Employer pitfalls of the TikTok resume development

Lately, it appears the place to be for job seekers is TikTok, the place customers are posting video resumes—and racking up spectacular web page views—as they give the impression of being to set themselves aside in more and more aggressive candidate swimming pools.

On the favored video app, a one-minute video can draw a whole lot of feedback and shares, leading to a number of job leads—even interview requests.

For job seekers, these sorts of stats are compelling, as is the prospect of having the ability to inform their tales in a method that goes past the humdrum, one-page resume. But, for employers, there are further factors to contemplate with the TikTok resume development, recommends Maryland Smith’s Cynthia Kay Stevens.

Human assets business consultants have lengthy cautioned firms about peeping on the social media accounts of job candidates. The drawbacks of utilizing social media in skilled contexts are precisely the identical even when the platform differs.

Employers who use TikTok, Facebook, Twitter or different social networks to guage job candidates run sure dangers, together with overlooking doubtlessly sturdy non-video savvy candidates or unwittingly succumbing to bias, Stevens says. Social media profiles and TikTok resumes virtually at all times embrace consumer photographs, which may reveal the candidate’s age, race, weight and degree of attractiveness—components which are extra simply obscured in a resume.

Plus, many individuals’s social media feeds expose different particulars that are not throughout the purview of the standard resume, however that would bias a possible employer: political leanings, non secular affiliations, sexual orientation and parental standing, for instance.

And it is not simply what’s on social media that may set off bias, Stevens cautions. It’s additionally what’s not there.

“TikTok users skew younger than the U.S. population as a whole, with a third of users between ages 10 and 19 and 50% under age 34,” Stevens says. “Keep in mind that the EEOC prohibits discriminating against prospective employees on the basis of age.”

A key consideration is what candidates can be requested to do on the job. The nearer that work is to creating visually impactful video or social media content material, the less issues employers will face. The farther from such work, the extra problematic it turns into to make use of TikTok resumes.

Yet, given the selection between a job candidate whose video portrays amusing, inventive, or stylishly edited content material and one who submits a conventional paper resume, a hiring supervisor might really feel justified in favoring the TikTok candidate, Stevens says. They intuitively really feel as in the event that they know extra about that individual and what kind of worker they’d be.

The trick is to acknowledge what we do and have no idea—to acknowledge that we’re assuming {qualifications} for the TikTokers and lacking details about non-TikTok candidates.

“When we have different amounts of information about things we are trying to choose between, we lean toward the thing we have more information about, without even realizing that we’re missing the whole picture,” Stevens says.