Viewpoint - Viewpoint

This has been an interesting topic for me this past week. Two Conversations with some really good friends, about why Video Resume will never be successful; One of my friends yesterday expressed some really valid reasons that really hit it on the head

Yes sure the EEOC, ADA, OSC and all the other Alphabet Government Agencies all have AS Much concern as the OFCCP with how Companies review, and manage the Video Resume; or the issues of Potential Adverse Impact — but, Yet, the real reason that they (the Video) will Never become popular, or successful, is because of one Very Important and Crucial factor – The People.

As my friend eloquently expressed – let’s take away the legal jargon, and not even worry about those Government Agencies for a bit here.. instead for a moment, let’s step into the mind and shoes of the following –

1. Michelle is a WASP, over 40, she just hasn’t been able to get rid of the weight since the birth of her kids. She has had some trying times over the years, and her age shows, and she never could afford to fix her teeth. She is darn good at what she does in her job, but people do keep saying how pretty she would be if she would lose that weight, and get the Gap fixed..
   
   
2. Mark is an Inside Customer Service operator, great guy, wins lots of awards doing the job and doing it well, but, he is blind – unfortunately companies don’t realize that a 30 dollar tool allows him to use the computer just as well as the person who can see.
   
   
3. John, is in a Wheel Chair, and disabled, but, he is one Heck of a Sales Guy. Won a few cruises in the past. Always makes the presidents club.
   
   
4. The Recruiter, or H.R manager like myself, who just is having a heck of a time to go through the 300+ resumes they get a DAY, and finds that the time to review Video, is just too burdensome.
   
   
5. The individual who just doesn’t have time to update a Video Resume, doesn’t have the tools to do one.. (some can’t afford a computer far less the gear to be able to create and Upload a resume), or even the ability and knowledge how to do one and do one that works, and again the knowledge of how to upload one on a computer

There will be the April’s, Julies, Barry’s, Stuart’s, Mary’s and Michael’s who are Diversity Candidates, and they just want an EQUAL playing field to Get that interview. They know that there are companies who just cant see past their age, religion, race, handicap or even an Accent. They know that they have a better chance, and opportunity to gain the interview if they use the Paper Resume.

So will the people who are overweight, unattractive, stutter, have visual physical defects, or character issues that in Video may be considered a flaw, yet, if they are met in person, they are always able to sell themselves as a person, but unfortunately they never get past the first 30 seconds on a video Resume

Let’s use me as an example. My last name is Mattonen, so one instantly assumes that I am a White Female, and probably American. (I only recently received my citizenship). It is universally acceptable to have my career history to show only the past 10 or so years.

I don’t have to display the years of Graduation from college or high school on my resume.. and I won’t - Re OFCCP, nah, I don’t worry to fill out that form because I do want to have just as equal a chance as the next guy or gal who is applying for the job to get that interview. Please only review my experience, and me the person – don’t base your decision on my diversity.

Getting the Interview, well that is one Step Closer for the possibility to get that job. It is the Interview that one’s has the chance to really make the best impression, and people will eventually overcome that first initial impression and See you the person.. And if it doesn’t, it allows you the Candidate at least an opportunity to Prove a Case for discrimination if one was not hired based upon discriminatory reasons.

Video resumes may appeal to many of the under 35 club. Especially to those who are white, attractive, and physically beautiful or able. Unfortunately, there are many who don’t fit those demographics.

It may be difficult for some to understand or empathize with these reasonable fears and concerns of the individuals who may fall into the demographics of the Diversity, Older or Disabled Candidate, but today, their fears are unfortunately still founded.

That is why Video Resumes didn’t succeed when they were VHS, why would they now?

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ABOUT KAREN MATTONEN, CAC, CSP

Karen Mattonen started a career in Human Resources when she served as a Recruiter for Snelling Corporation. Leveraging her tenure with Snelling, Karen founded Advanced Career Solutions in 1997 focusing on the  HVAC and Mechanical Construction industry. Her reputation for excellence is echoed in the satisfaction of clients and candidates she has serviced nationwide. Furthermore, Karen is esteemed for sharing her expertise in Recruitment Education, Ethics and promoting self-regulation for the Recruiting industry.

She has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.

Outside of the HR community, Karen Mattonen has been cited by Microsoft as a resource in how to use Microsoft Outlook as an ATS. She has also served as the Marketing and Public Relations Director for the 3^rd largest city in Utah.

Her passionate and tireless advocacy has led her to create HireCentrix - The Pulse of H.R, Regulation, Retention, Recruiting and Risk Management www.hirecentrix.com.  Hirecentrix is a company dedicated to providing training to the HR, recruiting and staffing industries, which includes a special focus on the ethical and legal dimensions through offering a full service resource for individuals to share and communicate, obtain current and accurate information, acquire and provide education and learning within the quickly expanding, diverse and rapidly changing Recruiting and Human Resource climate.

Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)

Click here to reach Karen via email.

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