with Lucy Brown about video resumes. Lucy is an expert on video resumes and the Managing Director of Digital Dossier. In this blog post and interview, Lucy helps map out what the future of recruiting looks like using video resumes.

What are video resumes?


Lucy describes video resumes as “mini personal ads that covers what’s in a resume, but in a concise format”. Don’t pull out the popcorn, yet. Despite video resumes being more concise than a written resume, they won’t save you time. At least, not just yet. Most organizations have no process for accepting video resumes. Lucy warns that employers need to be careful, “employers who receive video resumes will need to start putting policies in place as to how and when they will use them”. She also stresses that organizations need to determine how much weight they’ll put on the video and the written resume.

It’s all about the structure!


“It needs to be part of their policy, it’s not an add-on, they need to decide from the beginning”; Lucy again stresses the need for a structure.  When we spoke about the adoption of video resumes across industries, Lucy pointed out that athletics and entertainment have been using video resumes for some time.  “I’m not sure if employers in the corporate world are going to embrace this as much… there are many benefits of a video resume; it saves time and it saves effort, instead of shuffling through stacks of paper trying to find the best candidate, you can look at a video resume get an overall sense of the person, then possibly back it up and looking at their resume”. A structured resume review process is needed regardless if you’re using a written version or video version. However, using video resumes is even more important “you cannot only accept video resumes, it’s against human rights and employment rights, you need to make it accessible for everyone who’s interested applying for the position”. A structure also ensures you have standards, “so that you’re not receiving five or ten-minute video resumes when you only wanted two-minute video resumes and you also need to let them know what should be included in that video resume”.

Related: How I Learned to Hire For the Future

Could a video resume be a good way to see if someone is a culture fit with an organization?


“Video resumes are a perfect tool to see someone’s personality fits into the culture. Video resumes will demonstrate if someone is a good culture fit, it lets their personality shine through”. Lucy highlights that, in fact, yes- video resumes would help to determine a culture fit. Candidates can demonstrate who they are and why they should be hired especially with the help of companies like Digital Dossier, who helps individuals creatively market their skills and accomplishments with employers and recruiters using video resumes. But, video resumes alone shouldn’t be the only factor in determining candidate selection.

What’s the downside?


The first concern we discussed with Lucy was biases and discrimination and her response is perfect. “Unfortunately, whether or not you’re using video, there will be bias”. She provides examples of biases around schools or previous employment etc. Lucy says that “it may actually be easier to track, to see if there is an obvious bias” when using video resumes.  According to Lucy, as of the time of this interview, there had been no cases in Canada or the US that have been filed against an organization for using video resumes.

Video resumes can help recruiters save time and help evaluate personality and culture fit for an organization. They provide an opportunity for a candidates’ personality to shine and highlight the most important skills. But none of this can be achieved if there is no structure or policies in place. Whether your organization will be an early adopter of video resumes or a late bloomer, use these five tips to prepare. Because one day, the written resume may be obsolete.

Accepting Video Resume Tips
 

  1. Determine if you’ll accept video resumes.
  2. Create a structured process for the treatment of video resumes.
  3. Determine what you’ll do with them once you receive them.
  4. Determine what you’ll do with a paper resume/combined/solo.
  5. Set expectations for proper use of video resumes with candidates, what to include and set a time frame expected from the video.
  6. Provide alternatives to video resumes.
     

What you do with resumes and how important they are to your recruiting is only one component of the recruiting process. To hire talented employees who are excited about the culture of your organization takes effort and strategy. How does your recruiting process rate? Take the recruiting process audit to find out. Click here to start the 3 minute recruiting process audit.

Nicholas Klisht
WorkForce
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Everything we do we believe in improving company culture. We believe in work environments that benefit everyone. ConvertiCulture is a boutique consulting firm that specializes ... Click for full bio

NBA Player Carl Landry Demonstrates the Value of Persistence in Life and Work

NBA Player Carl Landry Demonstrates the Value of Persistence in Life and Work

Written by: Jon Sabes

When you meet Carl Landry, stand-out college basketball player and nine-year NBA player, you imagine that becoming a professional basketball star was a straight forward run for the 6-foot-nine-inch power forward. 


However, when you go deeper into Carl’s background, becoming a NBA professional was less than certain and little came easily to the 33-year-old from Milwaukee:

  • He was cut from his high school team as a freshman and averaged less than ten points a game when he did play as a senior.
  • He started his college career not at Purdue, but a junior college where it was not clear he would play.
  • When he finally got to Purdue, he tore his ACL in his knee his first year and reinjured it the next year.
  • While his family held a party for him the night of the NBA draft, he slept in the Philadelphia airport after missing a flight following a workout for the 76ers.
  • In the NBA playoffs, Carl had a tooth knocked out, but came back in the same game to make a game-winning blocked shot as the Rockets beat the Utah Jazz 94-92.
     

Landry, who I interviewed on my podcast, Innovating Life with Jon Sabes (www.jonsabes.com), is a remarkable example of the value of “persistence.” In a time where technology creates the image that anything is possible at the touch of a button, persistence is an under-appreciated trait. When I spoke with Carl, I clearly saw someone for whom success has only come through a force of will that made him a NBA player, but it also made him a better player every year he played. That’s the kind of personality that has produced greatness in business as well as sports.

Carl was, in fact, drafted that night he spent in the airport. The Seattle Supersonics chose him as the 31st overall pick and then traded him to the Houston Rockets where he rode the bench for much of the first half of the season. When All-Star teammate Yao Ming was injured, he stepped in and played a key role in the Rockets astonishing 22-game winning streak (the third longest streak in NBA history). And, that season, after sitting on the bench for 33 of the first 36 games, he was named to the All-Rookie second team.

Carl was the first in his family to go to college. “I told myself that this was my ticket out, so I did everything I possibly could to be the best person in school and also on the court,” he said.

His family life in Milwaukee showed him what he didn’t want to do. “Just being honest with you, seeing some my cousins, peers, they went to work for jobs paying six, seven dollars an hour or they didn’t go to work at all and then living off welfare. I didn’t want that.”

When he was first injured, he had to contemplate the end of a career before it even got started. “When you have an ACL tear, it’s over…no more basketball,” he told me. “I said, God, give me health again and I’ll do everything I can to leave it all out on the line and be a successful individual.”

On my podcast, Carl pointed out another interesting lesson he learned in the NBA: Not doing things just to fit in.

“Fitting in was easy,” he said. “Doing everything that everybody else does was easy. If I stood out in some type of way, I’m going to have different results. I’m going to have stand-out results.”


That’s called the “Law of Contrast” and it produces that exact effect of changing the outcomes that everyone else is experiencing.  Carl is smart, he recognized that differences make a difference, and doing whatever it takes is what is required to make real, meaningful differences.

Every off-season for the last 11 years, he has run a camp for kids in Milwaukee where he tells youth his story of hard work and persistence. “I always tell the kids to apply themselves and always be persistent,” he said. “If you dream, apply yourself and be persistent. With hard work, man, the sky’s the limit.”

When Carl says the sky’s the limit he means it.  He is smart to recognize that it’s important to dream big, because if we don’t – we may be selling ourselves short. “You have to dream bigger than your mind could ever imagine,” he said. “I wanted a nice house. I wanted a nice car. I said, and I got all of that. So, what do I do, do I stop now? Maybe I didn’t dream big enough.” That’s a big statement coming from a kid who grew up to be the first in his family to graduate college and go on to be not only a top NBA basketball start, but a good businessman, father and someone who gives back to the community.

I’m convinced that in whatever he takes on as a basketball player or in his post-hoops career, Carl Landry is not going to stop getting better at whatever he does, and in the process of doing so, make the world a better place.

GWG Holdings, Inc.
Investing in Life
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GWG Holdings, Inc. (Nasdaq:GWGH) the parent company of GWG Life, is a financial services company committed to transforming the life insurance industry through disruptive and i ... Click for full bio