I created this group to be an open discussion forum regarding the topic of video entering the hiring process. As per my 3 part series about why video resumes won’t become mainstream, I believe my thoughts regarding the viability of video resumes are fairly clear.

Spurred by motivation to continue this open discussion, and the following comment made by Henry Hillman on my post about how CareerBuilder has put an end to its video resume functionality…

“Adam - good stuff here. Gotta ask you though - hows come you are making a go of telling us video resumes, etc. are out/dead/shot/bunk/lame/worthless/over when your company is a video resume company? Or is this the question you've been waiting for - where you let us know how _oh no, we're no "ordinary" video resume company...?

Enquiring (spelt correctly btw) minds wanna know.”

…I believe it is time to discuss the different forms of video within hiring. Considering Henry opened the door for me to include my own company in this discussion, I will lead the conversation with a graphic that I like to use to break up the video in hiring space:

I have already discussed video resumes, so let me bring up some points about the other 3 sections.

Video Interviews:

I think video interviews are a great solution for a specific type of hire. If you are hiring someone at a significant geographical distance, it can definitely save time, money and opportunity cost to fly them out (or fly out to meet the candidate). There are two types of video interviews – live video conferencing and on-demand video interviews (the candidate records the video on their own time and the employer can view the video(s) on their own time).

The videos tend to be on the long side, but sometimes that can be worth the trade-off of minimized cost of travel. The one problem I have with video interviews is with their business model. They are not designed to become mainstream – most hires are not relocations and because of the length/cost often involved, it does not make sense to perform an interview via video for the sake of it.

That being said, I think the industry will continue to slowly grow but will simply remain a small one.

Produced Videos:

To date, produced videos are the most popular (and growing) type of video in hiring. Almost every major corporate website has some sort of video on it that re-emphasizes its brand and effectively supplements the concept of a TV commercial on the web. These videos function more as recruitment videos than any other, but are definitely growing at a fast pace in popularity. There are also thousands of video production companies out there.

The downside to produced videos is the cost. They often require large investments of time and money (relatively) and are not easily updated without another investment of time and money.

That being said, I feel in a short period of time if a company doesn’t have video on their website they will be considered “behind the times.”

Vipe (www.vipepower.com):

To answer Henry Hillman’s question, allow me a few lines to discuss Vipe. Vipe has developed an on-demand video management solution for the hiring and recruitment market that successfully addresses the pitfalls of existing video-for-hiring solutions in an easy-to-use application. Our service and the best practices and procedures we provide with it dramatically improve companies hiring processes in a cost efficient manner that mitigates the liability often associated with video recruiting. We allow companies of all sizes to create, manage and distribute short 30-second, personalized videos to pre-defined audiences. Customers using us are creating and sending out many types of videos including:

1. Candidate videos to your clients
2. Sales videos to prospective clients
3. Job order videos to excite candidates
4. Marketing videos to re-emphasize your brand
5. Recruitment videos to attract candidates to work for your company
6. On-boarding videos to remind candidates why they should accept your offer

Governing bodies that regulate the industry demand adherence to applicable compliance statutes. Therefore, of all the types of videos our clients create and send out, our best practices and procedures are most important as they relate to the candidate videos. That’s why we’ve developed Vipe Recruiting to be an invite-only system demanding an objective decision is made about a candidate before the video is created.

Furthermore, we enter the hiring process effectively at the same stage as the first round interview when the candidate would be “seen” in person anyway. The main difference is that instead of scheduling 5 to 10 in-person interviews, the hiring managers can prioritize the top 2 or 3 and potentially save themselves 70% of the time they would have spent interviewing by meeting with the candidates that have the best probability of being hired.

Henry, I hope that answers your question and I am happy to continue this discussion, online or off.

Adam Peterson

Views: 123

Replies to This Discussion

Adam -- this is great information! Since I've been in staffing/recruitement for many more years than I care to admit ....I think this concept is awesome and thoroughly thought out!

I challenge all staffing companies to use this to save their clients time and money!
I work for a staffing agency that utilizes Vipe videos on a regular basis. I think Adam brings out some very valid points about how Vipe differs from Video Resumes. Employers and recruiters are not going to take the time to review a 1-2 minute video to determine if they're going to contact a candidate. The initial step in filling a job is to review a resume in print form-check for gaps in employment, stability, experience, etc.-quick, easy, to the point. Once you have identified a good candidate based on the resume, then you can move forward with the next step in the hiring process. In a recruiter's case, this most likely will be a phone screen, followed by an in-person meeting/interview which is where Vipe comes in. For a larger company, looking to fill a specific position, this might be where Vipe comes in. Vipe is used for specific reasons. The larger company might phone screen a candidate, and then send the qualified candidates a link to create their own videos answering some questions specific to the position. This is an excellent way to conduct a first round interview without having to schedule a lengthy meeting with a candidate. It will help the employer, like Adam explained, prioritize and narrow down the top 2 or 3 candidates that they want to take the time to meet in person with. When I bring a candidate in to meet with me, I have them record a short 30 second to 1 minute introduction of themselves and their skills. When we get in a job that the candidate would be a good fit for, then we submit their resumes to the hiring manager accompanied by the Vipe link to their personal video. Clients love this feature, as they get a feel for the person's personality, communication skills, and the way they present themselves all before taking the time to meet with them in-person. Our clients have been able to more efficiently narrow down who they want to meet with without just relying on a resume (which can really only say so much).

Vipe is specialized, and targeted to what the user wants to communicate. It's essentially transmitting a more complex message than just words can convey. Vipe is an excellent tool that has added value to our process, and has helped candidates in their job search immensely.
I just wanted to add my two cents to the discussion. My name is Mark Tortorici and I am a Sourcer/Recruiter Trainer. We have had success implementing VIPE here at our company for a couple of reasons.

One reason is because the interface is very easy for the candidate or hiring manager to use. The second is because "video interviewing" part of the service is really a customizable service.

The recruiter/hiring manager can come up with 3 questions that the candidate needs to answer and they can respond with 30-second direct replies. Candidates with pre-recorded video resumes would still have to respond to a company's questions. VIPE video service is a good way to handle this.

Have you ever considered using a Online Platform where you could host a Live Online Meeting, invite potential candidates to come, launch questions, tests or any other pre-qualifying forms in the session for the candidates to complete, talk more about each position, open the session for Q&A and have an absolute way to weed out candidates that don't qualify on a massive scale.

Those who made it to the next round could either be scheduled for a face to face or use a video format. My company veconnection.com offers that to recruiters using our http://vec.webex.com training platform. Check us out

Nicole Hackett
President, Virtual Education Connection
(641) 715-3900 ext 49422
Just like in every other industry, video will prevail here. But it isn't mainstream by any stretch yet.
I use video for candidate preparation, marketing, most placeable candidates, etc.



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