Statistics show that in the US four out of five employers are now receptive to receiving visual CVs. Influenced by the digital age, advancements in personal recording technology and websites such as YouTube, the trend is now migrating over to the UK. However, this style of job
application does come with possible complications.

Many recruiters, who are keen to streamline the process and achieve more targeted results for their clients, already make use of online CV submission, which filters applicants according to key search terms, immediately excluding applicants who do not fulfil certain criteria. However,
the digital revolution has led to a rise in the number of recruiters asking candidates to submit video CVs, which takes this one step further.

Businesses recognise that there is a new generation of ‘20 somethings’, for whom the internet and websites such as YouTube are a major part of their lives. And although, currently, only 4% of British candidates have adopted the format, recruiters are aware that this generation is more likely to consider the technique as a way to stand out from the crowd, and are therefore responding by offering the opportunity for a modern method of selection.

Beware the discrimination minefield
Although the practice is still relatively uncommon, more and more clients are likely to request this form of job application. However, personal information, such as age, race, sex, appearance, religion and disability, should not be taken in to account when reviewing a candidate’s suitability for a particular job role. As the video CV format could reveal some of this information, recruiters might open themselves up to the
risk of increased discrimination claims. By making themselves so visible, candidates could — if not offered the job — claim they had been treated unfairly.

The video CV gives you the opportunity to assess a candidate’s compatibility straight away, which may lead to a faster and more efficient
selection process. However, it is still possible — and even likely — that you will make stereotypical assumptions based upon what you see, leaving yourself wide open to discrimination claims.

Is a video CV really necessary?
The most foolproof way of avoiding the pitfalls of video CVs is simply to avoid using them altogether. While they may be suitable for certain positions in creative industries, such as TV presenting or performing, for most corporate appointments, a standard CV and an interview
will do the job. In fact, many may see the request for a video CV as a ‘gimmick’, and put them off applying for the role.

Don’t rely on a video CV alone
If you do decide to request a video CV, it is a good idea to have a traditional CV, whether in electronic or paper form, to back it up. This will allow you to look more objectively at qualifications, experience and suitability for the role, away from the distraction of a less conventional application. It will also provide you with written evidence to support any decision not to employ the candidate, if required.

Keep up to date with discrimination legislation
All recruiters should ensure they are up to date with discrimination legislation as a matter of course. Developments in case law and government
amendments mean the landscape is constantly changing, and you could find yourself in serious trouble if the latest news has passed you by.

Age discrimination, as one of the most recent updates to the world of employment law, is likely to be one of the quickest changing areas, and relying on video CVs is somewhere that recruiters could quite easily fall down.

Similarly, if a person has a physical disability that makes it difficult or impossible for them to use recording equipment, you may have to take this into consideration when you are taking in applications and accept a CV in a different format.


Judith Watson
is head of employment at law firm
Cobbetts