[Jobs] Do Video Resumes Help or Lead to Discrimination?

Wed Jun 27 09:28:38 CDT 2007

Do Video Resumes Help or Lead to Discrimination?

By Aysha Hussain

© DiversityInc 2007 ® All rights reserved.

Date Posted: June 26, 2007 There is a new generation of job applicants
utilizing video technology as a way to differentiate them. But are employers
more likely to discriminate based on physical appearance, such as race,
gender or disability, when presented with a video resume?

Although video resumes are a relatively new concept to both job applicants
and employers, they have strong supporters-and detractors. Brian Krueger,
president of CollegeGrad.com, an entry-level job-search web site that offers
a free video-resume-posting service, says while discrimination is possible,
the same can be assumed in the actual interview process.

10 Frequently Asked Video-Resume Q&A's

Q1: How do you create a video resume? A: A web cam or digital camera with
video capabilities and a tripod is all it takes to make a well-crafted video
resume

Q2: How long should your video resume be?

A: Resumes should last anywhere from 60 seconds to five minutes and consist
of a brief introduction, stating what makes you unique and an explanation
why you're the best candidate for the position

Q3: How should you go about editing my video resume?

A: The editing process is crucial to producing an effective video resume.
Job applicants should make sure they're satisfied with the end results
before submitting to employers

Q4: What should you say?

A: The editing process is crucial to producing an effective video resume.
Job applicants should make sure they're satisfied with the end results
before submitting to employers

Q5: What should you leave out?

A: Don't ramble. Revealing too much about yourself can often turn off a
potential employer. Keep it professional

Q6: What should you wear?

A: Dress appropriately, the same way you would for a job interview

Q7: To whom should you submit your video resume?

A: The hiring manager is ideal. It's also a good idea to do some research
and find out who will review the resume submission for a particular position

Q8: What if you're unsure whether a company accepts video-resume
submissions?

A: Just ask

Q9: Should I follow up?

A: Yes, this is just the first step

Q10: What else should I consider?

A: Approach the video resume the same way you'd approach a standard resume.
Above all else, be professional

"The reality is that some companies may use video resumes to identify
diversity candidates in a positive way," says Krueger. "My view is that it
will have a much more positive effect for diversity candidates than
negative."

Although Deborah Dagit, executive director of Diversity & Work Environment
at Merck & Co. (No. 18 on The 2007 DiversityInc Top 50 Companies for
Diversity® list), describes video resumes as a high-risk approach for
anyone, she feels it could be a positive, especially for transgender
individuals and people with disabilities. Dagit says the technique could
help demystify preconceived stereotypes.

"If you are someone with a disability and the type of disability has a high
degree of stigma, a video resume could work to your advantage," says Dagit.
"Employers might be willing to meet with you."

From a legal perspective, employers cannot discriminate based on race,
color, religion, sex, disability or national origin. Jonathan Segal, an
employment attorney with Wolf, Block, says whether you're in front of a
camera or face-to-face, the same rules apply. But in reality, Segal warns
that video resumes could offer more challenges for job applicants whose
gender, race, national origin are more apparent.

"There is a greater potential for either conscious or unconscious
interviewer bias where video resumes are submitted," says Segal. "Applicants
need to consider this possibility when deciding whether to submit video
resumes, and employers need to consider this possibility as well in deciding
whether to accept video resumes."

In an article featured in The National Law Journal, the Equal Employment
Opportunity Commission (EEOC) expressed concern about video resumes as an
effective means for job applicants. Paula Bruner, an EEOC attorney, feels
the method could lead to the exclusion of applicants who are not tech-savvy
or who may not have access to the necessary video equipment.

"The EEOC is not opposed to employers or applicants using video resumes, nor
is such use against the law," said Bruner. "The EEOC is concerned about how
video resumes could contribute to hiring discrimination."

Laura Shanon, vice president of Interactive Sourcing and Strategy at Bernard
Hodes Group, a marketing communications company that assists corporations
with recruitment, says there could be other variables involved, such as poor
editing, that can be misinterpreted during the employer's decision making.

Still, Shanon believes video resumes are a new medium for both the employer
and job applicant and are not likely to become the new standard anytime
soon. One explanation, says Shanon, is that job applicants are not yet
equipped with the tools to produce a well-crafted video resume, which she
suggests could be a reason some employers are hesitant to review one.

"The problem is because of video editing; it isn't a common skill," adds
Shanon. "When put together, it could turn out not as flattering as it should
be. The presentation could be very interesting, but it could come off as
self-indulgent to a recruiter."

Another reason experts give for employers denying video-resume submissions
is because they aren't considered a standard across most industries. Even
though not all industries are going to accept video resumes, it's obvious
who will. Shanon says video resumes often work best within the entertainment
industry or anywhere where people are required to "sell" themselves, such as
public-relations and sales positions.

What about corporate America?

Video resumes have yet to catch on among corporations, especially more
conservative ones, such as financial institutions or law firms.

Advocates say video resumes appeal to a wide variety of people. Recent
college graduates and young professionals, and in some cases older
executives with 15 to 20 years of experience who are looking to change their
careers, tend to gravitate toward them.

Krueger stresses that while video resumes are an effective way to sell
yourself to potential employers, they aren't official substitutes for the
standard resume. Video resumes should be used in conjunction with the
standard format.

"Candidates are using video resumes as a supplement to the traditional
resume and as a way to stand out," says Krueger. "It gives a full view of
who you really are as a person, rather than just a listing of features on
paper."

A 2007 video-resume survey conducted by Vault.com, a job-search and
career-advice web site, found that 89 percent of employers said they would
watch a video resume if it was submitted to them. The survey also found that
17 percent of employers actually viewed a video resume, while 52 percent
said the reason they would consider using a video resume to evaluate
potential job applicants is because it allows the employer to assess a
candidate's professional presentation and demeanor right away.

If job applicants decide to tread the video-resume route, Krueger advises
applicants to be prepared and know beforehand what they want to say without
sounding too scripted.

"Keep it as natural as possible to let the real you shine through," says
Krueger. "Secondly, talk to the person on the other side of the camera, not
the camera itself. This is not a screen test and you should not be acting."

No virus found in this outgoing message.
Checked by AVG Free Edition. 
Version: 7.5.476 / Virus Database: 269.9.10/873 - Release Date: 6/26/2007
11:54 PM

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Do Video Resumes Help or Lead to Discrimination?

By Aysha Hussain

© DiversityInc 2007 ® All rights reserved.

Date Posted: June 26, 2007 There is a new generation of job applicants utilizing video technology as a way to differentiate them. But are employers more likely to discriminate based on physical appearance, such as race, gender or disability, when presented with a video resume?

Although video resumes are a relatively new concept to both job applicants and employers, they have strong supporters-and detractors. Brian Krueger, president of CollegeGrad.com, an entry-level job-search web site that offers a free video-resume-posting service, says while discrimination is possible, the same can be assumed in the actual interview process.

10 Frequently Asked Video-Resume Q&A's

Q1: How do you create a video resume? A: A web cam or digital camera with video capabilities and a tripod is all it takes to make a well-crafted video resume

Q2: How long should your video resume be?

A: Resumes should last anywhere from 60 seconds to five minutes and consist of a brief introduction, stating what makes you unique and an explanation why you're the best candidate for the position

Q3: How should you go about editing my video resume?

A: The editing process is crucial to producing an effective video resume. Job applicants should make sure they're satisfied with the end results before submitting to employers

Q4: What should you say?

A: The editing process is crucial to producing an effective video resume. Job applicants should make sure they're satisfied with the end results before submitting to employers

Q5: What should you leave out?

A: Don't ramble. Revealing too much about yourself can often turn off a potential employer. Keep it professional

Q6: What should you wear?

A: Dress appropriately, the same way you would for a job interview

Q7: To whom should you submit your video resume?

A: The hiring manager is ideal. It's also a good idea to do some research and find out who will review the resume submission for a particular position

Q8: What if you're unsure whether a company accepts video-resume submissions?

A: Just ask

Q9: Should I follow up?

A: Yes, this is just the first step

Q10: What else should I consider?

A: Approach the video resume the same way you'd approach a standard resume. Above all else, be professional

"The reality is that some companies may use video resumes to identify diversity candidates in a positive way," says Krueger. "My view is that it will have a much more positive effect for diversity candidates than negative."

Although Deborah Dagit, executive director of Diversity & Work Environment at Merck & Co. (No. 18 on The 2007 DiversityInc Top 50 Companies for Diversity® list), describes video resumes as a high-risk approach for anyone, she feels it could be a positive, especially for transgender individuals and people with disabilities. Dagit says the technique could help demystify preconceived stereotypes.

"If you are someone with a disability and the type of disability has a high degree of stigma, a video resume could work to your advantage," says Dagit. "Employers might be willing to meet with you."

>From a legal perspective, employers cannot discriminate based on race, color, religion, sex, disability or national origin. Jonathan Segal, an employment attorney with Wolf, Block, says whether you're in front of a camera or face-to-face, the same rules apply. But in reality, Segal warns that video resumes could offer more challenges for job applicants whose gender, race, national origin are more apparent.

"There is a greater potential for either conscious or unconscious interviewer bias where video resumes are submitted," says Segal. "Applicants need to consider this possibility when deciding whether to submit video resumes, and employers need to consider this possibility as well in deciding whether to accept video resumes."

In an article featured in The National Law Journal, the Equal Employment Opportunity Commission (EEOC) expressed concern about video resumes as an effective means for job applicants. Paula Bruner, an EEOC attorney, feels the method could lead to the exclusion of applicants who are not tech-savvy or who may not have access to the necessary video equipment.

"The EEOC is not opposed to employers or applicants using video resumes, nor is such use against the law," said Bruner. "The EEOC is concerned about how video resumes could contribute to hiring discrimination."

Laura Shanon, vice president of Interactive Sourcing and Strategy at Bernard Hodes Group, a marketing communications company that assists corporations with recruitment, says there could be other variables involved, such as poor editing, that can be misinterpreted during the employer's decision making.

Still, Shanon believes video resumes are a new medium for both the employer and job applicant and are not likely to become the new standard anytime soon. One explanation, says Shanon, is that job applicants are not yet equipped with the tools to produce a well-crafted video resume, which she suggests could be a reason some employers are hesitant to review one.

"The problem is because of video editing; it isn't a common skill," adds Shanon. "When put together, it could turn out not as flattering as it should be. The presentation could be very interesting, but it could come off as self-indulgent to a recruiter."

Another reason experts give for employers denying video-resume submissions is because they aren't considered a standard across most industries. Even though not all industries are going to accept video resumes, it's obvious who will. Shanon says video resumes often work best within the entertainment industry or anywhere where people are required to "sell" themselves, such as public-relations and sales positions.

What about corporate America?

Video resumes have yet to catch on among corporations, especially more conservative ones, such as financial institutions or law firms.

Advocates say video resumes appeal to a wide variety of people. Recent college graduates and young professionals, and in some cases older executives with 15 to 20 years of experience who are looking to change their careers, tend to gravitate toward them.

Krueger stresses that while video resumes are an effective way to sell yourself to potential employers, they aren't official substitutes for the standard resume. Video resumes should be used in conjunction with the standard format.

"Candidates are using video resumes as a supplement to the traditional resume and as a way to stand out," says Krueger. "It gives a full view of who you really are as a person, rather than just a listing of features on paper."

A 2007 video-resume survey conducted by Vault.com, a job-search and career-advice web site, found that 89 percent of employers said they would watch a video resume if it was submitted to them. The survey also found that 17 percent of employers actually viewed a video resume, while 52 percent said the reason they would consider using a video resume to evaluate potential job applicants is because it allows the employer to assess a candidate's professional presentation and demeanor right away.

If job applicants decide to tread the video-resume route, Krueger advises applicants to be prepared and know beforehand what they want to say without sounding too scripted.

"Keep it as natural as possible to let the real you shine through," says Krueger. "Secondly, talk to the person on the other side of the camera, not the camera itself. This is not a screen test and you should not be acting."
No virus found in this outgoing message.
Checked by AVG Free Edition.
Version: 7.5.476 / Virus Database: 269.9.10/873 - Release Date: 6/26/2007 11:54 PM