The Rise of Video Resumes and How Your Company Should Respond

For decades, the resume has been the backbone of hiring. It’s the document every candidate prepares and every employer expects. But the way people present their skills is changing. Video resumes are stepping into the spotlight, giving candidates a new way to stand out and connect with employers. If your company wants to stay competitive, it’s time to understand how they fit into the hiring process and how to respond strategically.

What Is a Video Resume?

A video resume is a short, pre-recorded presentation where candidates introduce themselves and highlight their skills, experience, and personality. Unlike a traditional written resume that relies on bullet points and job titles, the content of a video resume lets candidates showcase how they communicate, carry themselves, and connect with others. They’re not a replacement for a written resume but a supplement that brings energy and context that paper alone can’t deliver.

For employers, video resumes act as a fast, human-first preview that makes it easier to assess communication style, presence, and cultural alignment early in the process.

Why More Candidates Are Turning to Video Resumes

The popularity of video resumes is fueled by both culture and necessity. Younger candidates, especially Gen Z, live in a digital-first world where video is the default medium of communication. From TikTok to LinkedIn introductions, candidates are comfortable showcasing themselves on camera, and they see video as a way to stand out in crowded job markets.

Employers are noticing the value, too. According to LinkedIn research, 76% of hiring managers say that pre-recorded video submissions are helpful in evaluating a candidate. When positions sit open for weeks or months, anything that speeds up the screening process becomes highly attractive. 

The Benefits for Employers

This type of resume provides clear, tangible benefits when integrated thoughtfully. The content of a video resume gives employers an early look at soft skills and personality, which are notoriously hard to judge from written applications. This is especially useful for customer-facing, leadership, or collaborative roles where presence, confidence, and communication style matter.

They also reduce “resume fatigue.” After reviewing dozens of nearly identical documents, a two-minute video can cut through the monotony and make a candidate memorable. And because videos reveal tone and energy, they help employers evaluate cultural alignment before moving to interviews, saving valuable time.

The Risks and Challenges

The rise of video resumes also introduces new challenges that cannot be ignored. One of the biggest concerns is bias. Studies of AI-based video interview systems show alarming disparities: 44% display gender bias, and 26% show both gender and race bias (The Interview Guys). Even when humans are reviewing, hiring teams may unconsciously favor style over substance.

Accessibility is another issue. Not all candidates have the resources to record a polished video, and neurodiverse applicants or those with different communication styles risk being overlooked despite having strong qualifications. On a practical level, most applicant tracking systems (ATS) aren’t designed to parse video content, which means submissions can get lost or ignored without the right systems in place.

Best Practices in Action

Video resumes are here to stay, but the difference between success and frustration comes down to how you use them. Companies that win with this trend apply structure, fairness, and consistency. Here’s what works:

• Define their role in your process: Decide if video resumes are optional or encouraged. They’re especially valuable for communication-heavy roles like sales or leadership, but less critical for technical or compliance-focused positions.
• Set clear expectations for candidates: Provide simple guidelines and what content to include in the video resume: one to two minutes in length, prompts to cover (such as top achievements or values), and a reminder that a written resume is still required.
• Train your hiring team: Reviewers should know what to look for—communication, clarity, and cultural fit, not video production quality. Bias training is critical to keep evaluations fair.
• Focus on substance, not polish: Good lighting and sound help, but they aren’t deal breakers. What matters is the message and alignment with your company’s needs.
• Standardize the format: Give all candidates the same framework and apply the same evaluation criteria. This levels the playing field and avoids unfair comparisons.
• Build fairness into the process: Offer alternatives for candidates who may be disadvantaged by video submissions. Track data on diversity and hiring outcomes to confirm equity.
• Integrate videos into your systems: Make sure your ATS can store or link videos directly to candidate profiles, so nothing gets lost or overlooked.
• Use video early, not as the final word: Video resumes are best used as a screening tool to bring a candidate’s personality to life, not to replace deeper interviews and assessments.

Win the Hiring Game with Video Resumes

Companies that integrate video resumes wisely will move faster, build stronger teams, and showcase an employer brand that feels modern and inclusive. Companies that ignore them risk falling behind, losing talent to competitors who embrace change.

As your recruiting partner, Inside Talent helps you navigate shifts like these without the guesswork. We create hiring processes that balance speed with quality, integrate new tools strategically, and ensure every candidate is evaluated fairly. 

If you want to stop wasting time on outdated hiring practices and start winning top talent faster, it’s time to act now.