Video resumes: Handle with extreme care -- Career Center Blog

July 31, 2011

Video resumes: Handle with extreme care

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By Randy Woods
NWjobs

For job seekers looking to stand out from the crowd of other applicants, it's sometimes helpful to show off your creativity by trying a new technology or displaying your skills in an unusual format. This has led to a rise in popularity of so-called "video resumes," which are meant encapsulate all of your skills and abilities in one slick video package.

This tactic will certainly make hiring managers sit up and take notice -- but it may be the kind of notice you don't want. If video resumes are worth a thousand words, they also come with a thousand ways to backfire.

First of all, the format itself can open up companies to possible discrimination lawsuits under the rules of the U.S. Equal Employment Opportunity Commission (EEOC). Rod Mattson, founder of Mattson Communication Training, told me that, in the resume-review stages, many recruiters and human resources people will instantly reject anything that reveals age, race or gender for fear of violating EEOC guidelines.

A video resume can also severely limit your flexibility. The key to resume writing is to tailor your skills so that your abilities perfectly match the specific needs of the employer. Once a video is shot, however, there is no way to customize it. Unless you have the time, money and technical know-how to shoot multiple, custom-made videos for every job application, it's a one-size-fits-all solution.

Even worse, in today's socially networked world, a video resume can quickly spin out of your control. YouTube is littered with cautionary tales about misguided videos that leaked out to other HR personnel as a joke and quickly went viral. Just look what happened to Aleksey Vayner, a would-be investment banker whose laughably over-the-top video resume turned him into an Internet meme for all the wrong reasons.

When I asked career coach Sherri Edwards, founder of Resource Maximizer, about the use of video resumes, she was blunt: "I can't imagine an employer anywhere, outside of the creative industry, that would be interested in seeing these videos," she said. "People want the newest, best thing, but sometimes that can come at the detriment to other, better forms of communication."

Still reading? ... Good, because video resumes do have a proper place in the job-search universe. For those in the creative fields, such as public relations, communications, acting, advertising and marketing, a well-produced, deftly edited video can be a game changer in your job search.

"The traditional resume is not working as well as it used to," said career coach Shandel Slaten, CEO and founder of True Life Coaching. "About 93 percent of communication is non-verbal, and video gives you a chance to convey more information that a written resume. Also, people are always looking for the unusual. Using video shows your own distinct creativity -- ad agencies love that."

Although Mattson was skeptical about the use of video, he was not against the idea entirely. "If you're pretty, and you can speak well in front of a camera, and that's what's called for in the job you're looking for, then I say send the video," he said. "Always remember to look for the single most unfair advantage you can find and run with it."

OK, now you know the many risks and pitfalls of making video resumes. If you're still sold on their potential benefits, make sure you follow these simple rules. And use at your own risk:

Keep it short -- Above all, you don't want to waste the valuable time of a hiring manager. Compared to the few seconds it takes for a hiring manager to scan a conventional resume for pertinent information, your 10-minute video masterpiece will seem like an eternity. This is not your life story. Make sure you get your message across in less than two minutes -- preferably 90 seconds or fewer.

Practice, practice, practice -- Even the best presenters need a few takes to get it right. Make sure you know exactly what you're going to say, so you can eliminate the "ums," "uhs," "y'knows" and pauses that crop up in the speech of the nervous or unprepared. If you've written everything down, try to memorize it so you can maintain eye contact throughout the video. And don't forget to smile.

Give them a choice -- For those overwhelmed hiring managers who don't want to waste time watching videos, let them choose which format they want to view. Slaten suggests including a conventional resume that is targeted to the position and mentioning in the cover letter that, "in addition, I have a link to this video on YouTube that shows you more about my creativity."

Don't try too hard to be clever -- It's like the old saying: "Dying is easy. Comedy is hard." Using gimmicky camera angles and props may seem like a humorous way to get noticed, but they often fall flat in the context of a serious job search. The hiring manager is not looking for the next Martin Scorsese or Robin Williams, so just try to relax, be yourself and stick to the pertinent points about how your job skills can bring results.

Address the technical issues -- You may have a terrific voice and top-notch material, but all that will be lost if the video is inaudible, too dark to see or looks like it was filmed in your parents' basement. Make sure you have decent video software that can edit scenes together, balance the lighting and screen out any ambient noise that will distract the listener. Also, make sure nothing appears in the background that you don't want hiring managers to see. A silly toy or a glimpse of a messy office over your shoulder can spoil your chances of being taken seriously.

Ask for brutally honest advice -- Make sure that someone else views your video resume before you upload it -- preferably someone who is not related to you or works with you. "Ask people who will tell you the real truth," Slaten said. "Find some skeptical friends and ask them to screen it." If it fails their test, it'll probably fail the test of the hiring manager.

OK, that's a wrap. And don't say I didn't warn you.

Randy Woods writes about job-search tools, networking techniques and other tips to help you land your dream job.

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David DeCapua on August 3, 2011 11:55 AM | Reply

Randy: Nice piece, but I felt compelled to respond. I love it when people assume there is some EEOC issue with video resumes - THERE ISN'T! I have a letter from the EEOC, which clearly states videos are not discriminatory. People often make this baseless assumption with NO legal basis - UGH! What is the difference in interviewing a candidate (live) and passing OR watching a video and passing? No reasonable person can argue against videos becoming an intregal part of the hiring process - it makes too much sense. Many of your points regarding technology challenges are spot on. TalentRooster built an application so ANY candidate can do it AND control the video going forward. We've got almost 12,000 videos posted.

Rod Mattson on August 5, 2011 11:24 AM | Reply

Hi there Randy,

David is right about no legal issue with the EEOC for video resumes.

The glitch is with the policies of employers. They do not want to get involved with a possible EEOC investigation so they set policy to not view these resumes.

There is no argument that the EEOC issues policies that prohibit discriminatory practices in the hiring process. They have defined protected classes such as age, race, gender in some cases, etc. They have also enforced organizations to use the 2/5th rule or show why they weren't able to use this rule.

A video resume is not illegal or against any government policy as Dave stated; however, because organizations do not want to get involved with these accusations; thus, many go to the extent to instruct HR to blot out references to age (date of birth, date of HS graduation, etc.), any pictures that are attached if they do not affect the ability to do the work, etc. before passing on to the hiring manager.

With a standard resume, people in protected classes might not get screened out based on discriminatory practices thus getting a chance for an interview to remove any biased perceptions or prejudices.

In a video resume, they won't even get a call back often times because of too much information that can be gleaned from the video.

A person can have a case if they are deemed qualified based on a resume, get an interview and not hired because of discrimination. On a video resume, they won't make it to the interview.

So as you stated in your article, use the video resume if it is to your advantage, and don't use video resume if it might screen you out.

Rod Mattson
www.MattsonCommunication.com