Early February I posted a blog entry called “To Video or Not to Video? Resume video’s are they going to help or ...?” and it sure did get some feedback. It also brought me to another mind-set on how video recruiting should really be handled. And of course the world has a funny way of connecting people and organizations that share visions, hence my introduction to Ty Abernethy, Founder of ZuZu Hire.


What other mind-set did the resurgence of video resumes bring forward you ask?


I asked myself, what additional value does a video resume have to offer? If recruiters, HR professionals and Hiring Managers already screen paper resumes within 30 seconds, what are the chances they will want to review a video resume of 2-3 minutes? My inside voice says – unlikely. But, how can we engage and gain their interest in viewing a video snippet of a great candidate?


The bottom-line Question: Who should drive the video resume purpose?

My Perspective: The Organization / Employer looking to hire, not the candidate.


But why you ask?


Because what a candidate may perceive as an important highlight, competency, skill or accomplishment may be low on the priority list of the employer. Since the organization/employer ultimately know what they are looking for  - they should set the parameters. That way, as a candidate you are producing targeted video resumes that won’t make the reviewer feel like they are  wasting their time. Now if only a service out there helped provided something along these lines...if only....


Hello – ZuZu Hire!

I had the pleasure of interviewing Ty Abernethy on February 23rd, 2011 and will be sharing all the insights on how he and his team came to create ZuZu Hire.  Stay tuned for Thursday's blog entry on how ZuZu Hire is changing the face of video resumes and helping employers manage their front end recruiting process.

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