Video Interviewing in Recruitment

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Kes Thygesen and Dimitar Stoyanov from OVIA.me describe how video interviewing in recruitment is evolving for the first ever Mobile and Video Recruitment Conference in Sept' 2010.

Other presenters on the day included Google, Roundpoint, allthetopbananas and LV.

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  • Introducción – Dos cositas: Primero, recuerde presentarse; y después, en una oración, diga que hace la compañía (15-20 segundos)OVIA™ allows you to interview anyone, anywhere at any time. It dramatically reduces the time and money spent on candidate screening by allowing users to vet more candidates with less resources whilst evaluating a candidate’s soft skills.What is OVIA™? OVIA™ is a web application that allows you to interview anyone, anywhere at any time. For recruitment teams it dramatically reduces the time and money it takes to find the best candidates out there. It replaces the time consuming phone screening or even the first round of face-to-face interviews with an online video interview, giving the team a better insight into a candidate’s personality and soft skills. OVIA™ helping you hire better talent faster.
  • Introducción – Dos cositas: Primero, recuerde presentarse; y después, en una oración, diga que hace la compañía (15-20 segundos)OVIA™ allows you to interview anyone, anywhere at any time. It dramatically reduces the time and money spent on candidate screening by allowing users to vet more candidates with less resources whilst evaluating a candidate’s soft skills.What is OVIA™? OVIA™ is a web application that allows you to interview anyone, anywhere at any time. For recruitment teams it dramatically reduces the time and money it takes to find the best candidates out there. It replaces the time consuming phone screening or even the first round of face-to-face interviews with an online video interview, giving the team a better insight into a candidate’s personality and soft skills. OVIA™ helping you hire better talent faster.
  • Introducción – Dos cositas: Primero, recuerde presentarse; y después, en una oración, diga que hace la compañía (15-20 segundos)OVIA™ allows you to interview anyone, anywhere at any time. It dramatically reduces the time and money spent on candidate screening by allowing users to vet more candidates with less resources whilst evaluating a candidate’s soft skills.What is OVIA™? OVIA™ is a web application that allows you to interview anyone, anywhere at any time. For recruitment teams it dramatically reduces the time and money it takes to find the best candidates out there. It replaces the time consuming phone screening or even the first round of face-to-face interviews with an online video interview, giving the team a better insight into a candidate’s personality and soft skills. OVIA™ helping you hire better talent faster.
  • Introducción – Dos cositas: Primero, recuerde presentarse; y después, en una oración, diga que hace la compañía (15-20 segundos)OVIA™ allows you to interview anyone, anywhere at any time. It dramatically reduces the time and money spent on candidate screening by allowing users to vet more candidates with less resources whilst evaluating a candidate’s soft skills.What is OVIA™? OVIA™ is a web application that allows you to interview anyone, anywhere at any time. For recruitment teams it dramatically reduces the time and money it takes to find the best candidates out there. It replaces the time consuming phone screening or even the first round of face-to-face interviews with an online video interview, giving the team a better insight into a candidate’s personality and soft skills. OVIA™ helping you hire better talent faster.
  • TheProblemResearch suggest that in order for interviews to be highly reliable they need to be structured and candidates should be evaluated by multiple stakeholders related to the position (although they advise against panel interviews).
  • MEXICO 2010 800,000 nuevos empleos formales, http://www.milenio.com/node/460818We estimate there are over 10.5 Million face to face interviews per month in the UK and US (from 3.4M monthly job vacancies), Job estatistics US, UK http://data.bls.gov/cgi-bin/Craiglist 1M jobpostingsmonthlyAccording to research firm Borrel Associates and the IABUK organizations in the US and UK spent over 5.7 Billion USD in online recruitment advertisement in 2009.OTRAS VERTICALESUNIVERSIDADESEVALUACIÓN CANDIDATOS A MAESTRÍASPRÁCTICA DE ENTREVISTAS PARA ESTUDIANTESEMPRESAS GRANDESEVALUACIÓN DE CANDIDATOS A CONTRATAR CONSULTORAS DE RECURSOS HUMANOSEVALUACIÓN DE CANDIDATOS A CONTRATARFRANQUICIASCASTING / AGENCIAS DE MODELOSAEROLÍNEASFOCUS GROUPSESCUELAS DE IDIOMASHOTELERÍAMercado – Describa el mercado total. Describa los segmentos pertinentes y muestre un gráfico de torta u otro tipo de gráfico. Construya estos números desde sus partes constitutivas. No lo simplifique en una pequeña participación de un gran mercado. (30 segundos)
  • La Solución – Describa su producto o servicio en términos de beneficio. Su ayuda visual debería tener fotos, diagramas simples, capturas de pantalla. Muestre un diagrama de la cadena de valor si es importante mostrar cómo encaja su solución con otros productos o servicios (1-2 minutos)How it works ARMADO ENTREVISTA: Se grabanlaspreguntaspara la entrevista y se envían a los candidatos.RESPUESTA DE CANDIDATOS: Los candidatos graban sus respuestas. Se les da un 10 segundos para pensar y 2 minutos para responder cada pregunta. Los tiempos se pueden modificar.EVALUACIÓN DE RESPUESTAS: Los evaluadores miran las respuestas de los candidatos. Decidiendo qué candidatos llamar para una entrevista cara a cara.How it works Invite: You create a set of video questions relevant to your job opening. Then invite applicants to take the interview. Record: Applicants record unrehearsed answers to your questions using their webcam. They have 10 seconds to think about their response and 2 minutes to answer each question (times can be changed).View Interview: You and your hiring team are able to view their responses at your convenience. You can thus have a face-to-face interview with only those who are a good-fit for your company.
  • CostSavings – OVIA™ helpsorganizationsensureonlythebestcandidates are invitedfor a face-to-face interview so can cutcostsby more thanhalf.Easy Structured and Personal Interviews for better results – Research indicate the best type of interviews have to be structured and should be asked exactly under the same conditions to all candidates. Also applicant reactions are improved when interviewers show an interest in and concern for the applicant and give more information about them – i.e. Our Video Introduction and video questions.CollaborativeEvaluation – Organizations canmakejointdecisionsearlyondecidingwhois a goodcandidatewithlittleeffortGlobal Recruiting – OVIA™ is completely web based allowing recruiters and applicants to access the system from anywhere in the world. Recruiters record the interview questions, thus non-local applicants are still able to see the faces behind the organization and interviewers get to know them.Branding – With the help of the introductory video played at the beginning of every interview, the brand and values of a company or organization will be communicated to the job applicants in the very early stages of the process.
  • Competencia – Oriente al inversor acerca de su competencia directa e indirecta. Este slide es otra oportunidad para resaltar su ventaja competitiva. (30 a 60 segundos)Two Mature competitors in the US: HireVue (2004) and Interview Stream (2003); and a couple of smaller players in the UK.Hireviewrecivió 5M USDDirefenciadoresMejor calidad de video.Seguridad de los videos – algunos de los competidores no lo tienes.Mejor userexperience, humanización de la aplicación.Nuestro equipo, más experiencia en tecnología, ellos más exp en reclutamiento offlineModelo de negocios
  • Video Interviewing in Recruitment

    1. 1. Kes Thygesen Dimitar Stanimiroff<br />@kesthygesen @stanimiroff<br />
    2. 2. 1981- The First Mention of Video Résumés<br />
    3. 3. 1991- The First Webcam Photage<br />
    4. 4. 2002- First Job-board Video Integration<br />
    5. 5. 2003- Skype Brings Video Conferencing to the Masses<br />600 Million Users- 35% for business<br />12% of all international calls<br />1/3 of which used video<br />
    6. 6. 2007- Video Résumés on YouTube<br />1,600+ <br />Entries under ‘Résumé’<br />650 <br />Video Applications<br />
    7. 7. 2009 – Best Job in the World<br />34,629<br />Video Applications<br />
    8. 8. 2010- 20+ Companies in the Video for Candidate Screening Space<br />2010<br />
    9. 9. The Rise of Video to Screen Candidates<br />Why Now?<br />
    10. 10. Faster and More Widespread Internet<br />73 % of households now have access to a broadband internet connection<br />
    11. 11. Webcams Are Standard<br />
    12. 12. Familiarization with Video & Video Conferencing as a Communication Tool<br />
    13. 13. Increasingly Competitive JobMarket<br />
    14. 14. Why 2011 will see Video Becoming More Common to Screen Candidates<br />TECHNOLOGY<br />ENABLES<br />NEED CREATES<br />DEMAND<br />Supporting <br />infrastructure<br />widely available<br />Need to <br />differentiate<br />application<br />Increasing video<br />interviews & video <br />Résumés<br />Increasing<br />number of<br />applicants to <br />screen<br />Video<br />conferencing <br />adoption<br />
    15. 15. 3 Ways to screen candidates using video <br />Two way (real-time) video-interviewing<br />One way (time-shifted) video-interviewing<br />Video résumés / Video CVs<br />
    16. 16. FiveMythsAbout Video Interviewing<br />
    17. 17. “I’dratheraskquestionsbasedoncandidates’ answers…”<br />Structured interviews have been proven to be twice more reliable than interviews where questions are asked based on the candidates’ answers.<br />
    18. 18. “Thismightbe open todiscrimination”<br />The EEOC (US Equal Employment Opportunity Commission), has issued a letter stating that video clips, video resumes and the like are not inherently discriminatory.<br />
    19. 19. “Candidateswillfindthis impersonal”<br />“I think the interview was organized in a good manner. Seeing the Director face to face helped to make it more personal and I enjoyed it. Thank You Rishabh”<br />
    20. 20. “Baby-boomers will never use this”<br />There are more people aged 45 – 54 than 25 – 34 on social media sites according to a study by pingdom.com<br />
    21. 21. “Video interviews willreplacetheface-to-face interview”<br />
    22. 22. “Video interviews willreplacetheface-to-face interview”<br />
    23. 23. What’snext?<br />

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