Good friend and ex colleague of mine has spent the last six weeks interviewing for positions in the digital industry. She’s smart, creative, attractive and is one of the girls, one of the boys – basically she gets on with most people from the intern to the MD. She’s had no trouble getting interviews but on more than one occasion she’s known within three minutes she’s not going to get the job.One MD asked her age with furrowed brow clearly not happy while another asked if she’d be comfortable being one of the oldest people in the company. She’s 36.The digital industry can be brutal .Last week she accepted a position she’s thrilled about (HOORAY!) but she told me she will never attend another interview unless the company has seen both her CV and her personal video profile. Including your age on your CV isn’t encouraged but she wasted a load of taxi and tube fares seeing people who didn’t bother to do the math.
Web based video interviews are common. Skype made it super easy to have a face to face conversation saving time, money and logistical hassles for both parties.Companies are already using recruitment videos to sell their cultures and show the people already working for them in the hope of attracting the right people (Shopify ) (Barclays) (Google)There are tonnes of recruiters giving advice to people looking for jobs (TheRecruitmentGuy) building their professional profiles to attract candidates and keep their sales pool stocked.But how about using video more in the recruitment process – not for final interviews with someone in another country but to support CV’s and qualify meetings? Wouldn’t it be better to go to an interview when you know more about who you’re going to meet? Video is cheaper than ever to implement (FaceTime, Keek, ) easy to distribute (Youtube, Vimeo) and to access (mobiles, laptops, iPads, desktops) Using video can save time and influence people if it’s taken seriously enough.
Recruiter’s Candidate Pools
Recruiters have their own unique way of selling people to clients. Often the sales process is standard but the talent of that recruiter to see what the client really wants / needs and to seek that out is what sets them apart from their competitors. As well as sending CVs recruiters can use profile video’s to highlight the personal traits which will appeal to the client and the business. Take a look at Heineken – The Candidate – Calm under pressure, open to new ideas and courage to do the right thing wouldn’t have been on the job brief or mentioned by the interviewer but they were definitely on the clients list. Body language, how someone expresses themselves, tone of voice can give the client more of a gut feel about the person, whether they can see them in their organisation.Candidates can be asked to answer questions which will pique a clients interest and encourage the client to see them.
My first job as a media buyer was in South Africa. The man who interviewed me had a pretty fierce reputation and was extremely good at what he did. I knew in the first ten minutes I could work for him. His passion for what he did was apparent. A straight talker with a clear vision of what he could accomplish in the business and definitely didn’t suffer fools. That kind of character worked for me but wouldn’t for everyone. Asking clients, especially potential line managers and MD’s to talk about the business and what they’re building towards will give candidates an insight into who they could be working with. It’s easy to research companies they’ll interview for but the people they’d be working for are going to make everyday life a pleasure or a chore. , what type of personality they have
I’d like to see candidates being more comfortable with using video to stand out from the crowd. While there will be introverts who would rather stick needles in their eyes you will have candidates who are comfortable with technology and are willing to go the extra mile to find the right role and colleagues.Remember EmployAdam?? Adam Pacitti set up a website, bought a billboard and used video to connect with people and find a job in an industry he wanted to work in – the media. Adam had experience, had made a few documentaries and was able to talk about his success in finding audiences for his work. More importantly though, his personality and initiative shone through. Creative, self motivated, geeky, with an ability to laugh at himself. While Adam’s campaign and personality wouldn’t appeal to everyone it definitely got the attention of a lot of people that loved it. He received hundreds of job offers and accepted one as viral video producer at KEO Digital. This year, Adam started work on a series in which he will work with jobseekers to find innovative ways to help them find work. Not everyone will be as comfortable using video as Mr Pacitti, but if it means job seekers can find potential employers who are really interested in meeting THEM it’s definitely worth using video to support your networking.
Using Miituu for Build your Candidates Profiles
Miituu is a cloud based software product that allows you to create a series of video clips or questions assembled into a communication questionnaire, which viewers can review on their computer and smart phones as then leave responses as video, audio and text recordings. The responses are indexed by the tool against the original questionnaire meaning it is easy for recruiters to gather responses against job specific questionnaires. Hiring managers are able to engage by describing the culture in their organisations and requirements of the job positions and candidates are able to respond with answers on why they believe they may be a good fit for the role. The responses are easily captured and provide valuable recruiter insights into the candidates which may then be used as part of the applicant filtering, long and shortlisting processes.
Getting Started with Miituu
You’ll need to open a miituu account.Which one will depend on the size of your business but entry level account would mean you could store around 500 video profiles of around 3 mins each for £199.00 a month.If you’re going to start using video then I’d seriously look at sending your candidates a series of emails to explain you’re using video to sell their talent and the content will be private. even better would be to send them some examples so they know what you’re aiming for.
Building the questionnaire is really simple – Go to the ‘Create Questionnaire’ section
- Set up a Title and Users eg , Candidate Key Strengths / Louise Neilson Candidates
- Allocate a Group eg Marketing Professionals
- Add a text and logo to a Welcome page – company logo
- Record questions using video – great for building up recruiter trust
- Upload Disclaimer and Thank you text – explain again what the video will be used for
- Create an audience list – the candidates you’d like to answer the video questionnaire. Simple CSV or manual input
- Send out the questionnaire – email/text – recipients will receive a code to let them access the questionnaire
- View responses – when candidates submit their replies the content is loaded into your account for viewing.
Questionnaire recipients have complete control of the video they send to their recruitment agency – they’re able to view their responses and re-record until they’re satisfied with the answers they’ve given. So if they mess up, pause too long, look really shifty or lose their focus it doesn’t matter. Delete and re-record.Only when they’ve pressed ‘Submit’ does the data get loaded into the miituu account for their recruiter and potential employer to see. Miituu is fast. Feasible to send out a questionnaire one day and view responses in a day.
So what do Recruiters think about the use of video profiles to qualify interviews?
Judith Thorpe – Thorpe Malloy
The use of video in recruitment has been steadily growing in recent years and sites such as staffbay.com actively encourage candidates to use this format in order to maximise their engagement with potential employers. Sound and visual presentation always make a much bigger impact than the written word, or conventional CV, however like a badly written CV the impact can just as easily be negative as positive, so preparation is vital.
Video CVs work very well for people who are comfortable with that format so is ideal for media, communications and digital professionals, or anyone with a genuine interest in technology (I wrote about this in a recent blog posted on www.thorpemolloy.com) but what about all us technophobes or the shy person who will work productively 37.5 hours every week but doesn’t present like Kirsty Young or have the imagination of Steve Jobs.
I’m a massive advocate of personal interaction and the human aspect of effective recruitment, and the potential downside that I see with platforms such as miituu is that candidates can practice their responses, perfecting the art of answering a question in a way they think the interviewer wants them to answer it. Video does allow for personality to come through strongly, but is it the real person or the actor? On the flip side of this interview scenarios can be very daunting with many people underperforming due to nerves, the flexibility to “re-record” in miituu alleviates this pressure. Another advantage to video of course is that multiple managers can review them at entirely different times, and as we work in an increasingly global market, travel costs and time differences would become inconsequential.
There’s no doubt the transformational impact that social media has had on our lives means that the use of video CVs and video interviewing will only increase and since my 6 year old can use our ipad better than I can, I’ve no doubt our young workers of the future will be much better equipped to “sell” themselves through a variety of media. Technology is moving at such a pace perhaps it won’t be long before we can send our human hologram along to an interview anywhere in the world to participate in “real time”.
Campbell Urquhart – Urquhart Partnership
We are always interested in how new technology can make the recruitment process more efficient and engaging. Using video in the recruitment process appears to be the next natural extension of this and we believe that in the coming months and years it will become increasingly popular and part of the norm. Being able to see as well as hear potential candidates does give a rounder picture of who they are and of course for the candidate to engage more with the recruiter.
As more businesses choose to use this technique we can see it becoming accepted as normal for all interview processes and not just “early adopters” typically in the marketing or digital industries. As a job board we believe it could be a valuable resource to be able to record a video CV but also to use the technology to provide an insight into the job and company itself. We think it would be interesting to see businesses produce Video Job Adverts that would provide a terrific insight into the role and organisation.