Video Resumes People Preparing Employers Difficult Create Paper

Some people think video resumes are the "hot" (exciting and interesting) new way to apply for jobs. Unfortunately, many employers disagree and actually strongly dislike receiving video resumes.

Some of their reasons for disliking video resumes are "technological" (related to the tools and equipment needed to do something). Video resumes are large files that come in many different "file formats" (ways of saving electronic information). They can be difficult to store and open, and they may have "embedded" (included as part of something) "viruses" (electronic software code and programs that create problems in computers and/or delete data).

Viewing video resumes takes time, and they cannot be "scanned" (reviewed) quickly. Paper resumes can be scanned in a few seconds by "reviewers" (people who evaluate resumes or applications) who "cull" them (take out the worst ones that should not be considered further). With video resumes, this is not an option. Also, many companies rely on "databases" of resumes, so that they can search for "key" (the most important) "terms" (words and phrases), but those technologies cannot identify information stored in a video resume.

In addition, because there is no "standard" (an agreed-upon way of doing things) for video resumes, they contain many different kinds of information. This makes it difficult for employers to compare applicants and their qualifications fairly.

Finally, some people argue that video resumes simply invite "discrimination" (treating people different based on their sex, race, age, religion, etc.). When a video resume is "merely" (simply; only) a person "reciting" (stating) the information that would otherwise be on a paper resume, the only difference is that the reviewer can see what the applicant looks like - and this becomes a "liability" (a risk or danger, something that can create problems) for the company if it begins making discriminatory hiring decisions.