Posts Tagged ‘candidate’
Candidate Screening Access
Employers: How to use candidate screening access with ResumeGPS
Video Rating: 5 / 5
From Monday, August 24th
Video Rating: 0 / 5
An honest candidate should disclose his medical records and have a drug screening test?
Question by Julian: An honest candidate should disclose his medical records and have a drug screening test?
Some people in yahoo missunderstand me. I did not made statements, just questions: You just can answer yes or no. I am not judging candidates with my questions.
Best answer:
Answer by R M
It is required to join the armed services as well as many other jobs, and they are JOB APPLICANTS.
I got it Julian and my answer is yes. Employers test and do what they will with the info, if it’s good enough for our boys in blue it’s d/#*well good enough for them.
Know better? Leave your own answer in the comments!
Q&A: What is the screening process for a political candidate?
Question by Unity (for the USA): What is the screening process for a political candidate?
for president of the United States?
Best answer:
Answer by bad news
“i said thanks but no thanks to the bridge to nowhere”
Mr. News
Know better? Leave your own answer in the comments!
“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.
The New H.R. Technology for Candidate Screening
Imagine being able to browse through candidates like you can in InterviewStudio… watch the video below to view how easy it is to scan through the candidate’s resume, their endorsements, their video interview, their assessment test scores, their LinkedIn profile… all on one screen using one tool.
Imagine the time you could save by cutting out the phone screens and first interview rounds using a tool like InterviewStudio for your candidate screening.
Yes, it takes a few minutes to screen a candidate this way instead of just looking for keywords on a resume, but what a rich set of due diligence data you now have at your fingertips with which to make quality decisions!
And taking a few more minutes of a recruiter’s time is well worth the weeks’ or even months’ worth of time and money savings to the employer.
The ultimate tool in Candidate Screening . InterviewStudio.
Video CVs are Just the Forerunner of Things to Come
Video Resumes or “video CVs” tend to be short video clips of a job seeker speaking his/her background and skills — we call them “outloud resumes” — and they are really just a front-runner to complete platforms such as InterviewStudio. There is little value for a stand-alone video resume (or video CV) since, on its own, it hasn’t been proven to SAVE TIME AND MONEY in the hiring process AND it brings with it the paranoia of discrimination litigation.
However, there is hope. Like all cycles in new “progressive” technology, there already have been several iterations of this type of candidate presentation tool, and the industry is moving toward a hybrid model of resume-plus-video interview-plus-references-plus-social network all in one digital representation of a job candidate.
Here is what is Good and Useful about tools in the future that will include Video Interviews with other pieces of candidate due diligence:
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- Videos are only one piece of the total candidate due diligence in these new combination products, so the emphasis on the visual is downplayed a bit.
- Video Interviews are quite easy to produce now and too widespread in marketing and media to ignore.
- The younger generations are growing up on video, so the video CV is a logical extension for them.
- The technology is easy to use, and the equipment is inexpensive.
- It saves time to look at a 2-minute video interview rather than do a 20-minute phone screen
- It saves time to look at a 5-minute all-inclusive candidate presentation rather than spend hours scheduling a first interview round to find out the fit.
- It saves money to watch a 20-minute Interview rather than fly a candidate in and put him/her up in a hotel.
- Having access to on-demand all-inclusive showcases of candidates allows hiring managers to choose when to interview, instead of tying them down to disruptive schedules during the work day.
- More and more Employers are creating branding videos of their own on their own Career Pages to attract Candidates. It just follows that soon Employers will be accepting branding videos from candidates as well.
- The industry needs some collaborative rules or accepted behaviors for Video Interviews. This can be easily accomplished by blogs such as this.
- Technically, most corporations are now pretty savvy in regards to rich media viewing software, and Flash is an accepted program that is widely installed. Flash is cross-platform, meaning if it works on one computer, it will work on any other with Flash installed. Flash is small and lightweight, but carries a robust video control platform. You never have to leave your webpage to view the video. Flash can be embedded right into the page. http://blogs.zdnet.com/Stewart/?p=344
- As technology marches on, rich media viewing will become cleaner and quicker.
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The bottom line is that currently, yes, there are downsides to the tools out there labeled “Video Resumes” (or Video CVs), as discussed in a previous blog post. However, the Good News is that vendors such as InterviewStudio have now worked through the technology challenges to aggregate all of these disparate (but important) pieces into a single robust, time-saving information platform for screening, due diligence and selection.
Incoming search terms for the article:
10 Things We Hate About Video Resumes (as opposed to Video Interviews)
Video Resumes
Video Resumes (a simple video taped recap of resume highlights) are the current “hot new technology” in recruiting. But only for their novel high tech feel… not for the value they bring. Once this newness and ‘coolness’ wears off on Employers – and it already is – then we will see the NEXT generation of products on the market that will fix the shortcomings of the stand-alone video resume. Just as the first attempts at resume databases, search engines, and ATS systems needed to go through several iterations, so will this Video Screening Phenomenon.
10 Things We hate About Video Resumes
1. The shortcomings of the current offerings include some mentioned by systematic HR and Raghav Singh, but the list is longer, and we might as well get some collaborative input on this now. Here is a start: 1. A talking head that is simply regurgitating the text on a paper resume adds only one thing – the picture of what a candidate looks like. Granted, there is some value in viewing their language skills, but they could have been ‘coached’ by a video vendor during the session. So this leaves the very real paranoia within the HR community that video resumes are putting discrimination tools in the hands of hiring managers – and that video resumes are simply a clever way to put a face with a name, inviting all sorts of litigation.
7. IT Security & Firewalls may block videos. We all know how diligent IT Departments must be these days regarding the downloading and/or opening attachments. Even more so now with videos. Some of the problems with old video resumes: 7. Files recorded on a Mac often won’t play on a PC and vice versa
8. Employer’s installed version of software for viewing Rich Media Content on the web may not be compatible with all Videos.
9. There is a SIZE issue to Video Resumes. They take up storage space, yes. The bigger issue is the intensive demand on servers when 20 recruiters bandwidth required to watch them, or for several hiring managers or recruiters to watch them at the same time.
10. Files are too big to be easily sent around as email attachments. Please feel free to add your two cents worth on the downsides to Video Resumes listed above.
Video Resumes are becoming mainstream … to build your own, go here: Video Resumes.
Come And See InterviewStudio on Vator.tv