How can you use video resumes to screen candidates?

3 How to review video resumes?

You should review video resumes with the same criteria and standards that you use for other screening methods, such as phone interviews or assessments. You should have a scoring system or a checklist that helps you rate and compare the candidates' video resumes based on the relevant skills, qualifications, and attributes for the role. You should also watch the video resumes with an open mind and avoid making snap judgments based on superficial factors. You should give feedback and follow-up to the candidates who submitted video resumes, whether they are invited to the next stage or rejected.

4 How to avoid legal issues?

Video resumes can pose some legal risks if they are not handled properly. You should comply with the applicable laws and regulations regarding privacy, data protection, discrimination, and consent. You should inform the candidates how their video resumes will be stored, accessed, shared, and deleted. You should also obtain their permission to use their video resumes for screening purposes and respect their rights to withdraw or delete their video resumes. You should not ask or use any information that is irrelevant, sensitive, or protected by law, such as age, race, gender, religion, or disability.

5 How to optimize video resumes?

Video resumes can be optimized to enhance their effectiveness and efficiency. You can use technology and tools that help you streamline and automate the video resume screening process. For example, you can use artificial intelligence (AI) or machine learning (ML) to analyze the candidates' video resumes and generate insights and scores based on their verbal and non-verbal cues, such as tone, facial expressions, and body language. You can also use video interviewing software that allows you to create customized questions and scenarios for the candidates to respond to in their video resumes.

6 How to integrate video resumes?

Video resumes can be integrated with your existing screening and hiring methods to create a holistic and comprehensive evaluation of the candidates. You can use video resumes as a pre-screening tool to filter out the unqualified or unsuitable candidates and narrow down your shortlist. You can also use video resumes as a complement to other screening methods, such as phone interviews, online tests, or work samples, to gain more insights and perspectives on the candidates. You can also use video resumes as a preparation tool to plan and conduct better face-to-face or virtual interviews with the candidates.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?