There's nothing worse than filtering through hundreds of resumes, slogging through numerous phone screenings and then setting up in-person interviews in which candidates clearly aren't the right fit for the role, or, worse, don't even show up for the scheduled meeting.

If only there were an early screening tool that could help hiring managers better judge job seekers on more than just a resume and cover letter.

There is.

Video screening candidates is an underutilized tool that gives hiring managers a glimpse at the person behind the paper. It allows candidates to show off their personality, tell the hiring team about themselves, and share whatever it is they can bring to the company. This gives you, the hiring manager, the ability to see if the individual would be a good fit and be adaptable to the workplace culture.

After reviewing over 350,000 applications on Workpop, our hiring and screening platform, including many who chose to include a video introduction, here's what we've learned and how it can be applied to the hiring practice.

You Get More Experienced Candidates

Surprisingly, candidates who opted to include a video with their resumes and cover letters are actually slightly older on average than those who opt not to do so. While many may believe younger, tech-savvy job seekers would be more inclined to use video, it's those with more experience who utilize the tool most often.

While there could be a variety of reasons for this, it suggests that this demographic is making an effort to demonstrate their competencies with modern technology to compete with younger generations. These candidates are also likely to have a broader range of experience that can be better explained via video than a resume's bulleted list.

You Get More Creative Types

When you're looking to hire someone who thinks outside the box, look at those who include a video. Candidates who apply to positions in art or educational fields were twice as likely to use this tool to let their creative sides show. Even if the job position isn't a traditionally creative field, it's always good to have these kinds of thinkers on your team.

You See Who's Motivated

When a video is included with a job application, it shows that a candidate is particularly motivated to go the extra mile to stand out from the crowd. Those who take it seriously will dress appropriately, be in a quiet room with no distractions, and speak professionally while showcasing their personality and unique background.

More than just exhibiting their skills, these job seekers are going above and beyond to express their interest in the company. Hiring managers can also identify top talent via video screening by seeing who has done research on the company and demonstrates professionalism.

Keeps HR Costs Down

Because video screening job applicants allows hiring managers to see people's personalities before offering an interview, it reduces the time and resources needed to eventually hire. If someone's clearly not a fit on video, then a hiring manager can avoid an in-person interview that would be reserved only for top candidates. Video screening also significantly decreases the risk of hiring the dreaded he-looked-so-good-on-paper-but-sucks-in-real-life candidate, as well as the person who just doesn't mesh with a company's values. And because the hiring process is lengthy and training a new employee is expensive, this tool can have a huge impact on HR costs.

It's Especially Great for Customer-Facing Jobs and Critical Roles

If a hiring manager doesn't want to ask for video submissions for every job opening, at least consider it for customer-facing positions and critical roles within the company. Certain personality traits do better in certain positions, and when it comes to customer-facing jobs, those who are friendly, approachable, and helpers by nature tend to excel. On Workpop, we've seen this particularly helpful for customer-facing positions such as food and beverage servers, hotel front desk associates and retail sales associates.

Critical roles within companies are often harder to fill and the right personality and job approach can make or break a candidate. By witnessing how an individual interacts in a video, hiring managers have a better idea of how he or she will be on the job and be more likely to move forward with a better fitting candidate.

Don't Be Afraid to Ask

It's hard to make an equal and fair judgment on candidates when comparing a resume to a video. That's why hiring managers should proactively ask for video submissions along with a resume and cover letter. At minimum, adding a line like "applicants using video submissions are preferred" can lead to receiving more video submissions, increasing the chance of finding the right candidate, and lowering the cost and time associated with hiring.