Some applicants may wish to stand out from the crowd and submit a video CV. 

Videos CVs are not the same as video interviews. A video CV is exactly what it says on the tin – it’s a pre-recorded video in which an applicant will generally introduce themselves, explain why they are the right person for the job and go through their qualifications, work history and skills. A live video interview is where you can speak to the candidate in a two-way dialogue using video technology to assess their suitability for a role.

So should we be ditching written CVs? Or are there some important drawbacks which prevent video CVs becoming mainstream?

What are the pros?

Video CVs allow employers to see how the employee comes across in person – it can show whether an applicant can communicate verbally, answer questions clearly and concisely and is confident and professional in their approach.

It holds some advantages over a written CV in that it enables employers to see the applicant’s personality and soft skills. You can assess their body language, hear their tone of voice and see whether they are wearing professional attire.

For applicants, it can be particularly useful for those who find it hard to write, proofread and convey all the relevant information in two pages. A video CV can, therefore, help avoid common CV mistakes, such as bad spelling and inconsistent formatting.

What are the cons?

One potential problem that video CVs throws up is whether applicants can successfully get across their entire work history, qualifications and skills in a two minute video. In most cases, it is unlikely that they will be able to cover all the pertinent points and this could leave the employer needing to find out more.

There are many people who are not particularly skilled at making videos or feel confident in front of a camera, so there is a risk employers may overlook them even though they may actually be fantastic for the role they are looking to recruit.

Comment

Written CVs are a tried and tested recruitment method, but for some roles, such as customer facing or creative positions, an employer may appreciate something a bit different and look forward to a video CV.

What matters most from an Employment Law perspective that is you minimise the risk of bias in your recruitment and selection processes. When employers or recruiting managers look at CVs, it is very easy to make assumptions. For example, you may assume that a candidate is male when in fact they are female or that they are from abroad when they are actually British. These assumptions could be very costly because you could miss out on some fantastic talent, have a less diverse workforce and most dangerously of all, face claims for unlawful discrimination!

To discuss this further, get in touch with your Employment Law Adviser who can guide you.

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