JobTalkAmerica Interviews Colleen Aylward, CEO of InterviewStudio on

How Job Seekers Can Create An Online "Total Candidate Profile™"

to send to Employers and Recruiters in order to stand out from the crowd of applicants in today’s economy.

Click the image below or this link http://www.JobTalkAmerica.com

to watch a replay of Colleen's interview.

For full press release, see more….

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.

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