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An article on HRM Online has raised the issue of Video CVs again. Are they going to replace the paper based CV?
We have heard for years that this is going to be happening but we are yet to see any evidence of this happening in New Zealand. There was an article in the New Zealand Herald by Ashley Campbell on January 12th 2008 talking exaclty about this and things haven't really changed much since then. Sure, there is the odd applicant who gets all fancy and makes a short video CV to better showcase their personality but it is not the norm. It is usually done by uploading it to YouTube and then including the link into their CV or cover letter but their really are unlimited options.
I can certainly see video CVs helping good candidates stand out for roles such as sales and marketing where personality and/or creativity are important. They would be a great way to overcome racial bias for candidates who have foreign sounding names but excellent english language skills who might otherwise not get a look in with a paper CV. But in roles where technical ability is more important than personality (such as web developers), a video CV could cause an emotional bias to the in-experienced recruiter and result in a bad hire.
From our point of view at QJumpers, we have been trying to encourage the use of video CVs (or alternatively video interviews). The technology is there and it's a chance for candidates to stand out if they are that way inclined. We have asked our clients if they are interested in enabling video CV and video interview technology into their applicant management systems but the responses are non-committal. They like the idea of being able to reduce the amount of face to face interviews required, speeding up the recruitment process and having remote interview capability but they are not yet willing to pay for it. If you think about it, video interviewing would easily pay for itself and more. If you got all of your shortlisted applicants to answer set questions via a recorded video link, you would be able to easily see who is not a good fit for your role or business without having to spend hours in face to face interviews. You would also avoid having to fly people around the country - or world.
Perhaps it is just that New Zealand is a slow adopter when it comes to recruitment technology? There are plenty of American companies making a living off selling video CV/interview technology already. Examples of these are Sonru, HireVue and Vieple. A couple of New Zealand companies have started up such as Avancert and myvcv.co.nz but we haven't seen much evidence of uptake .
What do you think? Should New Zealand businesses be using Video CV/interview technology?