- Posted by Vidcruiter
- On September 22, 2011
- 0 Comments
- live interview, video interviewing, video interviews, virtual interviewing
Video resumes can present challenges to potential employers as they screen and recruit individuals to fulﬁll the needs of their company, however, they may also be quite beneﬁcial as they can allow you to “get to know” personal traits of a person in ways written resumes cannot express. Traditionally employers would post jobs with a description of the basic qualifications and requirements of the position and then accept resumes based on this posting. This structure held up as hiring moved online and still represents the foundation of most companies hiring routine. Video resumes and video interviews allow for a more enriched hiring environment online and seem to be challenging this traditional style of matching candidates to companies. Of course incorporating video resumes and interviews into your hiring practices presents challenges of its own, such as avoiding charges of discriminatory hiring practices, and finding the time and resources to implement the software. How do you balance serving the interest of accepting video resumes with the costs that may be included? Basic Applicant Tracking Systems (ATS) cannot screen video and it costs money to have one of your HR representatives screen them manually. Video resumes can also be boring and long to watch, imagine having 100 applicants each with a 5min videos to watch for one position, you would be spending all your time watching videos. Also, how do you avoid possible discriminatory tendenciesthat accepting video resumes may encourage? These are the questions the e-HR industry is faced with as video resumes continue to grow momentum with the public.
A solution that some companies are now taking is a different approach to video resumes by having control of the video medium in their hiring process. They are doing this by using a video interview software basically forcing the candidates to talk about what the recruiter wants to hear in a much shorter time frame than what a video resume may have, since in this case the recruiter is setting the parameters for the video. Also the candidate’s message can be viewed at the discretion of the recruiter because other formats of questions can be asked first to properly screen candidates. This allows recruiters and HR professionals to watch only the video responses to questions from a smaller group of finalists instead of watching all applicants video resume. To join the discussion comment below or visit us at www.vidcruiter.com