Video technologies have been expanding to HR business processes since long before the pandemic.
As far as I remember, it was 2013 when I first came across a video-resume and recorded video questionnaire service. It seemed very convenient, however, not suitable for every industry.
There is a prerequisite for using it - there should be an employer-driven market where there is high competition between candidates. Otherwise, it will be a waste of time, because candidates will not put any effort into recording videos.
Today, it is very commonly used and applies more and more pressure on job-seekers. That is very understandable. If you feel stressed out from this upcoming activity, you are not alone. The majority of people dislike and feel uneasy about self-recording.
But there is not much we can do about it. We are more likely to be exposed to technology in recruitment than ever. It will be so not only because of technological progress but also because of the growing competition for jobs and inevitable automation.
In one-way video interviews or video resumes, the main goal is to be liked by the viewer and to engage with them.
Unquestionably, no one could assess your skills or personality via a three-minute video.
As long as your answers aren't absolutely ridiculous, it doesn't actually matter very much what you say. The viewer will pay more attention to the general impression you create - not the specifics of your answers. A reviewer who gets a good first impression and likes you immediately will automatically look at what you say in a good light. And of course, the opposite is true of someone who has a negative impression.
Let's look into the process of recording your videos and find ways to handle it as smoothly as possible.