Many people have talked about the concept of the visumé and their almost certain roles in our futures. Well, I was sent my first one yesterday and I have to tell you, that thought fills me with total horror.
As a coach, I can see they might have potential. The exercise would give individuals the motivation to focus on the content of their mission statement and USPs, as well as to the opportunity to perfect the delivery of their elevator sound bites to camera. It would certainly make any job seeker stand out if done professionally. As a recruiter, the thought of sifting through hundreds of 3 minute You Tube type presentations, delivered by what look like robotic newscasters of the lowest calibre, or possibly worse still the swaggering arrogance of Apprentice wannabes (see below), would frankly be intolerable.
So is this just my narrow-minded European view? Am I being a reticent Brit who sits there cringing through webinars and promotional clips from even quite highly regarded and rated amateurs? I decided to ask some contacts in the US, the home of “Show and Tell”, to let me know exactly what their thoughts are on the other side of the world.
Jacqui Barrett-Poindexter, Career Strategist at Career Trend suggests ” before stepping into the abyss of creative resume production, consider the goal of a resume: to hook the audience for further conversation (aka, the interview). As such, the buyer of your product initially is less interested in clicking on a 2-3 minute video and more interested in quickly absorbing your message through a glimpse of your written resume story.”
So to get past people like me if you are going to do it – it has to be done well. Creating a video resume will mean more than sitting on a sofa, in front of a web cam in your living room and reading your CV. But as interactive on-line video resumés become more commonplace, I anticipate (dread?) a time when candidates will, as part of their job seeking and brand management strategies, start crafting an on-line video presence to add to their search portfolios.
There are also some basic operational issues as Jacqui mentions “ the viewer is required not only load up a video (and not all computer and smart phone systems will easily load up your video, causing frustration), but to listen and watch for 1-3+ minutes, versus an initial 15-30 second scan of a written resume. Most hiring and recruiting decision-makers I network with still prefer the written resume vs. a video for the initial touch point.
When you send or upload a CV or deliver your sales pitch, the recipient reads your message before he or she hears it or sees it. With a visumé , you are essentially skipping the early parts of the process which are part of the job seeking building blocks and going straight for an audition. Julia Erickson, Career Expert at Careerealism.com, suggests that this is “actually not a resume at all, it’s a performance where you are attempting to show your personality as one the employer would like. So even if you have the qualifications, if the person watching the visume doesn’t like you or how you look or what you’re wearing, you won’t get an interview. “.
There are advantages to both search strategies, if you are actually a skilled presenter. But as I know from my days of working in corporate HR for a major British TV company, working to camera goes one step beyond normal presentation skills and even the best presenters need on-camera training, with additional focus on image: clothes, hair, make up (even the men) and body language, more so than in an ordinary interview. Dan Harris’s sunglasses on his head are a definite NO!
Julia adds ” It’s been fascinating to watch some of the video resumes on-line and it confirms my opinion about them. It is even tougher to produce than a regular resume. If you are not using a professional videographer, you can make a mess. Vault.com is promoting them to a certain extent; they have a YouTube “primer” on how to make one that contains very basic tips. If you spend some money, you probably could get a video resume that was OK – if you want one”
Across the Atlantic divide we agreed wholeheartedly, that as video is not an interactive medium, any personal chemistry is removed and there is no opportunity to respond to any body language or obviously questions. The candidate’s performance is generic and static, but each viewer will have a different perception of the delivery and you will not be there to engage.
Visumés are not to be confused with visual resumés. LinkedIn is a visual resumé site and I also have many clients who have added visual resumés to their own web site with great success. Julie cautions ” The important thing is to make your paper resume consistent with your virtual/visual resumes. All the information needs to be the same“.
Both sides of the pond also agreed that a Visual CV would never be used to replace a paper one especially when organisations have their own software application methods. Anything that creates extra work for hard pressed hiring or recruiting managers puts the candidates at risk. If you do go that route Julie recommends 2 sites : “Slideshare allows you to create a visual CV, and VizualResume that put your basic information into a jazzed up format”.
Visumés and VisualCVs allows candidates to give employers a look at your work product or portfolio, so as part of a wider approach they can certainly add value. They can also be added to a LinkedIn profile or website to enhance any job search strategy.
The general intercontinental consensus is that to rely exclusively on a Visumé as the only tool in your job search box would be high risk – unless of course, you are looking for an opportunity on television.
Special thanks for great insights to :
Jacqui Barrett-Poindexter, MRW, CPRW, CEIP, Chief Career Writer and Owner – CareerTrend
Julia Erickson: Career Expert at Careerealism.com http://julieannerickson.blogspot.com/ http://twitter.com/juliaerickson