Abstract
Internet and multi-media are increasingly being used for recruitment and selection, such as in video resume screening. This paper presents the general findings and rationale of a dissertation on fairness perceptions of video resumes vis-a-vis paper resumes. Potential hiring discrimination was also considered. Applicant perceptions of video resumes compared to paper resumes were influenced by applicant characteristics, like ethnic background, language proficiency and educational level/GMA. Extraverted applicants experienced more opportunity to perform in video resumes compared to introverted applicants. Recruiter perceptions of video resumes were more negative compared to paper resumes. Despite discriminatory concerns, video resumes did not necessarily lead to hiring discrimination. Reported human capital in paper resumes, such as extracurricular activities, partly explained the existing differential job access among ethnic groups. Implications and suggestions for future research are discussed.
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