Comments on: No Job for Video Résumés Yet http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/ My Global Career: Where you belong in the flat world. Sat, 05 Jul 2008 01:15:57 +0000 http://wordpress.org/?v=2.0.7 http://www.myglobalcareer.com/wp-content/themes/myglobalcareer/_media/_global/logo.gif My Global Career: Where you belong in the flat world. http://www.myglobalcareer.com by: Career Video Expert Bullhorn » Video Resumes vs. Video Interviews http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-3558 Sun, 16 Dec 2007 00:37:44 +0000 http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-3558 [...] Hiring managers say that video resumes tend to be “funny, funky, or offensive” and too time-consuming to watch to be really useful. (see No Jobs for Video Resumes Yet) [...] […] Hiring managers say that video resumes tend to be “funny, funky, or offensive” and too time-consuming to watch to be really useful. (see No Jobs for Video Resumes Yet) […]

]]> by: Darryn Severyn, MBA, BSP,CCPE,APSC http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-1412 Wed, 03 Oct 2007 14:25:06 +0000 http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-1412 I have to agree with Colleen. Video is here to stay and will only grow more with time as both job seekers and hiring managers learn how to best use them. The current hiring processes of so many organizations are very inefficient and need to be improved, and video will definitely help to fix so many areas. The biggest problem with current hiring practices is the fact that initial decisions on whether to speak with someone regarding their candidacy for a position are strictly based on some "text". If your "text" looks good, then you get the call. If not, nothing happens. I can tell you, as a sales recruiter, this is the worst thing that you can do - but is necessary today due to the limited tools available outside of the "traditional" screening process. There have been many times I have brought in "stellar" candidate (based on a great resume)to be interviewed only to be disappointed in person. On the other hand, I have taken chances on several not-so-slick resumes (after a telephone screen) and been pleasantly surprised when I see them "live". There have been several examples in our recruitment practice of this second group being hired by clients, and becoming top sales people within the first year of hire. As a result, using a video screening tool makes a lot of sense if it includes many of the things which Colleen refers to. Darryn Severyn, MBA, BSP, CCPE, APSC President and Founder Severyn Consulting Group www.severynconsulting.com PharmaCareer www.pharmacareer.ca I have to agree with Colleen. Video is here to stay and will only grow more with time as both job seekers and hiring managers learn how to best use them. The current hiring processes of so many organizations are very inefficient and need to be improved, and video will definitely help to fix so many areas.

The biggest problem with current hiring practices is the fact that initial decisions on whether to speak with someone regarding their candidacy for a position are strictly based on some “text”. If your “text” looks good, then you get the call. If not, nothing happens.

I can tell you, as a sales recruiter, this is the worst thing that you can do - but is necessary today due to the limited tools available outside of the “traditional” screening process. There have been many times I have brought in “stellar” candidate (based on a great resume)to be interviewed only to be disappointed in person. On the other hand, I have taken chances on several not-so-slick resumes (after a telephone screen) and been pleasantly surprised when I see them “live”.

There have been several examples in our recruitment practice of this second group being hired by clients, and becoming top sales people within the first year of hire.

As a result, using a video screening tool makes a lot of sense if it includes many of the things which Colleen refers to.

Darryn Severyn, MBA, BSP, CCPE, APSC
President and Founder
Severyn Consulting Group
www.severynconsulting.com
PharmaCareer
www.pharmacareer.ca

]]> by: Colleen Aylward http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-1388 Sun, 30 Sep 2007 20:46:13 +0000 http://www.myglobalcareer.com/archives/2008/02/08/no-job-for-video-resumes-yet/#comment-1388 I think you've really hit on something here with "video résumés lack standards for production, quality or content. Hiring managers complain that they tend to be funky, funny or offensive." This is truly one of the issues with many "new cool" tools on the market when they first come out. They are fresh, fun ideas that play to viewers sense of entertainment. But once the blush is off the rose, those who really depend on hard data to make hiring decisions are seeing that a "talking resume" is only that. On the other hand, video is here to stay, and the systems that incorporate some business sense will win. In order to offer real value and time savings to employers, a system that incorporates Video resumes or video interviews must also have: - a copy of the text resume and keywords as well - a standardized, compliant set of interview questions for the apples-to-apples comparison - links to other kinds of due diligence about the candidate so that everything is in one place - test results from assessments or skills tests - other's testamonials, references, or endorsements of the worker - links to any existing social networks - links to the candidate's website, blogs, portfolio etc. When systems that incorporate all these pieces, then and only then will the video piece be seen as the really valuable corporate culture and personality fit screen that has been missing in the automated systems to date. Video resumes are not here to REPLACE due diligence and screening tools.. They are here to enhance them. Video interviews are progressive tools that should save time and money in the screening process. The bottom line is that saving employers time and money trumps the fun factor all day long. Check out InterviewStudio at www.interviewstudio.com for an example of what a valuable new platform that incorporates video should look like. Colleen Aylward CEO InterviewStudio.com See us October 10-12 at the HR Technology Conference at Navy Pier in Chicago. Booth #729 I think you’ve really hit on something here with “video résumés lack standards for production, quality or content. Hiring managers complain that they tend to be funky, funny or offensive.”

This is truly one of the issues with many “new cool” tools on the market when they first come out. They are fresh, fun ideas that play to viewers sense of entertainment. But once the blush is off the rose, those who really depend on hard data to make hiring decisions are seeing that a “talking resume” is only that.

On the other hand, video is here to stay, and the systems that incorporate some business sense will win. In order to offer real value and time savings to employers, a system that incorporates Video resumes or video interviews must also have:
- a copy of the text resume and keywords as well
- a standardized, compliant set of interview questions for the apples-to-apples comparison
- links to other kinds of due diligence about the candidate so that everything is in one place
- test results from assessments or skills tests
- other’s testamonials, references, or endorsements of the worker
- links to any existing social networks
- links to the candidate’s website, blogs, portfolio etc.

When systems that incorporate all these pieces, then and only then will the video piece be seen as the really valuable corporate culture and personality fit screen that has been missing in the automated systems to date.

Video resumes are not here to REPLACE due diligence and screening tools.. They are here to enhance them. Video interviews are progressive tools that should save time and money in the screening process. The bottom line is that saving employers time and money trumps the fun factor all day long.

Check out InterviewStudio at www.interviewstudio.com for an example of what a valuable new platform that incorporates video should look like.

Colleen Aylward
CEO
InterviewStudio.com

See us October 10-12 at the HR Technology Conference at Navy Pier in Chicago. Booth #729

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