Paper used for CV’s is good… to warm up a fireplace or a sauna.
The CV has traditionally been the entry ticket to the next phase of the recruitment process when ranking candidates and selecting those who proceed to face-to-face interviews.
When the time arrives for the interview, candidates are invited to the office for a personal interview. Everyone is excited, waiting for a perfect match. Every seasoned recruiter or hiring manager has however encountered a situation, where the illusion breaks instantly, when the candidate steps into the interviewing room.
CV inarguably reveals candidate’s hard skills and experience. But what are the hard skills and experience good for, if the person doesn’t fit the company culture or the team. If this is only first recognized during the interview, both the candidate and the interviewer(s) have wasted precious time.
Another side of the coin is the fact that there might be total superstars among the candidate pool, who just didn’t make it to top-5 when screening the candidates based on their submitted CVs. These superstars might actually have been the best fit for the company. Turning down these candidates without inviting them to an interview can potentially be a huge loss to the hiring company. And the candidates will most likely not apply a second time.
What if candidates were asked to send a video presentation (or video resume) of themselves before inviting them to an interview? Better yet, if the recruiter has a pre-planned set of questions, to which the candidates can answer as they apply.
There are now solutions in the marketplace where a modified version of pre-recorded video interview can be uploaded thus making them publicly available.
With the public video interview approach the candidates simply enter their contact information, a link to LinkedIn (or Xing, VisualCV, About.me, ….) profile, and video answers to questions posed by the hiring manager or HR.
If however, the job role is of a nature, where online CVs (e.g. LinkedIn profile, … ) are not widely used, traditional CVs still can be uploaded. Since video recruitment is not necessarily always the best or the most suitable method for all positions.
But there are positions e.g. sales reps or any roles that involve a lot of interpersonal communication or customer work where you definitely will have a better assessment after you have first seen them on video.
Public video interview is also a very good way to introduce company staff to potential future colleagues. It will activate the semi-passive candidate to apply if the people presenting themselves and asking questions arise interest. It’s all about the fit to the team i.e. ”the Click”. If there’s the Click, there’s the way. Most of the hard skills can be taught and learned, but the Click either is or isn’t there.
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