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Re: “Employers told to stay away from video resum�s” [NLJ, June 4]. This article addressed potential concerns over discrimination cases occurring because of video r�sum�s. I was disappointed in it because all of the arguments against video r�sum�s were presented by attorneys in a rather one-sided narrow view of a new technology, which I would characterize as a good example of overlawyering and underbusinessing. As an attorney who has partnered with three other attorneys to build a suite of video-interviewing and video-r�sum� tools for summer associate hiring, I want to take issue with some of the arguments raised by the attorneys. The article does a good job of showing that the business world is very interested in video tools. But I would suggest that this overwhelming interest is due not to a motive to discriminate or a “reality television craze,” as one of the attorneys suggests, but that it arises because video r�sum�s offer a three-dimensional view of a candidate showing selling ability, maturity, professional appearance, clarity and coherence. Nor do employers make hiring decisions based completely on a video r�sum�s. R�sum�s, writing samples, references, and, yes, video r�sum�s only help to get a candidate’s foot in the door. But the hiring decision in every job I have been involved in placing came from the final face-to-face interviews. What I think the lawyer commentators were really saying is that the chance of creating evidence of discrimination is enhanced through video tools. I think better legal advice would be to say, “Continue to use video tools, just don’t use them for an evil purpose. Train your hiring personnel about the risks of discrimination.” Let lawyers stick to the job of advising how to use these tools without discriminating. Karl Schieneman Pittsburgh

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