I’ve seen a disturbing increase in a certain ask when applying for new roles.
Now, in addition to sending a tailored resume and cover letter, companies are asking for “a simple 3-minute Loom explaining why you’re perfect for the job!”
A video? Really? I thought I was applying for a job, not auditioning for The Bachelor: Corporate Edition.
I get it. Hiring teams are swamped, and it’s overwhelming to sift through dozens of resumes — I’ve been there.
But asking candidates to create custom videos or jump through over-the-top hoops? It makes me want to flip multiple tables.
And it automatically puts many candidates at a disadvantage. Here’s why.
Not everyone has the same resources
Good lighting, a decent camera, and video editing skills aren’t standard issues. Plus, not everyone is comfortable on camera, which has zero correlation to their ability to do the job.
It’s ableist
For people with disabilities (physical, cognitive, or otherwise), these extra requirements can be a massive barrier. Not everyone can or should have to perform to prove their worth.
Biases run wild in video formats
Studies have shown that visual cues in video interviews can lead to unconscious biases against candidates based on factors like age, gender, skin color, and visible disabilities.*
AI tools can amplify discrimination
AI-powered video interview platforms aren’t bias-free either. Research reveals that facial-analysis algorithms tend to misinterpret emotions—particularly for non-white individuals. For example, Black candidates’ facial expressions are often rated as more negative than their white counterparts.
Background bias is real
Studies also highlight how elements like your video’s setting, lighting, or even background decor can influence hiring managers’ perceptions, despite not being relevant to your actual skills.
It privileges the loudest, not the best
Extroverts and natural showmen shine in video formats—but guess what? That doesn’t make them better accountants, developers, or project managers. For example, I’m not the most comfortable on camera. Does that mean I’m not qualified for a Director- or higher-level role in SEO and digital marketing? Not. At. All.
It burns candidates out
Job hunting is already a full-time job. Adding unpaid, time-intensive tasks to the process just piles on unnecessary stress.
Something has to change with the recruiting process — that’s pretty clear. But if you want to see how someone thinks, ask thoughtful questions. If you want to assess creativity, offer an optional task and keep it accessible, fair, and directly tied to the actual role (and hopefully paid, too).
But stop with the videos. And that’s a hill I’m willing to die on.