These companies are using speech-to-text technology, video analytics, closed captioning and more to make online video search work. These sites and services are watching and listening to videos, studying movements and accessing metadata to build indexes that are searchable by their users. So why not apply their approaches to online recruiting?
Let's say that via a forward-thinking applicant tracking system (ATS), a job seeker could submit the YouTube URL for his or her video resume. With the right partnership in place, the video could be analyzed and a text transcript created that would be just as searchable as any other resume. If a candidate with a video resume comes up in a resume database search, the recruiter could then choose to view the text transcript and/or view the video.
Is that any more of a time commitment than the current, typical workflow? Maybe if the video resume is 20 minutes long, but in that case, wouldn't it be treated with the same reaction as a five-page PDF resume? I'm a big fan of recruitment video and believe it is a future direction for both employers and job seekers.
And it seems to me that the technology exists to match both of their ambitions - why would it stop now? These companies are using speech-to-text technology, video analytics, closed captioning and more to make online video search work.
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