“As a recruiting tool, it makes a lot of sense if candidates come in,” said Eric Sydell, executive vice president of innovation for talent screening platform Modern Hire. “But reports say that TikTok will also allow background videos to be posted. If that’s the case, you’re going from recruitment to selection, and that raises questions.”
Sydell says filling important, in-demand jobs should focus on science-based virtual recruiting practices, not just personality. “Instruments must be efficient and effective, and provide experience and fairness,” he said. “Using a video resume can make for a good experience if you are the type of person who likes to host videos. If not, then it’s not a good experience.”
Sydell is also concerned about effectiveness. “We’re seeing social media being used more and more in hiring decisions, but there’s not much scientific evidence that it’s helpful,” he said. “In the case of video resumes, candidates who are good-looking, cute, and funny are more likely to succeed. But those traits aren’t always the most relevant to job performance. What about problem solving, creativity, or being a team player? Those are skills that are useful in many jobs, but they’re harder to gauge on a video resume.”
Perhaps the biggest concern, however, is equity. “Humans are biased machines,” says Sydell. “We are attracted to people who resemble ourselves. Recruiters need to be careful with video apps to make sure they don’t hire people who look like them. If the deviation is known in advance, we can eliminate it. It has the potential to impact diversity.”
Is user adoption strong?
That has yet to be determined. Recent data from Tallo, a job search and student networking site, surveyed more than 1,200 Gen Zers and found that only 8% prefer employers contacting them via social media sites. and only 5% look to social networks for more information about employers.
Tallo CEO Casey Welch says the group is taking a more conservative approach to job hunting than Millennials. “Generation Z wants to stay with employers longer — three to four years, while Millennials stay two,” he said. “Generation Z also values the work they are doing and they want to be dedicated to the opportunities.”
Digital natives, Gen Z also understand the importance of an online presence. While 51% of Gen Z believe it’s important to build a professional brand for themselves online, Tallo’s survey found that only 10% say they would use TikTok as their preferred platform. .
“People go to social media for a certain purpose,” says Welch. “When you throw another element like the employer into someone’s social life, it might not be what they want to do there. Just because recruiters are there doesn’t mean users will go there to find them. It can feel like an invasion.”
What candidates need to know
Sydell says: If you’re the type of person who posts a lot of videos on TikTok, be careful when using the platform for professional purposes.
“If someone posts a profile video, the company can click on their TikTok profile and see their other videos,” he said. “It’s not designed to be a platform to professionally communicate who you are, like LinkedIn. And it could lead to disruption of the hiring process if companies start focusing on the social aspects. No body of academic psychology research has found these platforms to be valid or useful in…
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