I would like to see video resumes integrate on-the-fly speech LVCSR (Large Vocabulary Continuous Speech Recognition) component for indexing and search. Or good ol’ fashioned transcription to accompany the media. Think earnings call transcription as an analogue.

This (Speech-to-text) is some of the fastest growing and maturing technology used in the contact center space, and video resumes will be more valuable when the script can be keyword indexed and searched alongside the text resume, or reviewed after screening the candidate attributes & resume.

…this will help with deliver a better return on time as you mentioned too.

My thoughts:
* Recruiters saying they don’t have time to review video resumes may be the reality for many, but I don’t think that’s a very good excuse. Many recruiters also say they don’t have time to blog, monitor RSS feeds, jump into online conversations, join recruiting social networking groups, etc., but I think we know how important all of that is.
* Recruiters not wanting to review video resumes for legal reasons could be another reason entirely. And yes, it certainly is easy to find fault with someone straight away (even unconsciously) when viewing their video resume. But really, how is this different from a recruiter/hiring manager doing the very same thing at the face-to-face interview?

I think it really comes down to when and where video resumes are appropriate. If there’s an opening for a job where doing TV/video work is part of the job description, then asking for video resume submissions could make sense. If the position is for regular desk job, then it doesn’t.

As for some direct engagement with Monster, consider following us back through Twitter. I added you yesterday from our at @MonsterCareers account.

Chad – have you ever sat down and talked with Kevin? I’m pretty sure that if you guys ever had a good conversation, your opinion would change.