TikTok resumes may be a bust, study says

Tallo asked Gen Zers about their feelings on video resumes.Respondents were less than thrilled.

More than the actual platforms, the top search results for"video resumes" are guides on how to nail them. That points to thefact that although innovations in HR tech are exciting, they canprovide an uncomfortable or even detrimental challenge to potentialnew hires.

Earlier this year, TikTok piloted "TikTok Resumes" to helpChipotle, Shopify, Target, WWE and other employers drum upfresh talent. (It’s safe to say TikTok’s objective was to attractGeneration Z workers, as Gen Z is the heart and soul of the videoplatform.) Similarly, McDonald’s tried their hand at"Snaplications" via Snapchat, which garnered 3,000 jobapplications in the first 24 hours.

In many ways, Gen Z workers continue to be harbingers ofworkplace change. See: their advocacy for technological autonomyand the way they champion diversity and inclusion. But looking atTallo’s survey of more than 1,500 Gen Zers, there’sevidence to suggest the group isn’t as keen on innovation in theform of video resumes.

Following TikTok’s buzzy program and earlier survey on socialmedia job recruiting, Tallo researchers sought to answer twoquestions. First, are Gen Zers actually cool with using TikTokfor the job search? Secondly, how comfortable are Gen Z job seekerswith video resumes as a concept?

Tallo’s pool of Gen Zers were less than thrilled. While 36% ofrespondents said they’re "somewhat comfortable" making a videoresume, 48% of respondents said they’re either "somewhatuncomfortable" or "very uncomfortable" making a video resume. Only12% said they’re "very comfortable."

Tallo’s research team found two key reasons at the crux of theirrespondents' discomfort. For one, video resumes aren’t quite anintrovert’s cup of tea. Compared to 65% of extroverts, only 40% ofintroverts surveyed said they feel comfortable creating videoresumes. More importantly, diversity and inclusion concerns are topof mind: 56% of Tallo respondents said they think video interviewswould increase bias.

But Tallo’s survey offers a sliver of a silver lining —particularly, for employers in the arts and entertainmentindustries. Of Gen Zers surveyed by Tallo, only 7% said videoresumes should be used for professional summaries, relaying workexperience or hard skills, respectively. Meanwhile, 72% said thatvideo resumes should be used to display creativity andpersonality.

Pro tip for employers who’d like to stick with video resumes:TikTok is not Gen Z’s first — or third, or fourth — choice forvideo resumes, according to the group Tallo surveyed. In Tallo’ssurvey, naturally, 65% of respondents said Tallo. LinkedIn came insecond at 46% of respondents. "Job board sites" like ZipRecruiterand Indeed (which just rolled out a video applicationfunction this year) came in third at 43%. Meanwhile, 37% saidonline portfolios, 30% said Instagram, 30% said you tube andthen 29% said TikTok would be their preferred platform forcomfortably uploading a video resume.

Answer some of the following questions:

1. Will video resumes catch on and become the newresume? Or just fade away?

2. Will companies accept this format, how will HR dealwith it?

3. Will it promote bias and racial profiling when onecan see the applicant?

4. What are some benefits of being able to preview one'ssocial skills, oral communication, etc.?

5. How would recruiting and the job marketchange?