Posts Tagged ‘Resumes’
Best Resumes for $75,000 + Executive Jobs NEW
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Executive Resumes: A Basic Approach To A Stellar Presentation {youtube} {yahooanswers} {yahoonews}
Executive Resumes: A Basic Approach To A Stellar Presentation
As a professional resume writer, I often see self-written resumes by executive-level clients that are general and task oriented. In short, a throwback to the typical resumes done by high school graduates. These formats might include such categories as objective, skills and work history. The information presented is general and fails to tell what is behind the information listed. Furthermore, the format is often lackluster. Nothing stands out and the rhythm of the resume is inconsistent. It fails to tell a story.
An executive resume must tell a story. Who is this candidate? What industry are they in? How many years of experience do they have? What do they specialize in doing? And, what are their most
Best Resumes for $75,000 + Executive Jobs NEW
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How to Make a Video Resume : The Importance of Video Resumes
What are the benefits of Video Resumes? Learn about the options that video resumes give to job applicants in this free video clip. Expert: Fallen Rechnitz & Kristi Webster Contact: WorkBlast.com Bio: Fallen Rechnitz & Kristi Webster represent WorkBlast.com, a multimedia-based online recruiting website, featuring video resumes and employer video job postings. Filmmaker: Terry Larson
Video CVs are Just the Forerunner of Things to Come
Video Resumes or “video CVs” tend to be short video clips of a job seeker speaking his/her background and skills — we call them “outloud resumes” — and they are really just a front-runner to complete platforms such as InterviewStudio. There is little value for a stand-alone video resume (or video CV) since, on its own, it hasn’t been proven to SAVE TIME AND MONEY in the hiring process AND it brings with it the paranoia of discrimination litigation.
However, there is hope. Like all cycles in new “progressive” technology, there already have been several iterations of this type of candidate presentation tool, and the industry is moving toward a hybrid model of resume-plus-video interview-plus-references-plus-social network all in one digital representation of a job candidate.
Here is what is Good and Useful about tools in the future that will include Video Interviews with other pieces of candidate due diligence:
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- Videos are only one piece of the total candidate due diligence in these new combination products, so the emphasis on the visual is downplayed a bit.
- Video Interviews are quite easy to produce now and too widespread in marketing and media to ignore.
- The younger generations are growing up on video, so the video CV is a logical extension for them.
- The technology is easy to use, and the equipment is inexpensive.
- It saves time to look at a 2-minute video interview rather than do a 20-minute phone screen
- It saves time to look at a 5-minute all-inclusive candidate presentation rather than spend hours scheduling a first interview round to find out the fit.
- It saves money to watch a 20-minute Interview rather than fly a candidate in and put him/her up in a hotel.
- Having access to on-demand all-inclusive showcases of candidates allows hiring managers to choose when to interview, instead of tying them down to disruptive schedules during the work day.
- More and more Employers are creating branding videos of their own on their own Career Pages to attract Candidates. It just follows that soon Employers will be accepting branding videos from candidates as well.
- The industry needs some collaborative rules or accepted behaviors for Video Interviews. This can be easily accomplished by blogs such as this.
- Technically, most corporations are now pretty savvy in regards to rich media viewing software, and Flash is an accepted program that is widely installed. Flash is cross-platform, meaning if it works on one computer, it will work on any other with Flash installed. Flash is small and lightweight, but carries a robust video control platform. You never have to leave your webpage to view the video. Flash can be embedded right into the page. http://blogs.zdnet.com/Stewart/?p=344
- As technology marches on, rich media viewing will become cleaner and quicker.
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The bottom line is that currently, yes, there are downsides to the tools out there labeled “Video Resumes” (or Video CVs), as discussed in a previous blog post. However, the Good News is that vendors such as InterviewStudio have now worked through the technology challenges to aggregate all of these disparate (but important) pieces into a single robust, time-saving information platform for screening, due diligence and selection.
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How Video Resumes Came to Be
How Video Resumes Came to Be
Video resumes were the first attempt by job seekers to break out of the keyword trap and get around the computer screening programs. So how did the candidate screening market get to this frustration point for the job seeker, AND for the recruiter?
LIKE IT OR NOT, TIME MARCHES ON… Technology marches on… Tools get more progressive and disruption happens. Change happens. For about 50 years, the paper resume has ruled within corporations seeking new employees. People are used to it… People are comfortable with it. We were taught to write resumes in black ink on white paper and mail them out using stamps.
And then resumes became “soft-copy” (Yes there was a time when that was not a real word). The online resume became accessible instantly to several viewers at a time, and storable and retrievable.
And then came text search capability and KEYWORDS along with that. So today the comfort zone is not paper resumes anymore. It is soft-copy keyword-searchable resumes.
Today, the industry has deemed this as standard, and many vendor products have been developed to help parse, and poke, and rank and rate these KEYWORDS and their relevance to matching KEYWORDS in job descriptions, for instance.
RECRUITER FRUSTRATION
And, as most every system can be “gamed”, job seekers can now populate the KEYWORD section in their resume to match a job description and submit it with a keystroke, whether or not they are qualified. It is then incumbent upon the Recruiter to read through that mass of electronically “qualified” resumes to identify the truly qualified.
So Recruiters don’t have much time on their hands to really read a resume thoroughly –
- too much volume
- too many resumes look the same, populated with keywords from the online job description
- not enough time to do a thorough job — hiring managers need to hire NOW
CANDIDATE FRUSTRATION
Job Candidates were initially impressed when the Employer sent them immediate feedback after applying for a job. “Finally”, they thought. “This company cares.” Thoughtful “no thank-you” letters arrived minutes after an online resume submission. But this again was simply a production letter generated by the company’s ATS (Applicant Tracking System) and sent to all candidates who did not populate their resume with the correct keywords.
Enter VIDEO RESUMES
What does anyone do when they want attention? Yell louder.
The Video Resume is a louder yell: “HEY! Look at me!” “See how I talk – I’m 3-dimensional.”
As a headhunter, I talk to dozens of executives each week whose only objective is to “get in front of the hiring manager”. They don’t want tips about the newest keywords to use. Job seekers are tired of playing the keyword game, knowing full well that every other candidate for the same job is using the same keywords. And their patience is wearing thin with 22-year old internal corporate “recruiters” who call them up to ask simple questions – the answers to which are clearly on their resume. And lastly, job seekers have figured out the “mass email” tools that come with every ATS, and realize that no one actually reads their resume enough to grasp their total value as a candidate.
The first ever YouTube video was put up in April 23, 2005 by some guy at the zoo talking about elephants. And that was all it took. Now, every minute, twenty hours of video is uploaded to YouTube.
So, naturally, video would be the new channel to use to get noticed. And candidates looking for jobs are eager to find ways to stand out from the mass of keyword-laden resumes, and to virtually “get in front of the hiring manager”. Armed with a PC or a Mac, and a $50 webcam, a job seeker can easily create a video as simple as a “talking head” – reading their resume in front of a camera.
Granted, there are issues galore with “video resumes”, many covered in our previous blog, but every new idea starts out a little rocky.
In time (and in the not so distant future), Video Resumes, as all other new products, will enter the professional realm and become more relevant to specific jobs, more polished as a tool, and have more industry-developed rules around them.
The first step is to change Video Resumes into Video Interviews. Stay tuned for more on that.
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10 Things We Hate About Video Resumes (as opposed to Video Interviews)
Video Resumes
Video Resumes (a simple video taped recap of resume highlights) are the current “hot new technology” in recruiting. But only for their novel high tech feel… not for the value they bring. Once this newness and ‘coolness’ wears off on Employers – and it already is – then we will see the NEXT generation of products on the market that will fix the shortcomings of the stand-alone video resume. Just as the first attempts at resume databases, search engines, and ATS systems needed to go through several iterations, so will this Video Screening Phenomenon.
10 Things We hate About Video Resumes
1. The shortcomings of the current offerings include some mentioned by systematic HR and Raghav Singh, but the list is longer, and we might as well get some collaborative input on this now. Here is a start: 1. A talking head that is simply regurgitating the text on a paper resume adds only one thing – the picture of what a candidate looks like. Granted, there is some value in viewing their language skills, but they could have been ‘coached’ by a video vendor during the session. So this leaves the very real paranoia within the HR community that video resumes are putting discrimination tools in the hands of hiring managers – and that video resumes are simply a clever way to put a face with a name, inviting all sorts of litigation.
7. IT Security & Firewalls may block videos. We all know how diligent IT Departments must be these days regarding the downloading and/or opening attachments. Even more so now with videos. Some of the problems with old video resumes: 7. Files recorded on a Mac often won’t play on a PC and vice versa
8. Employer’s installed version of software for viewing Rich Media Content on the web may not be compatible with all Videos.
9. There is a SIZE issue to Video Resumes. They take up storage space, yes. The bigger issue is the intensive demand on servers when 20 recruiters bandwidth required to watch them, or for several hiring managers or recruiters to watch them at the same time.
10. Files are too big to be easily sent around as email attachments. Please feel free to add your two cents worth on the downsides to Video Resumes listed above.
Video Resumes are becoming mainstream … to build your own, go here: Video Resumes.
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