From October, 2010

Video resumes and Video interviews: A comparison

Video Resumes and Video Interviews: A comparison
By Ryder Cullison

With each economic downturn, the number of individuals providing false information on their resumes increased dramatically as job seekers did whatever they could to find employment. According to a report by Accuscreen 43% of all resumes and applications contain false data. Such a startling statistic has encouraged employers to give more consideration to viewing video resumes to better evaluate the candidate applying for employment. A survey by career researcher Vault indicates that 89% of employers are open to viewing video resumes. A video resume allows the candidate to emphasize their personality and highlight their skills and accomplishments. Most candidates see video resumes as a compliment to their paper resume.

Job board cites a few drawbacks to video resumes.
Without any guidelines for the candidate and the information they should submit, comparing video resumes is difficult.
Most hiring managers lend only 10-20 seconds to reviewing a paper resume. Most won’t lend the time to view a lengthy video resume.
There is a potential for discrimination in the hiring process if the candidate is viewed prior to the interview.

Emerging recently are video interviewing products such iCandidateScreener which tackles these challenges. iCandidateScreener allows job candidates to interview themselves online with a webcam. The interview is immediately recorded and the hiring manager can view the interview at their leisure. Hiring managers can upload the questions they want to see the candidate answer thus enabling the manager to compare multiple candidates answering the same questions. This handles drawback number one.

The hiring managers can quickly screen the interview by selecting the question for which they wish to hear an answer. If they’ve heard enough of a candidate’s response they can skip ahead by clicking the next question. In this fashion what employers are really screening is a first round interview of the candidate. An interview they can easily share by emailing a link of the interview to their colleagues for review. This handles objection number two.

Lastly the EEOC has stated that it is not illegal for an employer to learn the race, gender or ethnicity of a candidate prior to the interview. The principal being that for whatever grounds you dismiss the candidate after viewing their video would be the same grounds you would dismiss them after the face-to-face interview. This handles challenge number three.

Online interviewing tools allow employers to see candidates prior to the interview to determine if there is enough interest to bring them in for an in-person interview. This saves them a tremendous amount of time and money.

To learn more on how video screening tools can save you time and money, visit us at:

How your company can hire more effectively: IV

Welcome to the fourth and final part of how your company can hire more effectively.

You’re not the only fish in the sea!
Don’t assume your candidates, especially the good ones, have not already received job offers from other interested companies. If you do not treat them with respect and keep them apprised of where they stand in the recruiting process, then you risk losing them to another company who might appear more eager to hire them. Just as you want a candidate to have a high interest level in your opportunity, the candidate in turn also wants you to have a high interest level in them. Many superstar candidates have egos and want to be wooed.

You’re not an experienced interviewer!
Have you ever asked these questions, “Tell me a little bit about yourself,” or “What are your strengths and weaknesses?” Odds are you asked these questions because they were once asked of you. These questions have been asked and answered many times but asking the same questions over and over does not necessarily make you a skilled interviewer. Candidates, especially those who jump from job to job, are skilled at answering these canned questions and often provide in return, canned responses. Behavioral assessments that offer behavioral interview guides provide questions based on the candidate’s personality. These are questions you may not think to ask during a traditional interview and are designed to get the candidate to reveal more about themselves than accomplished during a traditional interview. For example rather than asking a strength and weakness question, you may ask a candidate who tested as particularly confident, “What if anything do you believe you could not accomplish?” This is a question a candidate most likely has not heard before and they will answer it in kind but with an unprepared response. Similarly you may ask a candidate who tested as rebellious, “When would you tell a customer less than the whole truth?” Open ended questions such as these force the candidate to open up about themselves during the interview.

Conducting an effective interview is the hiring manager’s chance to evaluate the candidate and make a final, informed hiring decision.

Your goal when recruiting is not just to advertise an open position but to promote your company. Attracting top talent for any position is your goal. Screening candidates effectively with either skills or behavioral assessments is necessary but you must also respect the candidate’s time and move the process quickly. Ensuring you save the hiring manager’s time with good pre-screening measures such as phone screens or more revealing video interviews saves your organization money. Conducting behaviorally based interviews enables the hiring manager to learn more about the candidate than they would in a traditional interview.

Thank you for reading my blog and I look forward to posting more in the coming weeks.


Ryder Cullison

How your company can hire more effectively: III

Part III
Save the Hiring Manager’s time!
One issue with recruiting, particularly by an HR dept., is that they do not know enough about a position to effectively screen candidates, especially for highly technical positions. Overworked HR departments simply scan resumes for key words. The resulting outcome is a number of hiring managers who get pushed into interviews with unqualified candidates. Time spent by the hiring manager interviewing unqualified candidates is time away from managing the business.

Obviously one of the more popular forms of pre-interview screening is the phone screen. Phone screens can eliminate candidates before they come into the office. Positive aspects of phone screening are they are very affordable, easy to execute and quick. Negative drawbacks are they must either be conducted after hours or the candidate must possibly leave work or take the call over their lunch break. This tends to put the candidate in a rushed, un-relaxed state.

Another way of presenting themselves that candidates are taking advantage of is the use of video, specifically video resumes. Many hiring managers are looking to video as a more thorough means of qualifying candidates. The main drawback to video resumes is that recruiters or hiring managers, rarely have the time to watch them. Most struggle with just getting through all the paper resumes. A better alternative would be a video interview. In comparison to a video resume, a video interview has the candidate answer questions related to their work experience or requirements of the job. Some video interviewing tools such as Interview4 allow the recruiter to upload custom questions and skip through the recorded interview by jumping from question to question. This allows them to quickly scan the interview and determine if there is enough genuine interest to bring the candidate in for a face-to-face. Obvious pros are the recruiter can see the candidate and their energy level. The company can save greatly on travel costs. There are no scheduling conflicts since the candidate can take the interview after hours anywhere an Internet connection is present. As a result, the candidate is less rushed and more at ease. Additionally the recorded interview can be shared with colleagues thus eliminating the need for multiple interviews. Often good candidates are lost during a long drawn out recruiting process, as they entertain offers from your competitors.

I’ll wrap it all up next week with the last part in this series, “You’re not the only fish in the sea!” Until next time.