Thank you for this well written “State of the Industry” article on our industry’s collective use of video.

Video use for recruiting talent has promise due to the fact that people are intrigued by video and viewership is high. However, we must take it further than just adding animation and company culture info to job postings.

I think adding a video to an existing job posting may further engage a job seeker but it won’t attract additional candidates (active or passive) that weren’t already going to find and read a job posting.

I think the real value in using video is around engaging passive candidates. Companies that can get their videos in front of passive candidates will gain a competitive advantage in my opinion.

Thanks again Kevin.
Steve
steve.gilbert@passivecast.com

We are seeing more of an up take her in NZ in the usage of our Video Conferencing/Interviewing facilities which allow the recruiter to have a live interview with their candidate face to face from any two/four locations.

It is harder in New Zealand to get the value of these features across to the recruiters/employers and job hunters here as the technology is less developed and new innovations like http://www.cvb.co.nz

That post has a list of 9-10 additional ways to use video in recruitment…

1. Real time video conference interview – where a company can use Skype or other tools to facilitate a real time interaction between a candidate and hiring team members. (Skype likely to be the biggest tool)

2. Pre-recorded video answers – company selects a few questions, candidate prepares for the answers then upload/record it. Facehire is an example.

3. Unrehearsed video interview profiles – company defines a few tough questions, and candidate will answer these questions unrehearsed via webcam streaming recording directly. Hiring will team review later. E.g. iViioo (http://express.iviioo.com) and InterviewStudio

4. Video resumes – candidate upload/record carefully designed self-introduction to showcase their skills. E.g. C-Looks and others.

5. Video recruiting video – company presents themselves on video to attract top talent. E.g. RecruiTV, Vipe.

My personal view is to agree with Keith.

From my technical interview experience I rather to use #3 for the first step screening. And spend limited efforts on 1-2 candidates for #1. Any pre-recorded video is just adding flavor to the candidate, and to differentiate candidate’s skills, we really need to have unrehearsed answers and tough questions.

Just a hiring manager’s voice

Yes, video is about to become king and yes, we are ready. Online video will change lives and industries, and iViioo is ready for recruiting 2.0. Online video as king, iViioo as castle. Did you know that iViioo has members that worked at Google (on YouTube) and a current Harvard psychologist? Enough talk – come to our site now for a free 30 day trial! Go through http://www.cheezhead.com/2008/12/18/jc-iviioo/ and we’ll make it 60!!

Oh and Yasser – you miss 100% of the shots you don’t take right? Go for it man!

Thanks again Kevin for this entry and to all of the companies listed here that have contributed to online video evangelism.

Dane Disimino
Corporate Communication Lead & Online Marketing Manager
iViioo Inc.
dane.disimino(at)iviioo(dot)com EMAILS WELCOME

http://www.iviioo.com

twitter.com/iviioo

“Identify. Review. & Select. The most intelligent online video services”

–Helping Recruiters Cut Costs, Not Corners

Yasser
http://www.jobstaxi.com

Keith keithsrj@sbcglobal.net 415.586.8265

We have been using “Live” video interviewing for the past few months that we developed inhouse. So far, our customers are very happy about the quality of the solution and the results. It seems to be a very valuable service that lowers cost (travel expense for interviewing) and improves speed to hire, as live webcam video interviews can be scheduled most any time of the day with short notice.

Customers login to our website and simply point and click to view the candidate during the interview.

In regards to legality issues etc…we make sure our customers know that the video interviewing program is optional for our candidates, and if the candidate refuses or prefers not to do a video interview, it may be for various reasons that do not pertain to the evaluation of the candidate. We also make sure our customers understand the legalistic nature of discrimination in regards to how it may pertain to video interviews. Overall, we are proud of our program and think that it makes perfect sense as a value added tool for our customers and partners. We don’t offer video resumes as we prefer the live aspect of the program.

Here are some examples of videos we have put out.

http://www.youtube.com/watch?v=O_ST4yVVUUI

http://www.youtube.com/watch?v=JQv_Wx700j4

http://www.youtube.com/watch?v=gMx9K2i_1FE

If anyone is looking for videos to be produced for them please contact us.

I appreciate your comment about the legalities of using video resumes. Certainly, there will be issues just as there are issues that candidates face every day in face-to-face interviews. But I believe it’s time has come, and video will only continue to play a larger part of the recruiting/interviewing/selection process moving forward.

It’s great to get your opinion on this – thank for addressing the issue.

The remote interview feature enables the employer or recruitment agency to invite candidates, via email, to take part in answering pertinent questions, in their own video, which is automatically streamed straight back to the recruiter/employer to view to see if suitable for a role.

Saves time, money, conflict of schedules and speeds up the hiring process for all concerned – this is all done is a secure, branded and controlled way. Talent on View enables candidates get seen by potential employers in a non-intrusive way.

Alexis Twigg
http://www.talentonview.com

The remote interview feature enables the employer or recruitment agency to invite candidates, via email, to take part in answering pertinent questions, in their own video, which is automatically streamed straight back to the recruiter/employer to view to see if suitable for a role.

Saves time, money, conflict of schedules and speeds up the hiring process for all concerned – this is all done is a secure, branded and controlled way. Talent on View enables candidates get seen by potential employers in a non-intrusive way.

Thanks for raising the awareness on video as a candidate tool. Having integrated video technology into my site roughly 5 months ago companies have been quick to leverage this tool as a branding opportunity, promoting company culture, day in the life etc. . However there are still numerous concerns when an employer is presented with a video resume through the site. Our network is mainly comprised of recent college grads who are familiar with video as a communication tool & could really benefit from showcasing their strengths in this format.

Best,

Chad Pinkston
http://www.thecorporateplaybook.com
“Connecting Athletes to Companies”