1
|
|
2
|
|
3
|
- Definitions:
- Video Resumes: “a video clip presented by a job seeker with or
without a text resume as a way of helping a potential employer better
understand the ‘qualities’ of the candidate.”
- Video Interviews: “A structured, occupationally specific video
interview, driven by the employer, is however a different story.
Structured interviews are just that—structured interviews, and=
as
long as they occur after the presentation of the text resume or job =
app
and before the time when the employer would otherwise be conducting a
telephone interview or the face to face interview, then there will b=
e a
powerful market for the solution.”
|
4
|
- Video Resume:
- http://www.jobster.com/at/person/show/146088
- http://www.jobster.com/at/person/show/454663
- Video Interview:
- www.interviewusa.com/hirepower
|
5
|
- Interviews: Is it Time to Blow Them Up (1,2)
- Improving Interviews and the Candidate Selection Process (1-3)
- Time to Hit Pause on Video Resumes
- And more….
|
6
|
- Organizations need to conduct validation studies of their interview
processes, in essence, just like they would of any other assessment.=
- How do you do that if they are not digitized and archivable?
|
7
|
- Some things should not be measured in an interview
- Interview questions not directly related to needed skills
- So script or plan
- Interview questions are not weighted
- No scoring methodology
- No agreement on good answers
- No accuracy check
- Managers are not checked
- Interviews are inherently misleading
- Subjective factors influence decisions
|
8
|
- Behavioral Interviews have inherent weaknesses
- Interviewer subjectivity
- Predictability of the questions
- Illegal questions and notes
- No written record
- Subjectivity varies by time of day
- Lack of consistent location
- Interview length
- Untrained interviewers
- Inverse relationship between great candidate interviews and job
performance
- Subjective ‘knock out’ factors
- Interviews appropriateness for positions that require interpersonal
skills and those that do not
- Lack of technological innovation
- Panel interviews, oral review boards—increase intimidation
- Position in the candidate pool can affect ultimate hiring
- Inability to move candidate to other open positions
|
9
|
|
10
|
|
11
|
|
12
|
- Founded in 2001
- Patent Pending Technol=
ogy
- Sole Source Provider=
li>
- Minority Owned Enterpr=
ise
|
13
|
- Global 100 Financial Firm: NY, London & Singapore
- Workforce Boards in FL, TX, LA, IL, MO, WV, MI, GA
- Two of the Top 5 School Districts in US
- Law Enforcement Agencies in Florida
- Large Call Center operations in Florida and Louisiana
- State of Michigan Workforce System (Michigan Works! Association &
DLEG)
|
14
|
|
15
|
|
16
|
- Reasonably intelligent estimate of 3 employers using system over past
2-3 years:
- + 5000 people.
|
17
|
- As recently as March 20, 2006 (see below), Tampa employment lawyer
Catherine Kyres was quoted as saying the following:
- “People discriminate, not software.” Kyres said&nb=
sp;
“it is lawful for companies to request a video interview before
meeting a job candidate if the candidate is capable of using the
technology, or the company provides assistance to create the
video.”
|
18
|
|
19
|
- Ability to better penetrate the online job market BRICK WALL consist=
ing
of nothing but impersonal job boards
- Get to face-to-face interview faster
- Demonstrate soft skills to hiring manager
- Eliminates time, distance and transportation barriers to employment<=
/li>
|
20
|
- Receive 100% accurate representations of the candidate prior to meet=
ing
- Reduce the amount of time it takes to make a better hiring decision<=
/li>
- Reduce legal exposure with digitally identical interviews
- Meet your talent needs by capturing “interviews” from yo=
ur
corporate website with EEO compliance
- Enables HR and line managers to become better strategic business
partners in the recruiting process
|
21
|
|
22
|
|
23
|
|