Video Resume from Recruiter Perspective

Both recruiters and job seekers have long been using the text format for resumes and vacancies. However, digital recruitment trends are globally changing the situation. Video resumes, video vacancies, video presentations – all these are expected to transform the recruitment industry very soon and provide great opportunities for both job applicants and recruiters.

Video Resume from Recruiter Perspective

Time for Changes

Twenty-thirty seconds – this is the time a recruiter or HR specialist spends to evaluate a candidate’s resume. As a rule, recruitment managers need to check tens of resumes every day. They do not have a lot of time to thoroughly study all the information about a job applicant, at least at the very first stage of a resume screening process. But how to make sure that you do not miss out on a brilliant candidate? What criteria are the first to catch your eye when assessing their level? How to competently evaluate a candidate based on a video resume? Let’s spill the beans.

Resume Screening: What Is It and Why Is It Needed?

The CV screening process is the filtering of all applications by some specific parameters. Of course, the video format of a resume is already a good way to save your time since you do not need to review piles of documents from applicants. However, you may still want to optimize the selection processes. Having initially filtered out the applicants, you will invite competent specialists for an interview. And the likelihood that they will be hired and show good results at work is significantly increased. 

Checklist: Criteria for Resume Screening

Instead of spending a lot of time checking every candidate from A to Z, it is worth focusing on key parameters and optimizing your recruitment routine. Of course, there are no general must-have criteria that would work for all the employers in 100% of cases. Vacancies can be different, and the recruitment process may vary greatly. However, there are still some parameters that are important for all hiring managers. 

As a rule, recruiters spend a few seconds watching a video resume. This time is enough for them to understand what kind of candidate is in front of them and make a decision on whether one fits the vacancy or not. A career coach Caroline Seniza-Levin, who has worked with American Express, Goldman Sachs, Condé Nast, Gilt, eBay, Google, McKinsey, says that HR managers check tens of resumes every day. And here is what they are guided by when deciding on the applicant’s destiny.

#1 – Work Experience

Each company treats candidates’ experiences differently. It all depends on the specific position, responsibilities it entails, and the skill level of a specialist that the employer needs. For example, for a Junior or Trainee position, you can select an applicant with minimal experience. However, when it comes to the Middle and Senior positions, you need to be more experience- / professional background-focused. 

When watching a video resume from an applicant, you should highlight the following information:

– Former workplace and position;

– Career development;

– Professional achievements.

It is also recommended to pay attention to how confidently applicants speak about their work experience. Thus, you will know whether they go to extreme levels, exaggerate, or tell the truth.

#2 – Chronology

Recruiters pay attention to temporary career gaps, short-term jobs, and the lack of career progress. The chronology in the resume can both play into the hands of an applicant and vice versa. For example, some employers may neglect a break a few years ago, but a recent break may raise questions in them.

#3 – Education

Most companies are now more actively looking at the experience and skills of candidates rather than at their education details. In most cases, it is more important to hire a specialist who has sufficient working experience and a matching professional profile. The education level, university name, and specialty do not matter here. Of course, for many positions, having a specialized education will be a plus, but this is not a decisive criterion. 

#4 – Achievements

Achievements, as well as additional education, should be taken into account only if they relate to the career or a vacancy a candidate is applying to. At the same time, this is important information for understanding the personal portrait of the applicant, one’s life goals, and values. The point of “achievements” will always be a significant factor when deciding on whether to invite a candidate for an interview.

#5 – Ambitions

There is no single thing addressing the ambitions and professional potential of an employee. Both run through all resume contents. Brands, relevant keywords, long-term collaboration, and progress – all these can prove that a candidate has a professional. Skills, experience, and good references from former employers can also speak of the professionalism of a candidate.

Anything Else Matters?

Apart from the information a candidate shares in a resume, the way a video is made should be assessed as well. 

– A good video resume is made relevant for a specific position. There should be a clear link between a self-presentation of a candidate and the vacancy. We doubt that you would like to know the whole bio of an applicant when it is not relevant to the position.

– Pay attention to sound quality and a video picture. It’s important to give significant attention to both the audio and visual aspects of a video resume. Professionally made content with the best free recording software with no watermark is a sign that a candidate is diligent and is truly interested in the position.

– A professional video resume should be short; it should not exceed two minutes. This time is enough to make a brief but straight-to-the-point representation and reflect all the key features of the professional activity of an applicant.

Preliminary screening of a resume is perfectly applicable in various fields of activity since it does not require additional resources. Thanks to the smart “filtering” of applications, you significantly optimize the recruitment routine. Be sure to adhere to the basic rules of resume analysis; in such a way, you can achieve the best results.

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Workology Editor

Twice recognized Forbes recognized human resources, workplace and recruiting resource established in 2005 formerly Blogging4Jobs. We're a community of contributors, thinkers and disruptors focused on practitioner driven conversations, information and engagement. Workology is focused on the art and science of the workplace for leaders across all experience levels.


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