Dive Brief:

• Workers believe that video will play a large part in the recruiting process of the future, according to Monster's latest State of the Candidate Report.
• Three-quarters of respondents said they expect video to be a part of their search in the future. Job seekers believe they'll have video calls with recruiters and potential employers; submit video resumes; watch video job descriptions; and more. And while younger respondents were more likely to see a role for video in recruiting, 80% of all respondents agreed that a video of a recruiter talking about a role as part of a job ad would help them better understand a job opportunity.
• Video resumes, in particular, could soon be common. A third of Monster's respondents said they plan to search for a new job this year and many said they don't believe a traditional resume adequately conveys their value to employers.

Dive Insight:

Traditional ways of recruiting are no longer enough to attract and hire top talent in today’s labor market, and survey results like Monster’s can help employers understand what workers want in their recruiting experience.

The resume has long been considered on its way out, but a valid replacement has yet to emerge. A resume's biggest weakness is also its biggest selling point: it's a summary of a person's work in about one or two pages. It doesn't enable an employer to glean much about the human behind the list of accomplishments and, in turn, the applicant doesn't have much insight into the screening phase or the company. While many workers see video as a potential replacement that bridges that gap, not all agree.

Monster's report also revealed that almost all workers agree that "overall fit" is important to their happiness at work. Written job descriptions and paper resumes do little to communicate culture fit, putting the onus on recruiters and employers to find a way to clearly and accurately describe an employer's culture. Branding can help, as can personal connections with applicants. But employers also must make sure that the term "fit" isn't used as code for shutting out, or otherwise discriminating against, applicants in protected classes.