In recent years, there has been a trend involving video applications or video resumes. These may be submitted in addition to more traditional resumes. They simply give the applicant a chance to speak directly on video, similar to how they would during an interview, where they can go over their work experience, relevant education, interest in the company and any other important factors.
But, some worry that these video applications are just a way for businesses to discriminate in hiring. Are companies simply asking for a video resume so that they can see the applicants, making it easier to sort them based on protected classes such as race, gender or ethnicity? As an employer, you certainly don’t want to give the appearance of discrimination, so should you be worried about asking for video applications?
There is no inherent discrimination
The general consensus around video resumes is that they are not inherently discriminatory, meaning that you are allowed to ask for them and can use them if you find them helpful for your business. Applicants may not necessarily like it, but they are free not to apply.
That said, it is still important not to discriminate based on these protected characteristics. As an employer, you should use the video applications as a way to get to know more about potential candidates, but you shouldn’t make hiring decisions based on race, age, sex, pregnancy status, religion or any other protected class. Even if these things are more obvious in a video than they are on paper, you still need to treat all applicants fairly and equally.
Unfortunately, even if you attempt to treat all applicants fairly, you could still find yourself facing serious discrimination allegations. Be sure you know about all of your legal options at this time.