There are several reasons why relying on resumes alone may not be an efficient way to evaluate job candidates.
A resume is a written document that provides a summary of a person's education, work experience, and skills. While it can be a useful tool for providing an overview of a candidate's qualifications, it may not be the best way to fully understand their capabilities and fit for a role.
A resume may not accurately reflect a person's true skills and abilities. For example, a candidate may list certain skills on their resume that they have not actually used or developed in a professional setting.
Reading through resumes can be time-consuming, especially if you receive a large number of applications for a single role. It can be difficult to get a sense of the candidate's true fit for the role based on a resume alone, and you may need to conduct additional assessments or interviews to fully evaluate their qualifications.
One way video response assessment can be a more effective tool for evaluating job candidates than a lengthy resume for a few reasons.
First, a video response allows the employer to see the candidate's communication skills and personality in action, which can be difficult to discern from a written document like a resume. This can be especially important for roles that require strong interpersonal skills or public speaking abilities.
Second, a video response allows the candidate to demonstrate their knowledge and expertise in a way that is more interactive and engaging than a resume. For example, the candidate can provide examples and explain their thought process in a way that is more difficult to do in a written document.
Third, a video response assessment can save time for both the employer and the candidate. Reading through a lengthy resume can take a lot of time, and it can be hard to get a sense of the candidate's true qualifications and fit for the role. By watching a video response, the employer can get a better sense of the candidate more quickly.
Overall, a one-way video response assessment can provide a more complete and accurate assessment of a job candidate's skills and fit for a role than a lengthy resume alone.
Here are three questions you could ask a candidate instead of asking for a resume:
Can you tell me about your professional background and the skills and experiences that make you a good fit for this role?
Can you provide examples of projects or accomplishments that you are particularly proud of and explain why?
How do you stay up-to-date with developments in your field, and how do you continuously improve your skills?
These questions can help you get a sense of the candidate's professional background, accomplishments, and dedication to their work, which can be important considerations when evaluating job candidates.
However, it's worth noting that a resume can still be a useful tool for providing a summary of the candidate's qualifications and job history, so you may still want to ask for a resume in addition to asking these questions.
SmartList makes it easy for you to create these one-way video response questions and send a link to candidates where they can submit their responses and also upload their resume. This is definitely a more effective way than asking them to submit only an MSword or PDF file. Drop us a line and we would be happy to help you adopt this HR practice.
Comments