I fully agree with you, but I think a missing piece is that the resumé-oriented system has biases as well. Writing resumés and cover letters is a skill that many people don't have. There are mountains of jobs for which resumé-writing ability is a needless barrier that's not very useful (or common), and a video app is likely a _less_ biased filter.

I used to work at a co building a chatbot to filter candidates for low-skill hiring (restuarant, retail, etc). These hiring processes are sometimes little more than 1) do you meet a basic list of requirements and 2) are you "okay" -- ie not going to be slovenly, violent, rude to customers, dumb, etc. Step 1 is trivial enough that we automated it away, and step 2 is crucial enough that we _always_ scheduled an interview once a candidate was qualified. The same bias exists towards young, energetic, and socially-savvy people, but 1) it seems unavoidable, given how expansive and inaeticulable the goals of the interview are and 2) it's fairly relevant to many of the jobs, particularly customer-facing ones.

Funnily enough, we actually had a feature requested by a couple of companies to make candidates upload videos, for exactly the reasons I described above. This is the niche that Tiktok is trying to operationalize. While going through videos is slow and expensive, going through interviews is much more so.