Just before YouTube becoming more popular, Internet authors and bloggers started speaking of video resumes. There have been arguments for and arguments against, just like other technologies a variety of terms were utilised to explain exactly the same factor – sometimes interchangeably. Within a short while from the phrase ‘video resumes’ gaining acceptance, ‘video interviews’ arrived to make use of. How are these different?
Let us Begin By Defining Each Term
Video Interview: A relevant video interview is the interview held from a potential employer along with a candidate using video enabled technology. Video interviews are required by a company after screening the candidate’s resume. Specific video interview tools include webcams, traditional videotapes, or interactive video equipment. Video interviews can be seen in tangible-time (employer and candidate interacting concurrently) or pre-recorded (candidate first completes the recording interview, then a company views the recorded video) formats. Nearly all video selection interviews are performed by participants in various geographic locations however, some in-person interviews are taken with video equipment to be able to share the information along with other decision makers in order to keep interview.
Video Resume: Video resumes are initiated through the candidate. A relevant video resume typically shows an applicant describing their qualifications, experience, and skills. From time to time, a relevant video resume could have career goals, hobbies, or unique talents the candidate would really like a company to determine. A relevant video resume is usually recorded utilizing a webcam or video camera, following so it is submitted to the web (videotapes or DVDs can be utilized in some instances). Video resumes commonly are not customized to some specific company or position rather, they’re more frequently generic.
If Different, How Could They Be Different?
The most known differentiator between video interviews [http://world wide web.hirevue.com/document.php?action=employers&] and video resumes is who begins the recording process. Video interviews are initiated by a company, who, after screening the candidate’s resume, believes the candidate has got the necessary qualifications to work under consideration. Viewed out of this position, video interviews share most of the same goals as phone screens. However, video resumes are initiated by candidates and therefore are usually produced as a result of employment listing. Missing any direction in the employer, a relevant video resume isn’t unlike a conventional paper resume. Both video interviews and video resumes exist to deal with the fundamental shortcomings from the recruitment process. For instance, recruiting frequently takes more than expected, resumes aren’t an entire look at a candidate, etc. That stated, you will find obvious benefits and drawbacks of every video tool.
Pros: Video Interviews
Questions are standardized for those candidates
Easily compare candidates
Helpful for pre-screening applicants
Matches hiring laws and regulations
Suits current hiring workflow
Reduce travel expenses
Interviews are archived to permit later recall
Position specific interview questions
Many managers can observe online
Cons: Video Interviews
Little interaction between candidate and potential employer
Candidates may feel nerves, resulting in an undesirable interview
Not every video interview providers offer 24/7 support
Pros: Video Resumes
Free for that employer
Find applicants using their company when compared to a job boards
Lets candidates express their own character
Simplifies portfolio discussing for creative hires
Cons: Video Resumes
Insufficient standardization makes comparison difficult
Can contain unrelated or immaterial content
Not easily integrated with recruiters’ workflow
No communication with candidate
No standard of professionalism
Opens employer as much as discrimination risk
When must i select a video interview or video resume?
Now you comprehend the distinction between video interviews and video resumes, let us take a look at when it’s appropriate to make use of each.
Use Video Interviews When:
1) Candidates are far away from the company location. Within this situation, video interviews can weed the applicants to the peak finalists, which saves travel expenses when compared with flying each applicant to headquarters.
2) In a college campus or job fair. Here video interviews are helpful for pre-screening many candidates inside a almost no time.
3) Hiring managers are broadly spread. The task with lots of hiring managers is allowing all of them to see each candidate, which video interviews can certainly accomplish.
4) Communication skills are highly relevant to the task description, for example in customer-facing positions like sales. Of these candidates, video interviews can quickly show a candidate’s capability to perform.
5) Recruiters have to differentiate their recruiting services. One effective technique is to email a hyperlink to some video interview.
Use Video Resumes when:
1) The aim would be to encourage creative, forward-thinking candidates by providing the choice to upload a relevant video resume.
2) It’s beneficial for that candidate to talk about a portfolio.
3) Creativeness is much more important than consistency. For instance, reality show candidates.
You Cant Ever Have Sufficient Tools
Video interviews and video resumes work well tools in lots of conditions. If any of these situations resonate along with you, use video inside your recruitment process and relish the time, money, and hassles that you’ll save.