You can find info about video resumes all over the internet, which might make you think that they’re the next big thing–but they’re not. Louise Fletcher from BlueSkyResumes has a nice article about her experiences with them (Video Resumes Are Not the Answer). She had a system developed within her company that provided a Flash template that created a “little movie trailer” for her job seekers that she thought was really cool until no one wanted to buy them.

Despite being a former HR exec, who had handled the stress of trying to fill many positions at once, I forgot to think like the old me. I forgot to ask myself whether I’d actually want a Flash promo movie instead of a resume.

The answer, of course, would have been no.

YourHRGuy agrees that more video resumes aren’t the answer:

Every manager and HR person I’ve talked to hates the idea of video resumes in any context. The only people with interest are three types of people:

1. HR and managers who are curious about it but don’t want it to become popular
2. Companies that have video resume products to sell
3. People who are desperate to get a step up in competitive areas or markets

While video resumes detract from the hiring process by failing to communicate as much information as a resume or interview (as well as often being badly done), video interviews enhance the process by allowing hiring managers to choose the candidates they’re interested in and set up consistent interviews to get information that can actually help them…instead of a “movie trailer.”

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

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