Cam­eras roll for the See-V

The re­sume is passe for some firms as CVs are re­placed by video ap­pli­ca­tions, says

The Courier-Mail - Career One - - Classifieds -

YOUNG job­seek­ers barely stand a chance in re­cruiter’s tal­ent pools, as the tra­di­tional CV for­mat and screen­ing pro­cesses favour ex­pe­ri­enced can­di­dates.

To un­earth the hid­den tal­ents of the fu­ture work­force, proac­tive em­ploy­ers are think­ing out­side the box and do­ing away with CVs al­to­gether.

Re­cruit­ment ex­perts say al­ter­na­tive hir­ing meth­ods for en­try-level roles – such as ask­ing for short videos or set­ting job-rel­e­vant tasks – bet­ter dis­play young job­seek­ers’ cre­ativ­ity, per­son­al­ity and ap­ti­tude.

Rand­stad di­rec­tor of so­cial and pub­lic affairs Steve Shep­herd says au­to­mated CV fil­ters are be­com­ing too clever and dis­qual­i­fy­ing young job­seek­ers based on a lack of ex­pe­ri­ence, de­spite other less quan­tifi­able at­tributes.

“The fil­ters are de­signed to screen them out, so they aren’t get­ting to have that con­ver­sa­tion,” he says.

“While the fil­ters can match against tra­di­tional skills like (cer­tain de­grees), when you come to the no­tion of be­ing cre­ative and in­no­va­tive, what does that look like?

“We see busi­nesses talk­ing about the need for in­no­va­tion and cre­ativ­ity and the fu­ture, but the chal­lenge we have with first-time job­seek­ers is there isn’t much to put on a CV.”

Shep­herd says video sub­mis­sions have been part of the ap­pli­ca­tion process in cre­ative in­dus­tries since the in­ven­tion of the in­ter­net, but are now be­com­ing more gen­er­ally ac­cepted.

As long as videos are kept shorter than five min­utes, he says re­cruiters don’t need to spend any ex­tra time than they would read­ing a tra­di­tional CV, while the video for­mat could also elim­i­nate the step of a phone or Skype call.

To pro­mote the idea, Rand­stad has part­nered with ma­jor Aus­tralian em­ploy­ers to launch the Shap­ing Young Fu­tures Photo and Video Com­pe­ti­tion, where the win­ner will re­ceive a round-the-world trip of in­tern­ing and net­work­ing op­por­tu­ni­ties.

Am­ber Kristof, hu­man re­sources di­rec­tor of L’Oreal, which is sup­port­ing the com­pe­ti­tion, says she sees the value of en­cour­ag­ing video sub­mis­sions for jobs in all in­dus­tries and at all lev­els.

As part of L’Oreal’s 2015 grad­u­ate re­cruit­ment cam­paign, ap­pli­cants had to sub­mit a two-minute video an­swer­ing set ques­tions.

“It’s about per­son­al­ity and unique skill sets and at­ti­tudes, and they are eas­ier to see in a video than on a piece of pa­per,” Kristof says.

Other com­pa­nies are shun­ning CVs in favour of set­ting ap­pli­cants a prac­ti­cal task, such as writ­ing a mar­ket­ing blog or plan­ning an In­sta­gram cam­paign.

Em­ploy­ment Of­fice man­ag­ing di­rec­tor Tu­dor Mars­den-Hug­gins says he has no­ticed a trend of em­ploy­ers be­ing less de­pen­dant on CVs.

RE­GIONAL TV News reporter Jes­sica Mo­ran, pic­tured, landed her job as a broad­cast jour­nal­ist in Her­vey Bay by sub­mit­ting a show reel.

In her in­dus­try, she says em­ploy­ers pre­fer to see, rather than read, that some­one can do the job.

“I se­cretly hope tra­di­tional CVs are done away with,” Mo­ran says.

“It’s not al­ways the best way to present your­self and of­ten you will learn more about some­one by pick­ing up the phone.

“I also don’t think it’s fair for a can­di­date to only be judged against their CV. Many skills in life can’t be mea­sured and peo­ple also strug­gle to sell them­selves in cover let­ters.”


TV reporter Jes­sica Mo­ran sub­mit­ted a video CV.

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