To be a successful sales recruiter, you’ve got to stay ahead of the competition, on top of your game and in tune with technology. Right now, that means adapting to the growing video résumé trend—or does it? CareerTV thinks video résumés are poised to be the next breakthrough in hiring and recruiting, replacing the standard one page paper résumé.

Is the traditional résumé really dying? Will video replace paper C.V.’s the way Facebook is replacing phone calls and screenings? I don’t think so. Résumés have their flaws, as does any recruiting tool that tries to condense a person into a page or a paraphrase. But to say that they are obsolete is taking it too far. The problem? We don't have an adequate system to replace it yet.

Video résumés sound cool, but there are no set standards or guidelines defining what a video résumé should (and shouldn't) be. As a result, they come with a whole host of problems.

• You get a lot of misplaced creativity that is even less helpful than many paper résumés.
• You waste valuable time watching videos that stretch on much longer than a one page résumé.
• You open yourself up to lawsuits and legal issues over discrimination.
• You risk judging a candidate on video production skills, instead of sales recruiting skills.

In a competitive job environment, candidates often need to do something to stand out, but I don't think the video
résumé is it. Instead, candidates should diversify their efforts and market themselves better. Send a résumé, but create a few networking profiles (LinkedIn is still good, and Facebook is hot right now), brand yourself with a website or blog and create a portfolio or press kit that really sells your stuff. This industry is all about selling, and if you can't sell yourself, how are you going to sell someone else?

Oh, what a joy work would be if only hiring sales representatives was as easy as firing them. No, before you ask, I don’t take some sick pleasure in sacking hard working employees, but I am a perfectionist and I find it increasingly difficult and time-consuming to find good, quality hires. To help you out, I’ve compiled a list of some of the do’s and don’ts I’ve learned along the way.

DO have a clear understanding of the job and the candidate before you begin interviewing.
Being unprepared for an interview reflects poorly on you and on your client. Not knowing the position’s specifics or ignoring the candidate’s resume and background could lose you the best potential hire for the job—and your reputation.

DON’T ask personal questions that are unrelated to the job.
Massachusetts, as well as many other states, have strict laws governing what topics are considered discriminatory and are off limits in an interview. Add in the recent identity theft scandals from Monster.com and others, and you can see why discretion is key.

DO remember that the candidate is the reason you have a job.

Treat every candidate with the utmost respect; they may not be the person who pays your salary or serves as your direct report, but they are a direct connection to your success or failure. The hiring pool is not as deep as you may think, and potential hires talk—make this work to your benefit by being upfront, honest and prepared.

DON’T try to intimidate a candidate into talking about the competition.
This may be the biggest “don’t” I’ve encountered. Do not, under any circumstances, try to make a potential hire discuss other job offers, interviews or recruiting firms. Focus on your client and the job you are interviewing them for—because that’s the only one that matters.

These are just a few of my suggestions for successfully hiring sales representatives. For more tips on what to do, and not do, when interviewing and hiring potential candidates, check out these informative articles, including one that specifically adresses hiring upper level employees:

Recruiting Do’s and Don’ts
Interviewing Do’s and Don’ts
Do’s and Don’ts for Hiring Managers
Hiring Do’s and Don’ts