http://www.talentonview.com

HR practitioners don’t seem to like it – it seems they don’t have the time, the equipment, the sound or trust in the content not undermining their existence.

Response – A simple webcam is the only only peice of equipment that is required and of course the Internet and a computer. Time is not a factor as a well designed video application can actually reduce time and save money. A tailored video application can simply ask the candidate to answer specific questions in line with the position advertised. This eliminates the phone interview and adds more depth to a candidate in initial stages. TOV utilise the same CDN network that youtube use, so quality is no issue at all.

Employers in the U.S. don’t like it every time they hear another story about discrimination litigation.

Response – The US govt. have actually answered this, there is no problem at all, please read – http://www.eeoc.gov/foia/letters/2004/titlevii_ada_recordkeeping_video.html

Recruiters don’t seem to like it as it hampers consultant productivity and undermines their pricing model.

Response – Recruiters in the UK are actually using TOV’s video tool as a new busines generator. With all recruiters competing on a daily basis it has become more important to have a larger point of difference. Adopting new technology and taking risks is something that the UK market is happily moving forward with. It is actually adding to their product offering and helping them stand out from the crowd.

Jobseekers don’t seem to like it because most of them don’t know how to produce one, and there seems to be a greater chance of getting rejected based on video.

Response – This is all about education with candidates. A well planned video process adds far more value then just sending through a standard resume.

Jobseekers and Employers seem to prefer an actual interview where you can tailor the content in person and judge where you might end up working / who you might end up employing.

Response – Of course, video will never replace face to face and isn’t designed to. It’s purpose is to add value in the initial stages of the recruitment process and give a greater understanding of both employer and candidate.

RPO people don’t like it because it (currently) lengthens the metrics on which they get paid and if video is used to shorten the process they don’t like it either because it might lose them big contracts.

Response – I find this hard to believe, what RPO’s have actually used video for them to have this insight. If a video shortened the recruitment cycle that is ideal, isn’t that one of the major benefit’s of online advertising and what Seek promote.

Gen X and older don’t like it because the idea of being recorded or appearing on film makes them feel wierd.

Response – Video does not have to be compulsory, its a personnel choice and I’m sure once it takes hold it will be widespread across all ages.

Job boards don’t seem to like it that much either because none of their customers seem to like it.

Response – Interesting comment, every job board I have spoken to (excluding Seek) globally are planning implementing video this year. Why is it Seek are so reluctant.

HR practitioners don’t seem to like it – it seems they don’t have the time, the equipment, the sound or trust in the content not undermining their existence.

Employers in the U.S. don’t like it every time they hear another story about discrimination litigation.

Recruiters don’t seem to like it as it hampers consultant productivity and undermines their pricing model.

Jobseekers don’t seem to like it because most of them don’t know how to produce one, and there seems to be a greater chance of getting rejected based on video.

Jobseekers and Employers seem to prefer an actual interview where you can tailor the content in person and judge where you might end up working / who you might end up employing.

RPO people don’t like it because it (currently) lengthens the metrics on which they get paid and if video is used to shorten the process they don’t like it either because it might lose them big contracts.

Gen X and older don’t like it because the idea of being recorded or appearing on film makes them feel wierd.

Job boards don’t seem to like it that much either because none of their customers seem to like it.

http://www.dealbreaker.com/aleksey_vayner/