4 Questions Hiring Managers Should Ask When Reviewing a Video Resume

4 Questions Hiring Managers Should Ask When Reviewing a Video Resume

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With more and more job postings and hiring boards online, video resumes in addition to paper resumes are on the rise. So what exactly should a hiring manager look for when it comes to a candidate speaking about their experience over film? We’ve outlined four questions to ask about a video resume to see if a candidate has truly set himself or herself apart from the rest or missed the mark.

Is it personalized?

If a candidate submits a video resume on a job application, the first thing a hiring manager needs to look for is how personalized the content is. Taking the effort to record a resume is moot if the video is mass emailed to any and every company. Does the video talk to key points about your company? Does it appeal to the job description you posted online? Sending in a video gives the candidate ample opportunity to highlight what makes them a good fit for the company specifically. They are able to speak in terms of culture, mission, and skills.

Is it professional?

A video resume should hold the same level of professionalism as an in-person interview. If the candidate isn’t dressed appropriately, they missed the mark. Recording a video resume adds an additional layer of a visual representation of the candidate. Do they present themselves well? Do they seem prepared? Did they pick a professional area to record their video? Are they able to hold steady eye contact, speak slowly, and articulate their own experience? If a job seeker chose to record himself or herself, a hiring manager should pay attention to how they express themselves as part of the initial vetting process.

Is it additive?

If a candidate simply duplicates their paper resume, an additional video resume is just a waste of time. Duplicating the same information by reading from a script, or trying to just represent their resume means a job seeker doesn’t have a reason for a video resume. Look for a candidate that noticeably takes advantage of the new medium. Do they ask more questions? Are they speaking directly to you as the hiring manager? Are they covering more information in the same amount of time? A video resume can be a great way to get through information succinctly and quickly, so long as a job seeker plans what they say ahead of time. Look for short and concise videos that add to a paper resume without reiterating the same story.

Is it dynamic?

Lastly, does a job seeker’s video resume want to make you reach out to them? This is the final question hiring managers should ask themselves in the review process. If a candidate submits a video resume and it doesn’t peak a hiring manager’s interest, then it wasn’t dynamic. Look for questions that require answers in the video, or suggestions that inspire a hiring manager to follow up. Video resumes that create the need for a response are indicative of candidates that are great sales people and know how to get through objections.

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