Human Resources Blog - Spark Hire

4 Ways to Compare Candidates’ Video Resumes

Video resumes can be a great tool for companies looking to get personal faster in the hiring process. After all, now employers can press play and see a candidate’s personality and communication skills on display. It’s important to keep in mind that different candidates can bring different skill sets to the table. But not all video resumes are created equal, so how do you compare?

You need to look at the profile video of a candidate very carefully. However these videos don’t exist in a vacuum. At some point you’re going to have to compare candidates to see which one fits the company and job best. This can be a hard process and it’s difficult to know what to evaluate. You want to find the best candidates for your open position, while at the same time not miss the hidden gems hiding in your profile video queue.

Here are some ways to compare video resumes in order to find great candidates to move along in the hiring process:

Recognize the Difference Between Shy Candidates and Assertive Applicants
Just because a candidate is shy doesn’t mean they don’t have anything of value to say. Introverted employees can really bring a huge value to your company if you know to look for them. Unfortunately, assertive candidates can be much more flashy than their introverted counterparts. Assertive candidates might be better at projecting confidence at the expense of actually possessing the valuable skills you need in the workforce. Since they seem more self-assured and put together, hiring managers may ignore shy candidates in favor of the video resumes belonging to more aggressive workers.

When comparing the video resumes of shy and assertive applicants, make sure to look for personality attributes above the surface. Do you need a leader, someone to stand up in front of a group and speak? If so, the shy applicant might not be the right person for the job. On the other hand, if you need someone who works well with others, an aggressive personality could be a liability. Make sure to think critically about the personality needs of the position you’re hiring. It’s important to keep in mind the flashy candidate isn’t always the best fit.

Fact Check
Sometimes not everything your candidate says in their application is 100 percent truthful. As we previously talked about the difference between introverted and extroverted candidates, it’s possible your more aggressive candidates might be stretching the truth a bit here or there on their qualifications. For instance, in job interviews (even ones through online video) a study found narcissists impress recruiters more than non-narcissists.

While we want to give people the benefit of the doubt when we can, be on the lookout for statements and facts which seem too good to be true. When it comes to watching a video resume, refer to another source of information about the candidate. This can be a traditional resume or even a LinkedIn profile. And always resort to asking for more information if you’re still unsure. An honest candidate will appreciate that you’re seriously considering them and quickly provide the information you need to confirm their qualifications.

Focus on Skills
Personality is important, especially when it comes to organizational fit. Even more important, however, is to make sure the applicant in your video resume has the necessary skills. When watching candidates’ video resumes, look for individuals giving concrete examples of how they will bring value to your company. The candidate who mentions a specific project which applies to the current opening or applicable past experience might be better than the candidate with a great personality avoiding specifics in their profile video.

When to Give the Benefit of The Doubt
It can be tricky to know when to give candidates the benefit of the doubt, but it’s important to remember recording a video resume can be a stressful process. Just because a candidate stammers or nervously twirls her hair in the profile video doesn’t mean the candidate is necessarily a bad hire. We’re all human and we all get nervous. If the applicant can speak knowledgeably about the position and the industry, you might need to ignore the little things to find a great diamond in the rough.

Comparing the video resumes of great candidates can be difficult. Everyone is different, after all, and will bring different strengths and weaknesses to your company. This is why it’s important to keep in mind the skills and personality attributes of your ideal employee when looking at video resumes. If you keep your goals in mind, you’ll be in a better position to judge these videos and find your next top talent.

What are some ways you can compare candidates’ video resumes? Share in the comments!

IMAGE: Courtesy of Flickr by kharied

Heather Huhman

Heather R. Huhman is the Career & Recruiting Advisor for Spark Hire. She writes career and recruiting advice for numerous outlets, and is the author of Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle (2011), and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010).