Why Video Beats Resumes

Resumes have been the foundation of hiring for decades. But they're fundamentally broken for modern hiring needs.

What Resumes Tell You

• Where someone worked
• What their title was
• Roughly when they were there
• Keywords they know to include

What Resumes Don't Tell You

• How well they actually performed
• Whether they can communicate effectively
• If they'll fit your culture
• What they're like to work with

Video introductions solve the resume problem by revealing what really matters:

Communication Skills

Energy and Enthusiasm

Is this candidate genuinely excited about the opportunity? Enthusiasm is contagious—and its absence is too. Video captures what words on a page cannot.

Authenticity

Resumes are carefully crafted marketing documents. Videos are harder to fake. You get a sense of the real person, not just their polished pitch.

Cultural Signals

How someone presents themselves—their style, their humor, their approach—gives you valuable data about cultural fit before you ever schedule an interview.

Companies using video-first hiring report:

For Initial Screening

Replace resume screening with video review:

1. 1Ask candidates to record a 60-90 second introduction
2. 2Provide 2-3 specific prompts related to the role
3. 3Review videos in batches—it's faster than you think
4. 4Shortlist based on communication, enthusiasm, and fit

For Interview Rounds

Add video components to your interview process:

• Async video responses: Send questions, give candidates 24-48 hours to respond
• Recorded presentations: Ask candidates to present their approach to a real problem
• Team introductions: Let the broader team "meet" candidates before live interviews

For Candidate Experience

Video improves the experience for candidates too:

• They can present themselves authentically
• No need to squeeze personality into bullet points
• Demonstrates your company is modern and innovative
• Gives them a chance to show, not just tell

"We'll miss good candidates who don't video well"

Good communication is a legitimate job requirement for most roles. If a candidate can't deliver a 60-second introduction, that's valuable information.

"It takes too long to review videos"

Actually, video screening is faster than resume screening. You make better decisions more quickly because you have more information.

"What about bias?"

Video can introduce bias—but so can in-person interviews. The key is structured evaluation criteria, diverse review panels, and awareness training.

"Candidates won't want to do it"

Top candidates appreciate companies with modern, efficient hiring processes. If anything, video increases candidate interest.

Keep It Short

60-90 seconds is the sweet spot. Longer than that and you're just creating more work for everyone.

Provide Clear Prompts

Don't just ask for "an introduction." Give specific questions:

• "Tell us about a project you're proud of"
• "Why are you interested in this role?"
• "What's your approach to [relevant skill]?"

Set Expectations

Let candidates know:

• The video doesn't need to be polished
• Authenticity matters more than production quality
• They can re-record if needed

Use Consistent Evaluation

Create a rubric for video review:

• Communication clarity
• Enthusiasm for the role
• Evidence of relevant skills
• Cultural alignment

Ready to see video-first hiring in action? Every candidate on RealHires has a video introduction, so you can assess fit before your first conversation. No more resume roulette.