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By J.T. O'Donnell Michael Spafferty ( his real name is John Henion) sent me his video resume (see above) and I laughed so hard that I cried. The good news is he intended it to be funny. (Whew!) John produced the video as an example of what NOT to do - and I couldn't agree more. In my opinion, video resumes fall under the 'good in theory, bad in practice' category for 90% of the working population. Besides making funny videos, John also happens to be co-founder of the website, www.Unemploymentality.com, which takes a tongue-in-cheek look at the lifestyle of the out-of-work. As a freelancing filmmaker who was recently laid off, John has first-hand experience to pull from. When I asked John what he really thought of video resumes, he had this to say:
I think that a video resume is a good tool if and only if the job you're going after demands that you have a personal presence that can only be conveyed 'in the flesh' - like an actor, an MC, maybe promotional people - that sort of thing. If not, well then I think it's really hard to make a video resume that doesn't come off as either vein or desperate. Most HR people that I've shown my parody video resume to seem to agree.
I second that! Unless the job you are seeking requires you to be on camera, I don't think there's any compelling reasons to submit your credentials in this format. In fact, given that most people aren't very A) natural, or B) effective on film, one would argue that this medium best be left to the experts. And yet, people are paying good money to have these videos produced. I guess I can see where the rationalization could occur - YouTube and reality TV have created a society that believes everyone should have their 15 minutes of fame. Not to mention, recent studies show narcissism is on the rise too. So, a video resume might make complete sense to those who feel their expertise and uniqueness are not being done justice by a simple paper or electronic format.
And yet, I've spoken to hiring managers in law firms who say they won't touch video resumes, or even resumes with photos for that matter - they go straight in the trash. Why? They don't want to be accused of discrimination. I see their point. A whole new set of "it's not fair" complaints could arise should someone claim they were discriminated against, based on the video they submitted for a job. Yikes!
So, I have to ask, "Do you think video resumes are here to stay?" Better still, "Are all careers/job seekers worthy of a video resume?" Tell me...what am I missing? What are your thoughts? What are the pros and cons to having a video resume?
Learn how to land a career you love

Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.

All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.