Tag Archive for video resumes

Video Recruitment – Are you a video hypocrite?

November 23, 2009 / Justin Hillier / One comment

Are companies who use video to attract candidates hypocrites, if they don’t accept video CV’s/Profiles from candidates? Is there a difference? To be honest I don’t really think so and here is why.

Employers are using video to engage, communicate in more detail and “show” candidates what it is they are offering. They are advertising their employer brand/offering, in the hope of attracting the right candidates and building a stronger image. You can see, hear and feel what a company is like and learn more about an Employer from watching a 2 minute video then by a quick chat over the phone. You can watch and hear from current Employees “pitching” you the Company message. In the end it’s all about selling themselves to you and gaining awareness.

Candidates use video to engage, sell themselves in the initial stages more effectively and “show” employers what it is they can bring to the table. Having the ability to “show” their personality and have a “virtual face to face” introduction, they are powering their profiles with a visual tool that speaks to their abilities far more efficiently and effectively then some words on a piece of paper. They to are trying to attract the right Employer and by using video they are giving an Employer a better feel for who it is they are.

So I put it to YOU, for all the companies that utilise video as a vehicle to attract, engage and advertise their Employer Brand to candidates, are they being hypocritical by also not allowing a candidate to do the same?

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20,000 video applications, isn't this proof that video is the future?

November 14, 2009 / Justin Hillier / No comments

beachI wrote this blog earlier this year and even though it’s only 6 months on I actually can’t believe nothing has changed in terms of video usage within recruitment. Six months is not a long time I know, but the power that utilising video showed through-out the campaign highlighted below is outstanding. Have a read and let me know what you think.

I recently posted a blog regarding a very successful job hunting campaign by Tourism Queensland for “The best job in the world” . This campaign went viral, no job (other then Obama’s) has created so much press all over the world. The result has been 20,000 video applications since the start of the campaign, from all around the world. That’s right, 20,000, it may be The Best job in the World, but it’s a staggering number!!!!

I was recently told that the only reason that the video application is so high, is because this is what the client asked for…… A rather naive viewpoint if you ask me.

Yes the client wants to see video….but why????

Video provides a more dynamic and diverse application method that can offer more about a person then what words on paper possibly can. You can learn more about someone in 30 seconds via video, then you can in 2 minutes reading their resume (and yes I know it only takes about 30 seconds to read a resume you will tell me but you get my point).

Whilst video will never replace a traditional CV, and nor it should , it does add a greater dimension to the persons personality and potential cultural fit then a resume can. We are after all hiring a person, not the words on the piece of paper. So why wouldn’t I want to see that person in the flesh, however you can, at the earliest possible stage?

There have been 20,000 video applications to this job, an amazing number. The majority of applications have come from the US, with Italy, Germany and Britain making up the top four. But this was not the only method to apply.

What this ad shows us is that globally, candidates will apply via video if you ask them to, others will apply via a traditional CV, either way candidates will stay with what they are comfortable with, and is their anything wrong with that? What you will get from the video CV is a person,a person with personality and substance, what you get from a traditional resume is words, areas that will need clarification, and more then likely things that are missing. Video can fill in gaps and give you a greater understanding of WHO it is you are reading about.

Video applications/profiles/CV’s are happening, their is some education required about the right approach and use, but as the online recruitment strategy was a no go zone only 10 years ago, the video application world is, and should be a natural progression.

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Video Resume's, Expectation not Discrimination

November 13, 2009 / Justin Hillier / 3 comments

video resume pic
Firstly, I want to shoot down the claim that video resumes, applications or anything similar can cause more discrimination by an employer/recruiter. If ever I have heard of a more outlandish comment, this is it. The harsh reality is, is that if someone is going to discriminate, they are going to do it regardless of what medium is used or how the candidate presents themselves. If this is in their genetic make-up, then they will, you can’t blame the video, it just highlights a bigger problem.

So for those of you who are still left (which I sincerely hope is 99.99% of you) how do you position video to not only avoid the unlikely chance of a candidate claiming discrimination, yes you can avoid any misunderstanding, but to ensure that you are getting the most out of the tool as well.

Firstly, you’ll be happy to know its quite simple and something that for every other act you do in your job works for video as well. It’s all about “expectation”. Video in recruitment circles is still a very new concept for everyone, from all levels. The fact is, the level of education and understanding from all involved is still quite low.

Candidates have no idea what they should say, and Employers have no idea what to expect. A candidate is going to claim you have discriminated against them due to their video, as it’s an easy target. With no guidelines or expectations, what do we expect?

And this is where we can change the game. Employers/recruiters it’s up to YOU.

Video Resumes/Profiles or whatever we call them, need a guideline. Many candidates struggle to know what to include in a word.doc let alone a 2 minute video, so we need to guide and educate them. Employers should provide a “What we want to see and hear” advice piece as to what is it they require from a video resume/profile. By doing this you are ensuring that all (ok most) video’s have the content that they require but also that people don’t sit there dumbfounded as to what to do.

Video Resumes/Profiles provide a great opportunity to look at person’s communication skills, and evaluate if they are not only the right person to take to the next stage of the interview process, but also allow you to see how each candidate would represent “your company”. Whether you are wanting a cultural match video, skill based overview, or something left of centre and creative, the screening and decision making process can be made a lot easy and with constant review.

Now not every candidate will feel comfortable creating a video resume/profile and we shouldn’t force them to, but for those who do, why not help them. Your candidate video expectations should form part of your social media strategy. If someone is going to discriminate, it doesn’t matter what tool or part of the process they do it, it’s all the same. Just don’t blame the video.

If all parties know what is expected of them, then discrimination is something that can never be argued. Video is a wonderful tool, you just have to plan on how you are going to use it.

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