Video Resumes Research Articles

What employers really want: a deep dive into résumés and holistic competencies

PurposeThis research aims to understand employers' views and preferences on the assessment of holistic competencies (HCs) in graduates, a topic with existing gaps in literature. With the disparities between higher education practices and employer expectations concerning HC assessment, the study focuses on what employers wish to see in graduates' resumes. As resumes play a pivotal role in recruitment, influencing who gets shortlisted, this research seeks to discern how graduates can optimally make a good first impression. In essence, the study endeavours to enhance knowledge on employers' inferences about a candidate’s HCs and employability skills based on resume content.Design/methodology/approachA comprehensive 12-item survey was devised to collect employers' perceptions and expectations of holistic competencies (HCs) assessment. The survey was informed by a synthesis of discussions with employers, teachers and a critical review paper. It aimed to understand employers' HC assessment expectations and bridge the teachers' understanding gap of students' HC achievements. Questions included demographic data, and specifics about employers' perceptions of graduates’ resumes. The survey was hosted on Qualtrics and disseminated via the authors' networks, social media and university departments in Hong Kong, with responses gathered from April to June 2021.FindingsThis study reveals that employers value holistic competencies (HCs), especially those developed through work placements and extracurricular activities, as indicators of job readiness in graduates. It is imperative for students to highlight these competencies in their resumes, potentially also demonstrating them through digital portfolios. The research underscores the need for higher education institutions to systematically document and report students' HC attainments. They can support students by informing them about employer expectations, offering writing workshops and resume samples. Integrating experience-based opportunities into the curriculum can also enhance HC development, preparing students for job market competitiveness and readiness.Research limitations/implicationsThe research limitations include the lack of a widely accepted, standardized method to document and evidence students' holistic competencies (HCs). The implications, however, stress the necessity for students to effectively communicate their HCs to employers, requiring awareness of expectations and adaptability to evolving technologies. Educators and higher education institutions must provide resources and opportunities to students to develop, demonstrate and document these HCs. In the absence of a standardised method for HC reporting, alternative solutions like e-portfolios and platforms like YOCLE can help students gather feedback and present evidence of competencies to prospective employers.Practical implicationsThe study’s practical implications revolve around enhancing job readiness in graduates. Universities need to bolster their support, helping students understand employer expectations, offering writing workshops, resume templates and resources. Incorporation of platforms like YOCLE can help gather and retain evaluations, while promoting internships and extracurricular activities enhances HC development. Graduates must include work experiences, HC achievements and extracurricular activities in their resumes, even exploring digital portfolios for broader evidence presentation. They should also prepare for digital interactions like Zoom calls or video resumes, adapting to the technological advancements propelled by recent global disruptions.Originality/valueThis research provides original insights into employer preferences regarding job candidates' holistic competencies (HCs) in resumes, an area not deeply explored in past literature. Focusing on how resumes can best demonstrate HC attainments, it offers practical guidance for higher education institutions preparing students for the job market. Although the study’s scope is limited by geographical and industry-specific sampling, it provides a foundational understanding of employers' recruitment expectations influenced by resumes. Its value lies in its potential to spur further research into varying contexts and industries, leading to broader implications for graduate employability and resume building practices worldwide.

JOB SEEKERS’ ACCEPTANCE TOWARDS PRODUCING VIDEO RESUMES FOR COMPANY’S RECRUITMENT

The purpose of this study is to explore the job seekers’ acceptance towards producing video resumes for the company’s video-based recruitment. The study aims to analyse the moderating effect of self-video resumes by experienced and non-experienced applicants’ in terms of their perceived stress and coping strategies in creating the videos when applying for jobs. The quota sampling method was used to collect data from four faculties in a private university. The conceptual model was developed with constructs consisting of perceived stress, problem-focused coping, self-efficacy, self-presentation and acceptance of video resumes. The model was validated by two-level confirmatory factor analysis (CFA). Subsequently, the moderation effects between the two groups of applicants were computed to uncover different group behaviours. The perceived stress and problem-focused coping responses were found to be significantly related to self-presentations for video resumes. A direct positive relationship was also found between the applicants’ self-efficacy and their acceptance of video resumes. The results of the moderation analysis indicate a significant difference in perceived stress between groups but not in the problem-focused coping strategies.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

Are they accurate? Recruiters' personality judgments in paper versus video resumes

Whether recruiters accurately infer personality from resumes is currently a topic of great interest in the light of technological advancements and new types of resume formats (like video resumes) that are increasingly being used. Based on predictions from the realistic accuracy model and the media richness theory, we investigated whether real recruiters (N = 296) are able to infer applicants' Big Five personality characteristics more accurately from video and audio resumes than from less information-rich resume formats (like paper resumes) and whether applicants' perceived attractiveness (physical/vocal) affects accuracy judgments. As expected and with the exception of extraversion, personality was not accurately judged from paper resumes. Interestingly, information-rich resume formats and applicants' perceived attractiveness did not affect accuracy judgments. Despite recruiters' stubborn reliance on their capacity to infer personality from resume information, study findings clearly showed that different types of resumes –also the new, more information-rich ones– are no valid tools to infer candidates' personality from.

Hirability in the Wild: Analysis of Online Conversational Video Resumes

Online social media is changing the personnel recruitment process. Until now, resumes were among the most widely used tools for the screening of job applicants. The advent of inexpensive sensors combined with the success of online video platforms has enabled the introduction of a new type of resume. Video resumes are short video messages where job applicants present themselves to potential employers. Online video resumes represent an opportunity to study the formation of first impressions in an employment context at a scale never attempted before, and to our knowledge they have not been studied from a behavioral standpoint. We collected a dataset of 939 conversational English-speaking video resumes from YouTube. Annotations of demographics, skills, and first impressions were collected using the Amazon Mechanical Turk crowdsourcing platform. Basic demographics were then analyzed to understand the population who uses video resumes to find a job, and results showed that applicants mainly consisted of young people looking for internship and junior positions. We developed a computational framework for the prediction of organizational first impressions, where the inference and nonverbal cue extraction steps were fully automated. Results demonstrate automatic prediction of first impressions of up to 27% of the variance explained for extraversion, and up to 20% for social and communication skills.

Self‐promotion Statements in Video Resumes: Frequency, intensity, and gender effects on job applicant evaluation

Although video resumes have received a substantial amount of media attention and there seems to be a growing awareness among Human Resource professionals of video‐based job applications, little is known about the effect of video resumes on applicant evaluation. This research investigates the effectiveness of self‐promotion within the context of video resumes. Self‐promotion frequency and intensity and applicant gender were manipulated. Ratings by recruiters and college students indicate that high levels of self‐promotion in video resumes are ineffective for male applicants and potentially detrimental for female applicants. Job applicants should use caution when attempting to promote themselves using video resumes. More research is needed on impression management tactics used at the earliest stages of selection and on the mechanisms operating within video resumes that impact applicant evaluation.

Organizational Hiring Preferences: Comparison of Traditional and Non-traditional Hiring and Recruitment Practices

Social media is working its way into the modern organization in a more productive manner, and at an aggressive pace, as organizations are beginning to learn how to best implement and use social media practices. The present research investigates the role of social media and other technology related to the staffing function in organizations. Specifically, the data reveals tendencies related to how the employment process is anticipated to change in the near future. Namely, the data suggests that employers will significantly change their usage of video resumes, cover letters, and social and professional networking sites related to the recruitment of new employees in the near future.

Eerlijkheid van selectie op basis van papieren en video-cv’s

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.

The Effects of Video and Paper Resumes on Assessments of Personality, Applied Social Skills, Mental Capability, and Resume Outcomes

In this laboratory experiment we examined the effect of resume format (paper resume only, video resume only, or both) on applicant evaluation. Differences in applicant personality trait evaluation were found for extraversion and agreeableness when video resumes were reviewed compared to when only paper resumes were reviewed. In addition, social skill and mental capability ratings were lower when only video resumes were reviewed. These findings indicate that video resumes may result in different assessments of applicant personality and harsher evaluations of applicant skills and abilities than paper resumes. Human resource personnel are cautioned in the use of video resumes until more research has been completed.

A theory‐driven investigation of prospective applicants' intentions to submit video résumés

AbstractAs a quickly growing trend among job seekers, video résumés represent an area where practice has outpaced research. This study investigated whether the theory of planned behavior (TpB) can be used to understand future job seekers (n = 154) video résumé submission intentions and behaviors. Results supported the TpB model. Attitudes, subjective norms, and perceived behavioral control predicted intentions, which in turn predicted video résumé creation behaviors. Compared with perceived behavioral control, attitudes and subjective norms were more important predictors. As one of the first empirical studies on video résumés, this research breaks important new ground. It also extends what is known about the TpB because it is the first study to use a relative importance analysis to statistically compare the influence of the theory's antecedent constructs.

Fairness Perceptions of Video Resumes among Ethnically Diverse Applicants

This study investigated ethnic majority and minority applicants' fairness perceptions (N = 445) of video resumes, compared with paper resumes. Additionally, the moderating effect of minorities' ethnic identity and language proficiency on fairness perceptions of video/paper resumes was studied. Despite discriminatory concerns, ethnic minority applicants perceived the fairness of video resumes equally or more positively when compared with ethnic majority applicants, and when compared with paper resumes. Minorities' ethnic identity was positively related to fairness perceptions of resumes. Furthermore, language proficiency was a significant moderator: Higher proficiency was related to higher fairness perceptions of paper resumes. The implication is suggested that ethnic minority applicants may prefer a more personalized way of applying (video resume), instead of less personalized ways.

Unbeatable resumes: America's top recruiter reveals what really gets you hired

Need serious help with your resume? Turn to the employment expert Dr. Phil calls “the best of the best”! What does Tony Beshara do that most resume “experts” don’t? While the experts write resumes all day, Tony—the veteran placement specialist featured regularly on the Dr. Phil show—actually uses them to get people jobs. With Unbeatable Resumes, Tony dissects and discusses real-life resumes for jobs in a wide range of industries from healthcare to banking, construction to technology, administration to sales and marketing, and more. The book shows readers how to build a powerful resume, utilize keywords effectively, use gaps and job changes to their advantage, and pair their resumes with concise, dynamic cover letters. He complements his expertise (he has personally placed more than 8,500 professionals) with the results of a survey of more than 3,000 managers, executives, HR specialists, and other hiring authorities about what gets resumes read, interviews granted, and jobs offered. Readers will learn: • The critical components of well-written resume • How to ensure their resume actually gets read... by the right people •What employers look for, and what turns them off • How to customize a resume for a particular job • The truth about video resumes, job-search websites, and social networking sites like FaceBook, LinkedIn, andMySpace • And much more Unbeatable Resumes shows job seekers of all types how to present themselves in the best possible light…for the best possible position.

Using video resumes to teach deaf college students job search skills and improve their communication.

For several years the National Technical Institute for the Deaf (NTID) at the Rochester Institute of Technology has offered a course that focuses on preparing video resumes. Professionals from the Instructional Television Department and the National Center of Employment for the Deaf have collaborated with communication instructors to develop this option for NTID students. This paper describes the instruction and evaluation process from the perspective of NTID instructors, students, and other technical professionals. Employers who have hired NTID students and those who have no familiarity with deaf employees also participated in the evaluation. Their comments give valuable insights into the often different perspectives of deafness between those who have worked with deaf employees and those who lack such experience. Video resumes were found to be a viable tool in the job search, and the process of preparing the video was found to be a stimulating and rewarding experience for the participating students.