I also highly recommend that the video resume is only one piece of a seekerâ€™s job search marketing communications campaign. My advice is: â€œMake sure your written communications match your professional video image.â€
To date, no one has yet filed a major lawsuit for discrimination by video rÃ©sumÃ©. I saw in an article on Time.com, George Lenard, a St. Louis, Mo., employment lawyer, talked about disparate impact.
The article then quotes Lenard and he says this:
If an employer requires applications by video, then those without video cameras and broadband-equipped computers might argue they lacked access. Of course, he adds, the live interview process is hardly infallible. He cites a 2000 Princeton study that examined orchestras’ penchant for hiring male musicians as an example of “disparate treatment.” When screens were put up–now a common practice in auditions–the gender skewing disappeared.
The article also says this: Once the rest of the YouTube generation enters the workplace, “video rÃ©sumÃ©s are going to be as ubiquitous as PDAs or iPods,” says Mark Oldman, a co-president of Vault.com.
Exactly Mark. I would add that people who understand want to make sure the content that is available to future hiring managers remains exceedingly personal brand sensitive and positive. That’s not easy for a company to figure out alone. It’s definitely not easy for an individual to figure out on their own.