Prior to YouTube becoming popular, Internet authors and bloggers began talking of video resumes. There were arguments for and arguments against, and just like other technological innovations many different terms were used to describe the same thing - sometimes interchangeably. Within a short time of the phrase 'video resumes' gaining acceptance, 'video interviews' came in to use. How are these different?

Let's Start By Defining Each Term

Video Interview: A video interview is a job interview held between a hiring manager and a candidate using video enabled technology. Video interviews are requested by an employer after screening the candidate's resume. Specific video interview tools include webcams, traditional videotapes, or video conferencing equipment. Video interviews can be viewed in real-time (employer and candidate interacting simultaneously) or pre-recorded (candidate first completes the video interview, then an employer views the recorded video) formats. The majority of video job interviews are completed by participants in different geographic locations; however, some in-person interviews are captured with video equipment in order to share the content with other decision makers or to store the interview.

Video Resume: Video resumes are initiated by the candidate. A video resume typically shows a candidate describing his or her qualifications, experience, and skills. Occasionally, a video resume may contain career goals, hobbies, or unique talents that the candidate would like an employer to see. A video resume is typically recorded using a webcam or video camera, following which it is uploaded to the Internet (videotapes or DVDs may be used in some cases). Video resumes are generally not customized to a specific company or position; rather, they are more often generic.

If Not The Same, How Are They Different?

The most notable differentiator between video interviews and video resumes is who begins the video process. Video interviews are initiated by an employer, who, after screening the candidate's resume, believes the candidate has the necessary qualifications to perform the job in question. Viewed from this angle, video interviews share many of the same goals as phone screens. On the other hand, video resumes are initiated by candidates and are usually created in response to a job listing. Lacking any direction from the employer, a video resume is not unlike a traditional paper resume. Both video interviews and video resumes exist to address the basic shortcomings of the recruitment process. For example, recruiting frequently takes longer than expected, resumes aren't a complete view of any given candidate, etc. That said, there are clear pros and cons of each video tool.

Pros: Video Interviews

• Questions are standardized for all candidates
• Easily compare candidates
• Useful for pre-screening applicants
• Complies with hiring laws
• Fits into current hiring workflow
• Save money on travel expenses
• Interviews are archived to allow later recall
• Employer driven
• Position specific interview questions
• Many managers can view via the Internet

Cons: Video Interviews

• Little interaction between candidate and hiring manager
• Candidates can experience nerves, leading to a poor interview
• Not all video interview providers offer 24/7 support

Pros: Video Resumes

• Free for the employer
• Find applicants from other than the usual job boards
• Lets candidates express their unique character
• Simplifies portfolio sharing for creative hires

Cons: Video Resumes

• Lack of standardization makes comparison difficult
• Can contain unrelated or immaterial content
• Not easily integrated with recruiters' workflow
• No communication with candidate
• No standard of professionalism
• Opens employer up to discrimination risk

When should I choose a video interview or video resume?

Now that you understand the difference between video interviews and video resumes, let's look at when it is appropriate to use each.

Use Video Interviews When:

• 1) Candidates are at a distance from a company location. In this case, video interviews can weed the applicants to the top finalists, which saves travel expenses compared to flying each applicant to headquarters.
• 2) At a college campus or job fair. Here video interviews are useful for pre-screening many candidates in a short amount of time.
• 3) Hiring managers are widely dispersed. The challenge with many hiring managers is allowing each of them to view each candidate, which video interviews can easily accomplish.
• 4) Communication skills are relevant to the job description, such as in customer-facing positions like sales. For these candidates, video interviews can rapidly show a candidate's ability to perform.
• 5) Recruiters need to differentiate their recruiting services. One effective method is to email a link to a video interview.

Use Video Resumes when:

• 1) The goal is to encourage creative, forward-thinking candidates by offering the option to upload a video resume.
• 2) It is advantageous for the candidate to share a portfolio.
• 3) Creativity is more important than consistency. For example, reality show candidates.

You Can Never Have Enough Tools

Video interviews and video resumes are effective tools in many circumstances. If any of the above situations resonate with you, try using video in your recruitment process and enjoy the time, money, and hassles that you will save.