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Paul Peterson

Paul Peterson is responsible for the development and execution of both talent attraction and employer branding strategy for Grant Thornton LLP in Canada. Prior to his work at Grant Thornton, he co-founded and ran an award-winning search firm with offices throughout Canada and the U.S. Paul has a BA and an MA from York University as well as an MBA from the Kellogg School of Management at Northwestern University. The thoughts and opinions expressed in this article are his only and not necessarily those of his employer.

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10 Reasons a Video Interview Could Replace a Phone Screen

by Nov 6, 2014, 12:13 am ET

Screen Shot 2014-10-17 at 10.20.01 AMAfter watching over a hundred video interviews, I’ve come to believe they can replace the traditional phone screen, especially for positions with a high volume of applicants.

Recently, I reluctantly tried video interviewing for campus recruiting and found it to be a fabulous success that exceeded expectations. However, when the concept was initially presented there was a healthy dose of skepticism. It was one of those rare occasions when you communicate to your team that the trial is not really optional. Since then we’ve also been using it outside campus recruiting, primarily when the demographic is millennials or Gen Y and the applicant volume is high. Like most people, I initially stuck my nose up at the idea of losing the personal touch of a two-way conversation, but these brief interviews reveal so much about candidates.

Our skeptics have quickly become converts. This fall alone, we’ve screened three times as many people in about 80 percent of the previous time commitment. I would never have believed it if I had not tried it. The technology still has its faults, but I certainly think it’s headed in the right direction (I’m pushing our vendor to develop more functionality).

Typically the format for one-way (asynchronous) video interviews goes something like this: after screening a resume, you send out an email invitation to a candidate to participate in a video interview. The email contains a hyperlink which takes them to a website where they view pre-recorded short video clips of people asking interview questions. After each clip, candidates have a pre-determined (and brief) amount of time to think about the question, after which their webcam automatically begins recording their answers which are then saved for your viewing. Typically there are no re-takes.

Here are 10 positives: keep reading…

8 Tips for Creating Stellar Employer Branding Videos

by Mar 29, 2013, 5:05 am ET

Screen Shot 2013-03-22 at 1.54.48 PMEmployer branding videos are beginning to pop up with greater regularity on corporate websites as companies strive to attract top talent.

But what separates the good ones from the pack?

You don’t need to spend a gazillion dollars and bring in a team from Hollywood.

Here’s a simple formula for success: keep reading…