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There is a new generation of job applicants utilizing video technology as a way to differentiate them. But are employers more likely to discriminate based on physical appearance, such as race, gender or disability, when presented with a video résumé?

Although video résumés are a relatively new concept to both job applicants and employers, they have strong supporters—and detractors. Brian Krueger, president of CollegeGrad.com, an entry-level job-search web site that offers a free video-résumé-posting service, says while discrimination is possible, the same can be assumed in the actual interview process.

"The reality is that some companies may use video résumés to identify diversity candidates in a positive way," says Krueger. "My view is that it will have a much more positive effect for diversity candidates than negative."

Although Deborah Dagit, executive director of Diversity & Work Environment at Merck & Co. (No. 18 on The 2007 DiversityInc Top 50 Companies for Diversity^® list), describes video résumés as a high-risk approach for anyone, she feels it could be a positive, especially for transgender individuals and people with disabilities. Dagit says the technique could help demystify preconceived stereotypes.

"If you are someone with a disability and the type of disability has a high degree of stigma, a video résumé could work to your advantage," says Dagit. "Employers might be willing to meet with you."

From a legal perspective, employers cannot discriminate based on race, color, religion, sex, disability or national origin. Jonathan Segal, an employment attorney with Wolf, Block, says whether you're in front of a camera or face-to-face, the same rules apply. But in reality, Segal warns that video résumés could offer more challenges for job applicants whose gender, race, national origin are more apparent.

"There is a greater potential for either conscious or unconscious interviewer bias where video résumés are submitted," says Segal. "Applicants need to consider this possibility when deciding whether to submit video résumés, and employers need to consider this possibility as well in deciding whether to accept video résumés."

In an article featured in The National Law Journal, the Equal Employment Opportunity Commission (EEOC) expressed concern about video résumés as an effective means for job applicants. Paula Bruner, an EEOC attorney, feels the method could lead to the exclusion of applicants who are not tech-savvy or who may not have access to the necessary video equipment.

"The EEOC is not opposed to employers or applicants using video résumés, nor is such use against the law," said Bruner. "The EEOC is concerned about how video résumés could contribute to hiring discrimination."

Laura Shanon, vice president of Interactive Sourcing and Strategy at Bernard Hodes Group, a marketing communications company that assists corporations with recruitment, says there could be other variables involved, such as poor editing, that can be misinterpreted during the employer's decision making.

Still, Shanon believes video résumés are a new medium for both the employer and job applicant and are not likely to become the new standard anytime soon. One explanation, says Shanon, is that job applicants are not yet equipped with the tools to produce a well-crafted video résumé, which she suggests could be a reason some employers are hesitant to review one.

"The problem is because of video editing; it isn't a common skill," adds Shanon. "When put together, it could turn out not as flattering as it should be. The presentation could be very interesting, but it could come off as self-indulgent to a recruiter."  

Another reason experts give for employers denying video-résumé submissions is because they aren't considered a standard across most industries. Even though not all industries are going to accept video résumés, it's obvious who will. Shanon says video résumés often work best within the entertainment industry or anywhere where people are required to "sell" themselves, such as public-relations and sales positions.

What about corporate America?

Video résumés have yet to catch on among corporations, especially more conservative ones, such as financial institutions or law firms.

Advocates say video résumés appeal to a wide variety of people. Recent college graduates and young professionals, and in some cases older executives with 15 to 20 years of experience who are looking to change their careers, tend to gravitate toward them.

Krueger stresses that while video résumés are an effective way to sell yourself to potential employers, they aren't official substitutes for the standard résumé. Video résumés should be used in conjunction with the standard format.

"Candidates are using video résumés as a supplement to the traditional résumé and as a way to stand out," says Krueger. "It gives a full view of who you really are as a person, rather than just a listing of features on paper."

A 2007 video-résumé survey conducted by Vault.com, a job-search and career-advice web site, found that 89 percent of employers said they would watch a video résumé if it was submitted to them. The survey also found that 17 percent of employers actually viewed a video résumé, while 52 percent said the reason they would consider using a video résumé to evaluate potential job applicants is because it allows the employer to assess a candidate's professional presentation and demeanor right away.

If job applicants decide to tread the video-résumé route, Krueger advises applicants to be prepared and know beforehand what they want to say without sounding too scripted.

"Keep it as natural as possible to let the real you shine through," says Krueger. "Secondly, talk to the person on the other side of the camera, not the camera itself. This is not a screen test and you should not be acting." 

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