Video has been in the hiring space for sometime now. This chart represents the various types of video used in the space. Video Resumes are typically long videos and therefore large file attachments. Video resumes raise discrimination concerns because of their placement in the hiring process. Video Interviews are great for long distance hires, when required. However the videos can be very long and the process may not be designed to scale. Many clients are creating Produced Videos for their websites. They are like a commercial and have a great sell message, however they are a large invest of time and money! And then there’s VIPE. Create short 30 second video introductions or messages to send to your clients. Your standard process is maintained and regulatory concerns are mitigated – which we’ll discuss further on!
Another study was conducted where a group of interviewers interviewed candidates for 20 minutes. The interviewers were asked to rate each candidate of attributes such as ambition, intelligence and competence. A group of Observers viewed the first 15 seconds of each interview and were asked to rate each candidate on the same attributes. The results showed that the observer’s first impressions in 15 seconds almost paralleled the impressions of the interviewers.
Whether you’re making a decision to represent a candidate or find a candidate for a specific job request, Vipe’s clip on product fits into your stand process and mitigates concerns of discrimination Below are the steps in the hiring process at a high level. The first step is to source for candidates from your database or from job boards and referrals. The second step is the review the resume and/or conduct an interview. It is at this point where an objective decision is made to continue with the candidate. It is at this stage in the process where Vipe would be introduced by inviting the candidate to create their video introduction or by forwarding the video to the hiring manager for review. Present a more well-rounded view of your candidate and receive a more qualified response. Using Vipe will shorten the time to hire and increase your bottom line.
[March 10, 2010] Vipe Inc Presentation to [Prospect]
Helping you acquire more customers with our domain specific video messaging solutions. Nominated for Staffing Industry Analysts Featured in
Why Vipe Customers Win Uniquely providing a domain specific solution, our service improves with every new customer. Vipe Recruiting Customer Survey Results Those who use Vipe several times per week have on average made four placements per month with the help of Vipe video messages over the last six months, even in this tough economy. Those who use Vipe several times per month or more indicated they shortened their hiring process an average of ½ a week to a week when using Vipe candidate videos, helping them make more revenue in less time.
The Value of Video in a Web 2.0 World Organizations are sacrificing the effectiveness of face-to-face sales by using cheaper, depersonalized mass communication techniques.
7% - Words
38% - Tone of Voice
55% - Body Language
Components of Effective Communication Effectiveness Sacrifice
Why Vipe Video Messaging? Do It Yourself Approach
Best practices learning curve
Bandwidth and storage issues
Do It Yourself Approach YouTube / Sharing Sites
Little management and privacy capabilities
YouTube / Sharing Sites Video Resumes / Interviews
Historically have not caught on
Large file attachments
Not designed to scale
Video Resumes / Interviews
Short 30-second video introductions
Your standard process is maintained
Industry specific turnkey solution
Continual product upgrades
Specialize in video deliverability
Professor Frank Bernieri University of Toledo “… twenty-minute interviews in which the interviewers were asked to rate each candidate on attributes such as ambition, intelligence, and competence. Then a group of observers was asked to watch video footage of just the first fifteen seconds of each interview. The results showed that the observers' first impressions in fifteen seconds almost paralleled the impressions of the interviewers.*” *As quoted by Alan and Barbara Pease in The Definitive Book of Body Language The Science 20 minute interviews Interviewers 15 second videos Observers Nearly identical Results
Vipe’s Unique Solution Video Messaging Platform Domain Specific Applications Implementation Program Solving the complexities of managing, tracking, and delivering video messages to your customers and prospects. We provide industry specific product functionality. We have developed a simple and systematic way to educate new users how best to use video in the recruiting industry.
Land more job orders - Differentiate your high quality and personalized level of service.
Place more candidates – Provide an unobtrusive and more well-rounded view of your candidates.
Leverage your candidates and employees – Engage your candidates and employees through contests to drive referrals.
Add efficiency to your operations – Automate training, information, seasonal updates, and payroll updates.
Video Use Cases Adding personalization into multiple aspects of your business is proven to differentiate your service and provide tangible benefits. A single additional placement will more than pay for an office’s annual subscription.
1. Create Record video using virtually any recording device 2. Manage Manage through our on-demand interface 3. Distribute Secure web links – no login is necessary! Webcam “in-browser” streaming upload Digital camera upload View on the web Mobile phone upload via MMS Vipe Recruiting Dashboard Mobile Delivery Vipe teaches you how to apply video to your business How it Works
A “clip-on” product that fits into your standard process and mitigates concern of discrimination Find resumes through job boards, your website, referrals, etc. Screen resumes based on technical qualifications and experience Invite candidates to create short 30 second videos Forward videos to hiring managers Present more well-rounded view of your candidate Better qualified response Shorter time to hire Increased bottom line! Vipe in the Hiring Process Source Presentation Hire Screen Objective decisions are made