Here is a link to an updated Google search on video resumes and stuff so that you can stay current on this topic: http://tinyurl.com/2fsarq

Readers: Brett and Scott are our Performance Staffing Seminar leaders and sometimes use this page in their presentations. Feel free to use it in the exact same way!

Jason Whitman who writes the Brand Love Hate blog is adding to his collection of video resumes. Take a look…

The digital world we live in is like the Wild West: hard to live in at times and even harder to regulate. With social networks, personal blogs, and now video resumes, we’re reaching a level of transparency that a lot of people may be uncomfortable with.

But all of these phenomena are here to stay. It’s how we use them that will make a real difference on whether they positively or negatively impact the recruiting industry.

Some good points, succinctly put.

Raghav Singh has a change of heart in his second take also on ERE, Video Resumes Revisited:

Recently, I wrote about video resumes and their somewhat dubious value to recruiters. But a recent conversation with John Sumser has prompted me to expand on what I wrote, since maybe video resumes need a second look.

Whatever.

How are you going to keep video resume submissions off of YouTube? Obviously with this format, there are going to be some hilarious videos. Someone is going to post them to YouTube. Is your company going to be responsible for breaking promises to keep candidate information confidential? How will that affect your employer brand?

Among the many good points in his analysis, Raghav concludes:

Frankly, these [video resumes] exist because the technology allows them to be created easily, not because they represent some great innovation or add anything to improve recruiting. Recruiting processes are designed to include highly structured elements to ensure consistency. Video resumes are, for now, at odds with the requirements of structured processes.

A really good read.