Q:  Will companies and recruiters look at a Video Resume?
A:  Yes.  Research clearly has indicated - from business associations and employment websites, to consultants and research groups - that 86% of employers would watch video resumes if they were submitted as part of a job application.  Just as any innovative and new resource - from even computers, to websites and email - there are leaders and followers. There is no doubt that video is a prime tool for branding and presenting yourself, and that it already is becoming a valuable resource for both recruiting firms to identify and present the best candidates, and companies to invest their time effectively to select the right individuals.

Q: Once I have the video how do I utilize it?
A: Besides corporations and recruiters seeing it on RezBuzz, you can also send it in an email link to Executives, HR and other corporate management; or post it on other video sites, social networking sites, or job boards that have video capabilities. RezBuzz offers advantages well beyond job search for members. Video resumes are also your video profile to present for Board positions, presentations to clients, associations, at conferences, and to brand and promote yourself as a source for expert quotes, panels and other events.


Q: Do I have to worry about discrimination?
A: It is up to companies to train people to select an employee based on merit. Anyone who discriminates from a video will very likely do the same in person; thus it makes no difference. Especially in an extremely tight and competitive marketplace, and in a very tough economy, the video resume gives the individual the opportunity to "elevate their game", and earn a positive response, and avoid both discrimination and being lumped in with everyone else and the swarms of similar resumes.


Q: Does the EEOC allow Video Resumes?
A: Videos are no different than a paper resume showing someone belonged to a specific organization, or a specific fraternity or young political leadership group - those always give it away ahead of time too. The EEOC says the burden is on the HR person and management overall to hire based on merit; and, this technology has emerged and it is up to the company to utilize it effectively and document the process, just as was done when email resumes became the norm. Besides, if someone is prejudiced - it will not change once they meet the candidate in person. In fact, a video may help someone to get past that fact, if they like the way they communicate and present themselves on the video - whereby if they just saw them on paper, they might never give them that chance.


Q: Am I too old for a Video Resume?
A: Never. In fact, this tool will be a great way for baby boomers to show they are passionate, experienced, smart and motivated. A piece of paper with an age on it, or the year purposely left out, may not give you a chance. A video gives you an opportunity to sell yourself upfront, for either a permanent or contract position. In this marketplace, companies recognize the commitment and energy combined with experience.