Archive for October, 2009
“Total Candidate Profile™” – Not “Video Resumes”
The phrase “Video Resumes” is in vogue, but these talking head productions are different than “video interviews”. And whichever one you favor, they are really only one piece of a Total Candidate Profile™ which can contain most of the data out there on the web in one “showcase”.
Video is being used in Employment Applications in basically two categories:
1. Employer Branding Videos, wherein the employer company and its hiring managers are video taped evangelizing the company and/or the job and those videos are either placed on the company’s home page, or their career page (where their job listings appear) or are sent out in email campaigns or pushed out to YouTube and that YouTube link is used in email campaigns for hiring purposes.
2. Candidate Videos, which actually fall into two sub-categories:
a. VIDEO RESUMES which are canned, pre-taped videos of the job seeker basically speaking their resume… talking through the chronology of what they have done and why they are a good employee. Examples are InterviewClips and VideoResume. Neither of these are a Total Candidate Profile™ containing rich content data representing all aspects of a candidate’s asset value.
b. VIDEO INTERVIEWS which are either canned or live/interactive, but include one or more formal interview questions chosen by the employer, and answered on video tape (either via webcam or family video camera or by a professional videographer). One example is HireVue. Another is GreenJobInterview.
Video technology for the employment market is in its “first phase”, just as the written resume had a first phase and evolved to a digitized form. In the very near future, video will become just a part of a Total Candidate Profile™ that will be submitted for employment purposes rather than just a resume. These profiles will include readily available due diligence (data and media) about job candidates that can be grabbed from the web or input directly by the candidate themselves. For instance, InterviewStudio allows a job candidate to build a total online profile of himself that combines the traditional resume, his endorsements by former managers or co-workers, the results of a professional assessment test he has taken online, his LinkedIn or other social network links, his portfolio documents, and links to whatever Google or Yahoo or Zoominfo might present about him.
Gartner and other analysts call these new profiling software tools “mashups” since they mash together a lot of leading edge technology in one product or tool so that huge strides in time-and-dollar savings can be made with these combinations.
We call this a Total Candidate Profile™ and we believe they will become the standard in hiring and recruiting since they provide the employer or recruiting agency much more due diligence about a job candidate upfront, without the long drawn out iterative process that usually takes up to 90 days to seek this information online or schedule the job seeker to provide. In fact, a professional comprehensive profile can save recruiting departments from 2 to 6 weeks in the hiring process since they actually change the process that needs to happen: you may no longer need a phone screen or even a first face-to-face interview by a recruiter.
Colleen Aylward, Founder of InterviewStudio.com, to Speak at Onrec Online Recruiting EXPO 2009 November, 3-4 in Chicago
(CHICAGO, Ill. – DATE) Colleen Aylward, Founder & CEO of InterviewStudio.com is presenting at the Onrec.com and Kennedy Information Online Recruitment Conference & Expo 2009, to be held at the Donald E Stephens Convention Center, in Chicago, on November 3 & 4, 2009. Onrec.com EXPO 2009 is widely regarded as the “must attend” online recruitment event of 2009.
http://www.onrec.com/conferences/031109/default.html
Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec EXPO 2009 is the only global gathering of online recruiting leaders and game-changing technologies.
Colleen’s industry knowledge and overall unique approach to recruiting will provide a great opportunity to those who attend Onrec EXPO 2009, in which he will be among over 40 expert speakers in attendance.
Session Topic:
Applicant Videos. Are they a Risk or the Next Advancement in Effective Screening with the Capability to Limit Discrimination?
Session Description:
From the muddy playing field of the video controversy in today’s applicant screening market, there arises a glimmer of hope that technology has indeed afforded us another game-winning opportunity in accessing rich, necessary applicant data and yet limit the potential for “hidden” discrimination in the process.
The first onslaught of stand-alone candidate videos brought “boo”s from the stands in the recruiting world, with applicants at first, second, and third base all tagged out for poor quality, or irrelevance. Add to that the double play of discrimination fears regarding the visual appeal of the candidate, and not one video made it to home plate.
Enter the next phase of technology tools for intertwining the EEOC and OFCCP guidelines with the screening process. There really is a way to start merging all data about your potential players and viewing it in relevant order. There is a way to narrow down the candidate pool legally using video as it should be used by recruiters and hiring managers.
Don’t strike out with applicant videos just because you’re not sure how to play. Come join us for this lively interactive session to learn how they can be used correctly, legally, and within compliance standards.
Leave this session with the latest White Paper containing information about all the video product vendors on the market today and the 15 Best Practices Paper about the Use of Video in Applicant Screening.
Speaking for the second time at an Onrec conference on the use of Video in the Employment marketplace, Ms Aylward takes on the controversial discussion of legal liability on the part of the Employer, and outlines the latest “best practices” guidelines for the use of video for applicant screening.
“New methodologies and technologies are always met with skepticism, resistance, and even fear in the beginning because they represent change which can be disruptive,” says Aylward, author of the industry White Paper on this subject untitled Unmuddying the Waters of Video as an Employment Tool. “In the HR world, the hesitancy can also come from fear of discrimination litigation due to “too much data” about a candidate.”
“In fact,” says Aylward, “The proper use of new technologies such as Video and Multimedia in the candidate screening process can actually assist employers in avoiding potential discrimination in their hiring practices — and can offer job candidates who may be in protected classes a richer set of tools to use in providing a complete profile of themselves — rather than just the standard resume which could include a name, a neighborhood address, a member organization, graduation dates, or even a photo – all data which can lead to immediate discriminatory conclusions. Using best practices in incorporating these new tools into the corporate hiring process will not only help ensure compliance and fair recruiting, but will shorten the hiring timeline and reduce interviewing travel and accommodation expenses as well.”
Speaker Bio:
With a business degree from University of Washington, followed by 24 years of high tech sales and management experience in large and small companies, including NCSS, Dun & Bradstreet Computing, Comshare, Carlyle Systems, and GEAC, Colleen Aylward came to the Recruiting industry in 1990 on a soapbox of Change.
Drawing on twelve years “on the other side” in Tech Support, Sales, and Regional Management, she transitioned to high tech recruiting in 1990 in the Seattle area. She founded Devon James Associates, Inc., one of the country’s first RPOs, to answer the progressive demands of local software vendors seeking MORE/BETTER/NOW. Her small firm has compiled an impressive repeat-client list simply by word-of-mouth (Visio, SPRY/CompuServe, Amazon, Alias/WaveFront, Cranium, InfoSpace, Rhapsody Networks and others). High energy, funny and slightly irreverent, Colleen and her unique approach have been mentioned in publications such as Barron’s, Forbes, Fast Company, Washington CEO, Smart Money, Wall Street Journal, Boston Globe, Puget Sound Business Journal, and others.
From her work in the recruiting industry, Colleen’s passion has come to focus on technology solutions to solve the angst of those hiring managers she deals with on a daily basis: How to save time and money on recruiting and HR processes without sacrificing quality hiring results.
Now, launching her 3rd small company, InterviewStudio.com, Colleen Aylward can be reached at Devon James Associates, Inc. at colleen@devonjames.com or at InterviewStudio.com at colleen@interviewstudio.com
About InterviewStudio
Launched in 2007, InterviewStudio offers a SaaS model portal for employers and recruiters to quickly view complete Candidate Showcases before bringing the candidate in for the first round of interviews. InterviewStudio is driving a new paradigm shift in the hiring and job-seeking marketplace, bringing the total view of a candidate to the very beginning of the screening process. Visit InterviewStudio at www.interviewstudio.com or contact us at 425-466-7887.
The Onrec.com Online Recruitment Conference & Expo 2009, will be hosted by both recruiting powerhouses Kennedy Information and Onrec – for more information visit:
Two Recruiting Conference Powerhouses Join Forces
For more information on The Onrec.com Online Recruitment Conference & Expo 2009, contact RD Whitney at rd@onrec.com or go to www.onrec.com/Expo2009
InterviewStudio
14150 NE 20th St, Suite F1-518 Bellevue, WA 98007
www.InterviewStudio.com
Phone – 425-466-7887
Fax – 425-378-1683
Info@interviewstudio.com
Contact: Kevin Scott, kevin@interviewstudio.com
Office: 425.466.7887
Come And See InterviewStudio on Vator.tv