Speaker 1: In early July TikTok launched a feature called resumes, which lets people looking for a job upload video resumes for positions, with companies ranging from target to Chipotle to the NBA. The feature is designed to shake up the traditional job application process and allow candidates to more creatively and authentically demonstrate skills and experiences. The pilot program is only accepting applications through the end of July, but it could open the door to new job discovery and recruitment methods across social media. [00:00:30] Could more companies start looking to platforms like Instagram and TikTok to find their ideal candidates. And how can job seekers use these apps to land a job? Will video resumes become more mainstream and what are the privacy and bias implications of using this medium today? I'm joined by Nicole Penn, president of marketing agency, EGC group, to talk about this and more welcome, Nicole, thank you for
Speaker 2: Having me.
Speaker 1: Nicole TikTok is kind of venturing into new territory with its resumes feature by letting companies and candidates connect through what it does best, which is [00:01:00] video. So advantage can video resumes provide for both employers and applicants? Yes.
Speaker 2: Interesting. The advantage for applicants is it's a time to show your creativity, right. Um, always impressed with TikTok creators and what they can do. And it's a great way to take that creativity and show that to a potential employer. And the upside for employers is that you're getting access to a digital native, which is what so many employers want. They [00:01:30] want content creators, people that can do these things on their own. And, uh, it's a great way to showcase, um, a great applicant. Who's a, also a wonderful content
Speaker 1: Creator. I think people are really surprised by this feature. People haven't traditionally thought of social media as being a place for companies to look when they're looking to find candidates for a job. So why would companies looking to fill labor gaps, turn to social media platforms to find talent, instead of going to a traditional job search platform,
Speaker 2: You know, almost every position needs [00:02:00] some level of, um, writing creativity. It's a great way to find a candidate that is creative and is an extrovert and is a, uh, content creator, you know, uh, has a well rounded background besides what their resume
Speaker 1: Says. The thing about social media platforms is they tend to kind of copy each other. Uh, they par a lot of features from each other. So do you imagine other social media platforms will follow tos lead and launch resume or [00:02:30] job application features of their own? Yes.
Speaker 2: Well, we first predict that LinkedIn will have a video resume feature. They'll probably be the first one to really, um, embrace that. And next we do see instant Graham already being used for recruitment. So it's just a matter of time before they have a similar feature. And of course, Facebook being part of Instagram will do the same.
Speaker 1: It's interesting. I do think this would be a perfect thing for, for LinkedIn, just cuz you know, what [00:03:00] a great way to get to know somebody through that type of social media. And that seems like the perfect platform for that. Um, definitely TikTok resumes is actually a pilot program. Um, but do you imagine that they're using this to kind of see how well it does and that they might create something longer term down the road?
Speaker 2: They certainly will. Um, you know, they, TikTok is really looking to get into the enterprise space and to work with brands. And this was a great way to do that. Um, [00:03:30] so th this won't go
Speaker 1: Away. You mentioned that, you know, platforms like Instagram are already being used for, for, you know, job seekers and, and then we have something like TikTok resumes, um, you know, what are some tips on how people can use social media to find jobs and, and self promote? So
Speaker 2: TikTok resumes is a great place to start. Um, we also know that a lot of brands TikTok is still a mystery box for them. So they're excited to see that you have any working knowledge of TikTok. Um, I [00:04:00] follow the brands that you wanna work for on social. Um, make sure your social profile, if you wanna be viewed as public. And that it's a great representation of who you are. Um, you know, you wanna avoid the things that maybe an employer doesn't wanna see if that's what you're using your social media profile for. And that is part of the TikTok resume program is that it is your profile has to be public. So that means that everything you're doing is open to everyone else.
Speaker 1: Well, that's, what's so critical to keep in mind here because [00:04:30] companies obviously get a, a better idea of you through your social media profile. You post, you know, a re a video resume, but they're also probably gonna look at the rest of your account. So what should people keep in mind when it comes to ensuring their profiles are presentable? And do you think most applicants would actually feel comfortable using their personal social media accounts to apply for
Speaker 2: Jobs? Not all applicants will feel comfortable with that. And that's, um, going to be, uh, I guess the watch out with this, right? Not everyone has a profile that they want their future employer to [00:05:00] see. Um, so I always, you know, tell people to look at it as if you were an employer and if it's not something you're comfortable with, then choose the traditional methods for submitting your resumes and for, you know, job seeking. Um, because an employer is going to look at your whole self and your whole account. Absolutely.
Speaker 1: Are there other areas where you've seen video resumes or other other areas where you imagine this will grow? Like, do you think more, you know, mainstream [00:05:30] job application processes will include video resumes going forward?
Speaker 2: Yes and no. I think one of the downsides we see to video resumes is just the sheer number, right? So if you have 300 people submitting a 92nd resume, that's, that's some time. So it's asking a lot of an HR manager to go through all of that. Um, and there's also some downsides where maybe I am better at, on paper. And until you get to know [00:06:00] me, then I am making a video about myself. So I don't think it's for everyone, if you are really comfortable creating content that way, then go for it.
Speaker 1: You've mentioned that this is a great way for companies to find digital natives, but do you think video resumes are something that could be upload to a variety of roles and not just things that are digitally oriented?
Speaker 2: Definitely. Look, it's still a new thing and it's a new way of getting across somebody's inbox. So, um, I've had applicants send me a video [00:06:30] and I take a look because it's different and you know, I have a stack of PDFs to go through, but if I get that video right now, I'm, I'm, I'm checking it out. But in long term, as it becomes more popular, you just have to keep in mind that, um, the length of time it takes to go through all of this, you
Speaker 1: Know, there's another side of this where you, you hear a lot about bias in the job application process, and you hear stories about applicants being denied roles because of the way their names sound. For example, what are the bias implications [00:07:00] for video resumes, where you're not just looking at a name, but you're also looking at a face now
Speaker 2: Too. Absolutely. And that is one of the big downsides of all of this is that people are making it a quick impression without seeing all of who you are. And they might have, um, a cognitive bias that they're are not even aware of. Um, and it is studies show that it's there, even when people think it's not there. So, um, that's, that's a downside. You might be ruling out people based on their [00:07:30] gender, their race. If they have a disability, perhaps, you know, they're just an introvert and they don't have a big fall following. So are we now giving a, a positive to people who have a large following, but the people with a small following don't get that same chance. So there is, um, this big potential downside of who you could rule out by, um, just choosing someone on their, their quick
Speaker 1: Video. Another issue here is that social media companies haven't really [00:08:00] had the best reputation when it comes to privacy. So are there any privacy concerns people should keep in mind or that social media companies should address to make sure applicants are comfortable using these outlets in their job search,
Speaker 2: Right? Because all of these things rely on a well, especially TikTok resumes re relies on a public account, it's going to live forever. And you're also submitting resumes likely to multiple companies. And they're seeing that you're submitting resumes to multiple companies. So it's, it's, [00:08:30] the privacy is minimal. Um, and we know that big tech has not been amazing with privacy. So, um, that is a downside. And if you're looking to do a confidential job search while you're working somewhere, that's, uh, that's a big risk
Speaker 1: That does sound very risky. Um, for anyone who is ready to create their own video resume, though, what can applicants do to make sure that their video resumes stand out to companies?
Speaker 2: Right. Well, you know, stick [00:09:00] with the, the things that you're good at, right? So if you are a subject matter expert, it's a great time to, to bring that to life in video, be authentic, be yourself. Um, you don't have to feel like you have to dress for an interview. This is really about showing, um, the other side of your persona. So, um, authenticity being organic, being prepared, and also just focusing on the, your special core subject matter that only, [00:09:30] you know, it's a great time to bring that to life. I
Speaker 1: Really look forward to seeing how this platform evolves a and how users kind of use it to their advantage. Um, Nicole, thank you so much for joining us today. I really appreciate
Speaker 2: It. It's a pleasure. Thank you.