The document presents a final report on an online platform for video CVs and applications, analyzing the labour market situations in Austria, Portugal, Croatia, and the Czech Republic as of 2015. It includes statistical data about unemployment rates, employment trends, and various labour market services available in these countries. The document also discusses state-of-art platforms and resources for job seekers and human resource companies, alongside expert interviews and surveys conducted with young people.

1. ONLINE PLATFORM FOR VIDEO CV & APPLICATIONS
Final Report I01
Project Contract Nr. 2016-1-AT01-KA202-016669
Document Contact / Partner
Version (Draft / Final)
Date
The EuropeanCommissionsupport for the productionof this
publication does not constitute anendorsement of the contents
which reflects the views of the authors, andthe Commission cannot
be heldresponsible for anyuse which maybe made ofthe
informationcontained therein.

2. 2
Authors (in alphabetical order)
Name Project Partner

3. 3
Table of Content
1 Labour Market Service ........................................................................................................... 5
1.1 Statistical data of CUVID partner countries ...................................................................... 5
1.1.1 Labour market situation Austria in 2015 ................................................................... 5
1.1.2 Labour market situation Portugal in 2015 ................................................................. 5
1.1.3 Labour market situation Croatiain 2015................................................................... 8
1.1.4 Labour market situation Czech Republic in 2015 ......................................................10
1.1.5 EU-quota (according to EUROSTAT 01.12.2016) .......................................................12
2 Labour market services in CUVID partner countries ................................................................13
2.1 The Public Employment Service (AMS) in Austria.............................................................13
2.1.1 Roles of the AMS offices.........................................................................................15
2.1.2 Services provided by the Public Employment Service Austria....................................15
2.2 Labour market services in Portugal.................................................................................17
2.2.1 Candidates: available services.................................................................................17
2.2.2 Entities: Available services......................................................................................18
2.3 Labour market services in Croatia...................................................................................19
2.4 Labour market services in Czech Republic.......................................................................22
2.4.1 Public employment services....................................................................................22
2.4.2 Jobs in Newspapers................................................................................................23
2.4.3 Job Websites .........................................................................................................23
2.4.4 EURES....................................................................................................................23
2.4.5 Recruitment agencies.............................................................................................24
2.4.6 Private personnel agencies.....................................................................................24
2.4.7 Other sources........................................................................................................24
3 State of Art...........................................................................................................................24
3.1 Platforms......................................................................................................................24
3.1.1 Jobma...................................................................................................................24
3.1.2 Tumeves................................................................................................................30
3.1.3 Gocvone................................................................................................................31
3.1.4 PitchCV..................................................................................................................33
3.1.5 Cammio.................................................................................................................34
3.1.6 30secondscv..........................................................................................................35
3.1.7 myvideocv.............................................................................................................36
3.1.8 employme.............................................................................................................38
3.1.9 tuvideocvonline .....................................................................................................39

4. 4
3.1.10 yovijob..................................................................................................................40
3.1.11 seemecv................................................................................................................43
3.1.12 audiovisualcurriculumvitae.....................................................................................44
3.1.13 powermeeter.........................................................................................................46
3.1.14 Whispahh..............................................................................................................48
3.1.15 cingo.....................................................................................................................48
3.2 Infofor Intellectual Output 2..........................................................................................49
3.2.1 tuvideocv...............................................................................................................49
3.2.2 theguardian...........................................................................................................49
3.2.3 ukcvexperts...........................................................................................................49
3.2.4 howtovideointerview.............................................................................................51
3.2.5 jobsallovereurope..................................................................................................53
3.2.6 internsme..............................................................................................................54
3.2.7 pcworld.................................................................................................................54
3.2.8 Blog techsmith.......................................................................................................60
3.2.9 impactbeacon........................................................................................................60
3.2.10 internsme..............................................................................................................62
3.2.11 nyscmart...............................................................................................................69
4 Services for Human Resources Companies..............................................................................70
4.1 Video-Recruit................................................................................................................70
4.2 Alexander Knight Recruitment........................................................................................71
5 Services for Applicants..........................................................................................................72
5.1 curriculostv...................................................................................................................72
5.2 meettherealme.............................................................................................................73
5.3 sparkhire ......................................................................................................................74
6 Expert Interviews..................................................................................................................75
6.1 Introduction..................................................................................................................75
6.2 Objective......................................................................................................................76
6.3 Methodology ................................................................................................................76
6.3.1 Sampling...............................................................................................................76
6.4 Limitations....................................................................................................................77
6.5 Results..........................................................................................................................78
7 CUVID young people survey...................................................................................................87
8 Conclusions / Recommendations for upcoming project stages.................................................94

5. 5
1 Labour Market Service
1.1 Statistical data of CUVID partner countries
1.1.1 Labour market situation Austria in 2015
An increasingproportionof the potential labourforce are failingto integrate intothe labourmarket;
9,1 % unemployment quota in 2015.
In 20151
the potential labour force in Austria grew in comparison to 2014 by 66,428 (+ 1,7 %) to
3,889,185, withan increasingproportionfailingtofindgainful employment;the numberof (notself-)
employed increasing by 31,454 (+ 0,9 %) to 3,534,854 and the number of registered unemployed by
34,974 (+ 11,0 %) to 354,332. If training participants are added to the registered unemployed then a
total of 419,458 were without jobs (+ 24,783 respectively + 6,3 %).
Thisdevelopmentledtoanincrease of the registered unemployedquotatoarecordof 9,1 % (+0,8 %).
The internationallycomparable employmentrate of 5,7% remainedclearlybelow the EUaverage (9,4
%),comparedwiththe other EU memberstateshoweverAustriaslippeddownfromranktwo behind
Germanyin2014 to rankfive in2015, behindGermany,the Czech Republic, Great Britain and Malta.
1.1.2 Labour market situation Portugal in 2015
According to the INE (National Statistics Institute) Employment Survey, Portugal had a population of
10 319 000 in the fourth quarter of 2015, comprising 47.3 % men and 52.7 % women. In this same
quarter,the active populationwas5195 400 andthe employedpopulationwasaround4 561 500. INE
figures from January 2016 estimate the rate of unemployment at 12.5 % (12.4 % for women), with
unemployment among young people under 25 years of age at 30.5 %.
Youth unemployment is becoming a very sensitive issue, although it has improved in recent months.
Long-termunemploymenthasalsoincreased,andaccountsfor56.8% of total unemployment(theEU-
28 average stands at 48.2 %).
Accordingtothe EuropeanLabourForce Survey(dataforthe thirdquarterof 2015), Portugal’sactivity
rate (73.5 %) isstill higherthanthe EU-28 average of 72.4 %. The participationof Portuguese women
in the labour market (70.4 %) is also higher than the EU average of 66.9 %.
1 Source: http://www.ams.at/_docs/001_JB-2015.pdf, 20.12.2016

6. 6
As far as new forms of work organisationare concerned, part-time workis still limited (only9.7 % of
total employmentcomparedto19.3 % forthe EU-28), and isparticularlyunderusedbywomen(12%)
compared to the average of 31.7 % female employment at EU-28 level.
At the end of February 2016 there were 575 999 people registered as unemployed with the
EmploymentServices,with48%menand52 % women.Of these,46.5% hadbeenregisteredformore
than a year.
Around 4 % of registered unemployed were foreign nationals. According to the figures available for
mainlandPortugal,there was a notable fall in their number from 29 156 in January 2015 to 26 430 in
January2016. 5 056 were EUcitizens(particularlyfromRomania,BulgariaandSpain),while4226 were
fromcountriesof EasternEurope (particularlythe Ukraine andMoldova).There werealsoover14 600
registeredunemployedfromPortuguese-speakingcountries,especiallyBrazil (6636) and Cape Verde
(3 318).
A sectoral analysis of employed labour in the fourth quarter of 2015 gives an idea of the country’s
employment profile: agriculture, animal production, hunting and forestry represent 7.1 % of the
employed population; industry, the building trade, power and water 24.4 %; and services 68.5 %.
The tertiary sector continues to assume greater importance, particularly vehicle trade and repair;
hotels and catering (21.3 % of total employment), and public administration and defence; social
security; education; health and social support services (24%).
In the servicessector,vehicle trade andrepair,hotelsandcateringcreatedthe mostjobs,particularly
in the large metropolitan areas, registering the greatest year-on-year rise in employment in services
with 27 400 more jobs in the fourth quarter of 2015.
Industry,building,powerandwater,whichhavebeenrecoveringsincethe beginningof2014,recorded
a year-on-yearincrease of almost39 000 jobs,and the buildingsectoraccountedfor 6 900 more jobs
than in the same quarter of the previous year.
The manufacturing industry (representing 17 % of all jobs), which is not one of the most dynamic
sectors of the Portuguese economy, has been modernising, with some industrial sectors being
significant not only in terms of employment (as regards quantity and the skills required),but also in
terms of their contribution to the creation of wealth in the country, particularly because they are
export-oriented:
informationandcommunicationtechnologies,withalarge numberof small andmedium-sized
enterprisesdeveloping software, for example, or working in innovative cutting-edge technologies;

7. 7
the moulds sector in the Centre region;
in life sciences, the pharmaceuticals industry and the emerging biotechnology sector;
the automotive “cluster” (with the presence of makes such as Volkswagen, but also some
component production plants);
electrical and electronic equipment industries.
Traditional sectors, such as footwear and clothing, have also committed to modernisation and
internationalisation,resultinginsome new jobsbeingcreated.Althoughunemploymentremainshigh
in virtually all occupational groups, a few workers are still required in the following occupations:
inthe InformationandCommunicationTechnologiessector(particularlyinformaticsengineers
with very specific specialist profiles);
in the health sector (doctors with various specialisations);
in the tourism, hotel and catering sector (which is almost entirely seasonal, i.e. summer):
cooks, waiters and bar staff;
in the agricultural sector (seasonal employment), particularly fruit and vegetable picking;
inthe Call and ContactCentres/BusinessSupportCentresandSharedServicesCentressector
(coveringadministrative,humanresources,accountingandmanagementsupervisory functions),some
professionals with very specific linguistic skills which are difficult to find in Portugal.
Inoffersfrombodiesinthe BusinessSupportCentresector,knowledgeof Portuguese isnotnecessary,
since the working language is the native language and during preliminary training in companies the
language needed is normally English. In other positions, language skills in Portuguese are essential,
particularlyinoccupationsrequiringcontactwiththe public.A knowledgeof otherlanguages,suchas
English, Spanish, French or German, may be an advantage, particularly in tourism.2
There are surplus workers who could move to the EEA in the following occupations:
secondary education teachers (in various subject areas);
economics, management and other business science graduates (including accountancy);
social sciencesandhumanitiesgraduates(psychologists,social servicesstaff,historians,etc.);
professionals in the field of marketing, advertising and sales;
professionals in various areas of engineering and related areas (civil engineers,mechanical
engineers, architects, chemical engineers, electronic engineers, etc.);
2 Source:
https://ec.europa.eu/eures/main.jsp?catId=2645&lmi=Y&acro=lmi&lang=en&recordLang=en&parentId=&countryId=PT&re
gionId=PT1&nuts2Code=PT17&nuts3Code=null&mode=shortages&regionName=National%20Level 10.01.2017

8. 8
1.1.3 Labour market situation Croatia3 in 2015
Labour Market Trends - In 2015, Croatia recorded positive shifts in the labour market as well.
The data obtainedfromadministrative sourcesandthe Labour Force Surveyshowedaslightincrease
in employmentand a significantdecrease in unemployment,whichtogether resultedin a decrease
in unemployment rate.
The average annual numberof registeredemployedpersons(1,356,568) increasedby1.1% compared
to 2014. The increase in the number of registered employed persons was recorded in the sector of
legal persons (by 1.8%), accounting for 84.1% of total registered employment.
The numberof registeredemployedpersonshoweverdecreasedinthe sectorof crafts,tradesandfree
professions(by2.4%) andthe sectorof individualfarmers(by6.7%).The averagenumberof registered
unemployedpersonsdecreasedby12.9% comparedto2014, droppingdownto285.906 persons.The
decrease inregisteredunemploymentwassupportedbyadecrease inthe numberof newlyregistered
unemployed persons (by 1.7%) and a simultaneous increase in the number of persons from the
unemployment register who were employed in the course of the year (by 3.1%). Such decrease in
unemployment and increase in employment together resulted in a 2.2 pp decrease in the average
annual registered unemployment rate, i.e. from 19.6% recorded in 2014 to 17.4% in 2015.
Accordingto the Labour Force Survey(LFS),there were on average 1,589,000 employed and 309,000
unemployedpersonsinCroatiain2015. Comparedto2014, the average numberof employedpersons
increasedby1.5%, while the average numberof unemployedpersonsdecreasedby5.5%.As a result,
the employment rate (15 – 64) increased to 55.8% (by 2.2 pp). In 2015, the average LFS-based
unemployment rate was 16.3%. Compared to 2014, the LFS based unemployment rate fell by 1 pp.
Registered Unemployment - In 2015, registered unemployment continued steeply declining.
Monthlyunemploymentfiguresrecordedin2015were significantlylowercomparedtothoserecorded
in2014, althoughthe %age difference wasslightlygreaterduringthe firsthalf of the year.The average
number of unemployed persons decreased from 328,187 recorded in 2014 to 285,906 in 2015,
representing a decrease by 12.9%. At the same time, the number of both unemployed men and
unemployedwomendecreasedaswell (14.8% and 11.2% respectively).The largest%age decrease in
the average numberof unemployedpersonswasrecordedinyoungerage groups(from20to24:18.0%
3 Source: http://www.hzz.hr/UserDocsImages/YEARBOOK%202015.pdf

9. 9
and from 25 to 29: 19.0%), while the oldest age group (60+) was the only group that recorded an
increase inunemployment in2015 (4.1%).The average numberof unemployedpersonsdecreasedin
all groups distinguished by the level of education as well.
The largest decrease was recorded in the group of persons with secondary education (three -year
programme:14.7%;four-yearprogramme:12.7%).In2015,unemploymentfellinall areasof economic
activity too.
Compared to 2014, substantial decreases in unemployment were recorded in construction (18.9%),
manufacturing (15.8%) and trade (13.7%), and unemployment also fell, albeit less significantly, in
financial and insurance activities (4.2%) and information and communication (5.4%). 2015 was also
marked by a decrease in unemployed persons in all counties. At the end of the year, 53.9% of
unemployed persons belonged to the category of short-term unemployed persons (unemployedfor
the periodof upto1year),whereas46.1% belongedtothe categoryof long-termunemployedpersons
(unemployedformore than1 year).Since durationof unemploymentgreatlydependsonthe levelof
education and decreasesproportionally with the increase in the same, persons with the lowest level
of education accounted for the largest share of long-term unemployed persons (69.2%), while the
smallest share of long-term unemployed persons was recorded in the group of persons with
undergraduate university and post-secondary non-university education (30.8%) and those with
graduate and post-graduate university or academy education (29.5%).
In 2015, the CES received202,468 noticesof jobopeningsfromemployers,i.e.32.5% more compared
to 2014. For the past six years, total employment of persons registered with the CES has been
increasing proportionally with the increase in workforce demand, recording annual employment
growth rates between 26.3% and 0.5%. Compared to 2014, the number of persons from the CES
register of unemployed persons who found employment increasedby 3.1% in 2015. In the course of
the year, a total of 232,499 personsfrom the CES registerof unemployedpersonswere employed,of
which 206,590 (88.9%) on a work contract basis and 25,909 (11.1%) on the basis of other business
activities (workplace training without a work contract, starting a company, craft or trade business,
temporaryservice contracts,etc.).Comparedto2014, employmentregulated onaworkcontractbasis
increased by 1.4%, while the number of persons employed on the basis of other business activities
increasedby19.2%.In2015, 41,467 personsfoundseasonal employment,accountingfor20.1% of the
total numberof personsfrom the CES registerwhowere employedin 2015 on a workcontract basis.
Compared to 2014, the total number of seasonal workers increased by 1,130 or 2.8%.

10. 10
The largest number of seasonal workers was recorded in accommodation and food service activities
(53.2% of total seasonal employment), trade (12.7%), administrative and support service activities
(7.6%), manufacturing (5.3%) and agriculture, forestry and fishing (3.8%).
Active LabourMarketPolicy – In2015, 64,773 personsparticipatedinthe measuresdefinedunderthe
Active Labour Market Policy (ALMP) falling within the scope of responsibility of the Croatian
Employment Service, of which 23,178 active participants from 2014 and 41,595 new entrants in the
course of 2015. Compared to 2014, the total number of participants increased by 14.4%, while the
total number of new entrants increased by 46.8%. In 2015, most new entrants joined workplace
trainingwithouta workcontract (18,597 or 44.7%), whichrepresentsanincrease of 30.4% compared
to 2014. New entrants also participated in public works (9,961 or 23.9%) and took advantage of
education incentives (6,603 persons or 15.9%), which represents an increase by 151.8% and 33.2%
compared to 2014. A small number of new entrants took part in the following measures: start-up
incentives(6.7%),jobretentionsubsidies(3.8%),institutionaltrainingforunemployedpersons(3.7%)
and institutional training for employed persons (1.2%).
The share of particular groups of new entrants in the average number of unemployed personswas
most significant in the group of persons with graduate and post-graduate university or academy
education (45.0%), followed by young persons up to 29 years of age (29.6%). As far as duration of
unemploymentisconcerned,mostnewentrantsbelongedto the groupof personsunemployedforup
to 6 months (15.9%) and from 6 to 12 months (15.3%). In terms of gender, women accounted for a
slightlylargershare of newentrantscomparedto men,i.e.15.8% comparedto 13.1%. From the total
number of new entrants in the course of 2015, 1,094 were persons with disabilities (15.8% of the
average numberof unemployedpersonswithdisabilities),1,935 personswere Croatianwar veterans
(7.1% of the average number of unemployed war veterans) and 480 persons were members of the
Romani national minority.
1.1.4 Labour market situation Czech Republic4 in 2015
The favorable developmentof economyreflectedfurtherdeclineof unemployment,thatstarted inthe
secondhalf of 2014. In2015 the average numberof registeredjobseekersannuallydecreasedby82,5
thous. to 478,9 thous., on the contrary the average number of vacancies (90,3 thous.) increased by
41,6 thous.in comparisonwithpreviousyear.For thisreason,there wasdecrease of average number
4 Source: http://www.mpsv.cz/files/clanky/28530/TK02_ukazatele_UK_2015_A5_II_korektura.pdf

11. 11
of jobseekersper1 job vacancy from11,5 in2014 to 5,3 in 2015. The average numberof job seekers
with unemployment benefit decreased by 14,1 thous. to 101,8 thous. persons. The average share to
total registered unemployment rate for the whole year represented21,3% (compared to 20,6% in
2014). The average share of unemployedperson(share of available jobseekers in age 15 to 64 years
to the population of the same age, as indicator, that replaced the registered unemployment rate)
declined (due to decrease in the first half of 2015) to 6,6%, i.e. by 1,1 %age point.
The data at the endof 2015 were annuallymore favorable:total numberof jobseekersreached 453,1
thous. (in December 2014 – 541,9 thous), there were recorded 102,5 thous. vacancies (at the end of
previousyear58,7 thous.) andthe share of unemployedpersonsdeclinedto 6,2% (inDecember 2014
– 7,5%). Total number of registered job seekers was largelyinvolved by people over 50 years of age
(their share annually rose from 29,2% to 31,2%). The number of people under 25 years of age
decreased significantly, their share decreased from 14,7% to 13,4%. The permanent problem is the
placingof candidateswithlowerlevel of education.The largestgroupof jobseekersisrepresentedby
secondaryvocational education(37,4%) andpersonswithprimaryeducation(26,9%).The numberof
the long-term unemployed (unemployed for more than 12 months) decreased from 237,2 thous. at
the endof 2014 to187,6 thous.Theirshare declined(comparedtopreviousyear)from43,8% to41,4%.
The slightdeclineof personsunemployedformore than24 monthswasalsosignificant,howeverthey
represented nearly 68,9% of long-term unemployed persons.
Average monthly amount of unemployment benefit increased annually from 5 958 CZK in 2014 to 6
171 CZK in 2015. Generally, this growth was related to increment of wages and salaries (including
minimum wage) as well as to increase of share of elderly job seekers (their decisive income for the
calculationof entitlementtounemploymentbenefitisgenerallyhigherthanincome of otherseekers,
especially young. Additionally, persons older than 50 years have also extended support period.
Unemploymentbenefitexpendituresmadeup8,3mld.CZKin2015anddecreasedannuallyby 1,0mld.
CZK.It wasmainlydue to decrease of the newlyregisteredjobseekers(annuallylowerby41,4 thous.
in 2015) and related decline of job seekers with entitlement to unemployment benefits.
Expenditure of MoLSA andthe Labour Office onActive EmploymentPolicyfromthe State budgetand
fromthe EuropeanSocial Fundmade up 9,7 mld. CZK in2015. Comparedto 2014, these expenditures
increased by 3,3 mld. CZK, mainly due to the European Social Fund.
Furthermore, within the framework of State Employment Policy it was spent 4,3 mld. CZK on benefit
to employerswhichemployedatleast50% of disabledemployees(§78 of the Act No. 435/2004 Coll.,

12. 12
Employment Act) and 0,2 mld. CZK on payments of wage claims to employees in case of employer’s
insolvency.
The improvement of economic development has generated the decrease of unemployment and
growthof employment.AccordingtoLabour Force Surveyof CZSO,there was growthof employment
in all sectors of national economy up to 5 041,9 thous. persons in 2015 (i.e. annual increase by 67,6
thous. persons, i.e. by 1,4%).
1.1.5 EU-quota (according to EUROSTAT 01.12.2016)
2014 2015
2015 2016
Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct
Austria 5,6 5,7 5,8 5,9 6,0 6,1 6,1 5,9 5,9 6,1 6,2 6,2 6,2 6,1 5,9
Czech Rep. 6,1 5,1 4,6 4,5 4,5 4,3 4,2 4,0 4,0 4,0 4,2 4,2 3,7 3,9 3,8
EU28 10,2 9,4 9,1 9,0 9,0 8,9 8,9 8,7 8,7 8,6 8,6 8,5 8,5 8,4 8,3
Croatia 17,3 16,3 16,1 15,7 15,1 14,7 14,3 13,9 13,6 13,2 13,1 13,0 12,9 12,7 12,7
Portugal 14,1 12,6 12,4 12,3 12,2 12,1 12,1 11,9 11,6 11,2 11,0 10,9 10,9 10,9 10,8
Table 1: Unemployment rates of CUVID consortium partner countries by comparison, EUROSTAT
(seasonally adjusted)5
5 Source: http://www.ams.at/ueber-ams/medien/arbeitsmarktdaten, 2016, 20.12.2016

13. 13
2014 2015
2015 2016
Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct
Austria 10,3 10,6 11,4 11,5 11,4 11,9 11,8 10,5 10,3 11,1 11,7 11,6 11,6 11,4 11,1
Czech Rep. 15,9 12,6 11,5 11,0 10,8 10,4 9,9 9,8 10,1 10,7 11,7 11,2 11,1 10,1 10,7
EU28 22,2 20,3 19,9 19,6 19,5 19,3 19,2 18,9 18,8 18,9 18,7 18,7 18,6 18,4 18,4
Croatia 45,5 43,0 39,9 39,9 39,9 30,9 30,9 30,9 31,9 31,9 31,9 29,7 29,7 29,7 :
Portugal 34,7 32,0 32,0 31,9 30,2 29,8 30,0 31,0 29,5 28,0 26,7 27,2 26,7 28,6 28,9
Table 2: Youth unemployment rates (15 to 25 years old) of CUVID consortium partner countries by
comparison, EUROSTAT (seasonally adjusted)6
2 Labour market services in CUVID partner countries
2.1 The Public Employment Service (AMS) in Austria
The first step for job-seekers in Austria is to contact the Public Employment Service (AMS). There,
advice will be givenonfindingajobinAustria.Forjob-seekersof othercountriesof originthanAustria
respectivelyforAustrianjob-seekerswhowouldlike togo abroad,an EURES7
adviserwill give advice
andassistance toapplicantslookingforjobs,andtoemployerswishingtorecruitpersonnelinanother
memberstate.Mentionshouldbe made of the fact that the servicesof EURES advisorsin Austriaare
solely provided in German.
Furthermore,private recruitmentagenciesare permittedinAustria.However,itshouldalsobe noted
that the published links for personnel services in Austria8
is available only in German.
The AustrianPublicEmploymentService (AMS) isAustria’sleadingproviderof labour-marketrelated
services.Theymatch candidateswithjobopeningsand assistjobseekersandcompanieswhoturn to
AMS by offering advice, information, qualification opportunities and financial assistance. For that
6 Source: http://www.ams.at/ueber-ams/medien/arbeitsmarktdaten, 20.12.2016
7 EURES (EURopean Employment Services): EURES is a cooperation network between the European Commission and the
Public Employment Services ofthe EEA Member States (The EU countries plus Norway, Iceland and Liechtenstein)and other
partner organisations. Switzerland also takes part in EURES cooperation. The joint resources of the EURES members and
partner organisations provide a solidbasis for the EURES networkto offer services for workers andemployers. The purpose
of EURES is to provide information, advice andrecruitment/placement (job-matching) services for the benefit ofworkers and
employers as well as any citizen wishing to benefit from the principle of the free movement of persons.
8 Source: http://www.ams.at/nuetzliche-links, 09.01.2017

14. 14
reason, the AMS is the key counterpart in Austria for CUVID project implementation. Within the
framework of the Federal Government’s policy of full employment, the AMS renders a major
contribution to preventing and eradicating unemployment in Austria.
Commissioned by the Federal Ministry of Labour, Social Affairs and Consumer protection, the AMS
assumes its role as an enterprise under public law in close cooperation with labour and employers’
organisations(i.e.of the EconomicChamber,the FederalChamberof Labour,the AustrianTrade Union
Federation and the Federation of Austrian Industry) are involved at all levels and are instrumental in
designing labour market policies (employment programmes of the federal provinces) and in
monitoring the organisation’s corporate governance. The body acting at the federal level is the
administrative board.
Underthe PublicEmploymentService Actof July1,1994, the Labour MarketAdministrationAuthority
AMV was spun off from the Federal Ministry of Employment, Healthand Social Affairs, and the new
Public Employment Service AMS was set up as a service agency under public law9
.
The AMS isdividedintoone federal,nineregionaland104 local organisations:federal office,regional
offices and local offices.There are also four branches and 68 careers information centres. The social
partnersare involvedatall these levelsandmakeaconsiderablecontributioninforminglabourmarket
policy(provincial employmentschemes) andorganisational controllinginthe boardof governors,the
provincial directorates and regional advisory councils.
At the end of December2015, 5.766 staff were at the service of job-seekersandenterprisesof which
1.786 were in part-time employment with annual average staff deployment corresponding to 5.831
full-time equivalents with female proportion of 66,3% and that of female executives 47,6%10
.
Target groups of the Public Employment Service11
 Job-seekers:
Unemployed job-seekers, employedjob-seekers,young people looking for apprenticeships,school-
leavers facing a career choice.
9 Source: http://www.ams.at/en/public-employment-service-austria-ams/about-ams, 09.01.2017
10 Source: http://www.ams.at/_docs/001_gb_2015_kurzbericht_en_2015.pdf, 09.01.2017
11 Source: http://www.ams.at/en/public-employment-service-austria-ams/working-recruiting-studying, 09.01.2017

15. 15
 Enterprises:
Employers(naturalandlegalpersons)whowanttoco-operatewiththe AMSinexchanginginformation
about labour demand and supply, canvassing and filling of vacancies, preventing unemployment,
qualification, training and support measures.
2.1.1 Roles of the AMS offices
Federal head office:
The staff is responsible for management, controlling, follow-up, evaluation, business environment
analysisandstrategies(meetingthe labourmarketpolicyaims;decidingprioritylabourmarketpolicy
programmes for the AMS; laying down standard regulations concerning organisation, personnel,
facilities, basic research and statistics; supervising of the board of directors/provincial directors).
Provincial offices (one in each province of Austria):
Elaborating labour market policy aims for respective regions; coordinating the AMS with other
institutions of the province; labour market monitoring and statistics, research and development;
setting framework conditions; supporting regional branch offices.
Regional branch offices (in almost all municipalities):
They offer information, counselling and support in case of special needs and continuous assistance
(claims and benefits, guidance). The regional branch offices are structured in 3 zones with different
service levels:
 Info Zone: for information, self-service, career information centres „BIZ“. Those servicesare
anonymous and for selective use.
 Service Zone: for placement, claims and benefits  contacts without appointment, regular
checks, appointment control.
 Counselling Zone: for intensive guidance and assistance  contacts by appointment only,
arrangement of appointments.
2.1.2 Services provided by the Public Employment Service Austria
For job-seekers (including vocational Counselling):
 Support tools (online) for proactive job search:12
12 Note:Serviceslisted availableinGermanonly!

16. 16
 eJob-Room for job-seekers: placement platform (user account with storage of
personal or company data, or search profile without individual user account)
 Career Information System (BIS): Up-to-date list of professions including necessary
qualifications on the AMS website
 Job application coach: Gives advice on how to write job applications in German.
 Standard European format for CVs available under
https://ec.europa.eu/eures/public/homepage
 database on further training
 Support and services in the regional branch offices:
 touchscreencomputers:self-servicesystem, offeringvacanciesandotherinformation
 guidelines on how to prepare for job interviews
 Career information centres (BIZ): provide information on professions and types of
education,bothonline andinbrochure form, videolibrary,cooperationwithschools,
offers to people changing jobs
 In the regional branch offices:
 information by telephone for job-seekers
 information for groups
 assistance plan, including identification of the goal and the necessary
steps to be taken
For enterprises:
 eJob-Roomforenterprises13
:useraccountwithstorage of personal orcompanydata,orsearch
profile without individual user account
 EURES – EURopean Employment Services (http://www.ams.at/service-
unternehmen/personalsuche/europaweite-vermittlung)14
 Further services rendered15
:
 Job fairs: enterprises and job-seekers, direct selection of applicants
 Pre-selection: on request of the client, tailor-made filling of vacancies
 Actively offering job-seekers to enterprises having a foreseeable need for additional
human resources
 Identifying qualifications and strategies to fill the respective vacancy
13 Note:Service available inGermanonly!

17. 17
 Meetings with clients: in order to receive information on the actual demand for
personnel
 Companyvisit:personal contactbetweenAMSstaff andthe enterprise atthe business
location
 Counselling on alternative strategies to fill vacancies
 Guidance on possible subsidies
 Advisory service concerning planned dismissal of staff
 Functions related to the employment of foreigners
Note:informationprovidedinGermanandEnglish(althoughlimited)!
Note: Services more or less bound to local outreach & resources (both to job-seekers and regional
branch office resources of AMS) as well as to financial subsidies.
2.2 Labour market services in Portugal
The IEFPNETemprego isan interactive service exclusivelyinthe areaof employmentmanagedbythe
Institute of EmploymentandVocational Training(IEFP),totallyfreeforitsusers,withnationalcoverage
and working online, 24 hours a day.
2.2.1 Candidates: available services16
1. The possibility of registering with the IEFP as a user and job seeker, with your request being
addressedtothe EmploymentService of the areaof residence,aswell asthe possibilityof drawingup
your Personal Employment Plan online.
2. The designation of your Career Manager in the personal area.
3. For candidatesalreadyregisteredwiththe EmploymentServices:
 The possibilityof accessingthe joboffer;
 Communicate the changesthatyouwantto see registered;
 Consultand respondtorequestsforclarification/ Informationandannex of documents
requestedbythe technicianof IEFP;
 Requestclarification/informationtoyourCareerManager;
 Communicate the obtainmentof employment;
 Reportthe change of address;
16 Source: https://bdfaq.iefp.pt/index.php?action=artikel&cat=39&id=108&artlang=pt, 10.01.2017

18. 18
 Requesttoobtaina declarationprovingtheirsituationregardingemployment
4. Consultationof joboffers,toworkinPortugal or abroad,inthe private sectoror inthe Public
Administration,inthiscase linkedtothe PublicEmploymentExchange (BEP);
5. Direct applicationtonational andforeignjobvacancies;
6. Applicationforthe YouthProgramand Supportfor Mobilityinthe LaborMarket;
7. Elaboration of several Curriculum Vitae (CV) and its disclosure with the possibility of introducing
changes, whenever necessary to improve the perspectives of employment and its submission to
entities with available job offers, with the possibility of indicating which is the main CV;
8. Use of automaticjobsearchengine;
9. Acquisitionof jobsearchtechniques,importantforsuccessinobtainingajob;
10. Informationonemploymentsupportprogrammesandaccesstotheirforms.
2.2.2 Entities: Available services17
Online dissemination of recruitment needs (job vacancies) that will also be disseminated by the
network of IEFP employment centres;
 Curriculumsearchwithinadatabase of profiles,whosecanadjusttoyour recruitmentneeds;
 Use of automatic CV engine that allows you to view one of the indicated profiles whenever
there are CVs adjusted to the search criteria you selected;
 Ability to directly contact applicants who have CV available;
 Information on employment support programmes (businesses and non-profit organizations)
and access to their forms;
 Electronic applications to the Employment-Insertion Measures, Measures of Employment
Internships to Young Active Employment and to the Support and Incentives as well as to the
Management of Applications submitted;
 Alerts and consultation of messages and notifications regarding the submission of electronic
applications and the possibility of replying to them.
17 Source: https://bdfaq.iefp.pt/index.php?action=artikel&cat=40&id=109&artlang=pt, 10.01.2017

19. 19
2.3 Labour market services in Croatia18
The Croatian Employment Service (CES) is a public institution established pursuant to the Job
Placement and Unemployment Insurance Act (Official Gazette No. 80/08, 121/10, 25/12, 118/12,
12/13 – purified text version, 153/13).
The CES is a legal person with rights,obligations and responsibilities defined under the said Act, the
relevant legal documents, as well as under the Bylaws passed by the CES Managing Council. CES
operations are public. The CES reports on its performance and activities to the Government of the
Republic of Croatia and the competent ministry at least once a year. The legitimacy of activities and
general documentsof the CES are monitoredbythe Ministryof Labour and Pension System. The CES
performs its operations through its:
 Central Office,
 5 regional centres,
 17 regional offices, and
 99 local offices,
thus making its services available on the entire territory of the Republic of Croatia.
The CES includes the following organisational units:
 Director General’s Office,
 Labour Market and Employment Policy Sector,
 Financial Management Sector,
 Legal Affairs Sector,
 Analytics and IT Sector,
 Independent departments.
Mission
Toprovide efficientjobmatchingandplacementservicesin thelabourmarketbydesigninghigh quality
servicesadjustedtothe needsof clients,furtherdevelopingourknowledge,skillsandabilities,aswell
as promoting partnerships with other labour market stakeholders.
18 Source: http://www.hzz.hr/UserDocsImages/YEARBOOK%202015.pdf

20. 20
Strategic Goals
1. To develop services with the aim of increasing workforce competitiveness and meeting
workforce demand.
2. To developadequate humanresourcesandadministrative capacitywiththe aimof designing
and providing new services in the labour market.
3. To achieve the leading position in the labour market by establishing partnerships and
strengthening the influence in the process of drafting and implementing public policies.
Main Responsibilities
The CroatianEmploymentService (CES) isapublicinstitutionof special significance tothe Republicof
Croatia,itscitizens,business entities and institutions. The main responsibilities of the CES include:
 job matching and placement services provided to job seekers;
 provision of unemployment insurance;
 vocational counselling of unemployed and other persons in making career and occupational
choices;
 organisation of vocational education, advancement and retraining programmes;
 promotion of employment and education through implementation of Active Labour Market
Policy measures;
 monitoring and analysis of labour market trends and the related public informing.
The users of CES services include:
 employers – companies, crafts, trades, entrepreneurs, cooperatives and other;
 unemployedpersons –personscapable orpartiallycapableof work,agedbetween15and 65,
whoare not employed but are actively looking for employment and are available for work;
 otherjob seekers –currentlyemployedpersonswishingtochange theirjob,regularstudents
or pupils, and other persons who wish to use CES services are not considered unemployed
persons and may not claim unemployment insurance or participate in ALMP measures;
 pupils,studentsandother – the CES is opento all personswho needinformationconcerning
employment and labour market.

21. 21
Here is an overview of CES services for employers:
 havingat our disposal the most comprehensive collection of data on unemployed persons;
 and job seekers, we select the candidates who best suit the needs of employers;
 we advertise workforce demandfree of charge (onour website,inbulletins, on information;
 boards in regional and local offices);
 we provide team (psychological, medical and pedagogical) assessment of the candidate,
 taking into consideration the job and workplace specific requirements;
 we conduct selection (pre-selection, final selection) and refer the agreed number of
 candidates for particular positions to employers;
 we provide financial assistance for re-employment or further education through our
employment incentive programme;
 we provide legal assistance in the field of employment as well as professional;
 organisational help in the process of restructuring and managing collective redundancy;
 provided the mutual (contractual) relationship is established, the employers may use the
above mentioned and other services without too much administrative work.
To unemployed persons CES offers informing, counselling and vocational guidance services,organise
workshops and provide unemployment insurance, including:
 informationaboutjobopeningsobtainedfromvarious sources,workforcedemand,economic
trends in particular Croatian regions, successful entrepreneurs, and other;
 individual counselling –assistance inassessingthe work,professional andpersonal potential,
assistance indrawingupa professionaljobsearch/employmentplan,targetjobmatchingand
placement services, feedback on activities carried out and the results achieved;
 forums/informative meetings – on the topic of preparation for employment and active job
search, ALMP measures, novelties associated with unemployment insurance, various CES
services or services provided by other institutions/associations considered relevant for job
search and employment;
 various workshops providing the participants the opportunity to acquire specific knowledge
and skills with the aim of facilitating their participation in the labour market as much as
possible,aswell astoexchange jobsearchrelatedexperiencesthroughinformalactivitiesand
gatherings;
 provision of financial and legal protection of unemployed persons pursuant to the valid laws
and regulations (unemployment benefit and other types of assistance);

22. 22
 vocational guidance activities – assistance in additional self-assessment of personal
possibilitiesandcharacteristicsinchoosinganadequateeducational programme,determining
the remainingworkingability,andassessmentof the workpotential foraspecificjobposition.
The CES makes continuous efforts in service enhancement, technological development and
development and design of business processes.
The financingsourcesmade availablebywayof EU fundsandnew EU programmes,suchas the Youth
Guarantee initiative, require adjustment in the implementation of Active Labour Market Policy
measures and development of systems for implementation monitoring and supervision under a
changedfundingscheme.A significantamountof attentionisdevotedtodevelopingnewservicesand
activities for the users,both by introducing new service deliverychannels as well as by creating new
organisational structures, such as EU funded Youth Centres or Career Informing and Counselling
Centres.Furthermore,the CESbasesitswork and activitiesonpartnershipswithotherlabourmarket
stakeholders.Throughcooperationwithpartnersatall levels,effortsare made to raise the standards
concerning the provision of services to all users, primarily unemployed persons and employers,but
also other institutions in the related environment. The purpose of these activities is to increase
workforce employability and meet labour force demand.
2.4 Labour market services in Czech Republic
How to finda jobinthe Czech Republic?There are manypossibilitiesforjobsearchinginthe Czech
Republic.
2.4.1 Public employment services
The servicesofferedbypublicemploymentagenciesare free of charge. Theyare run by the Ministry
of Labour and Social Affairsof the Czech Republic.Officescanbe foundin all 77 districtsof the Czech
Republic. They provide a great list of available jobs in the entire country and they also help you with
your job application.
If youare Czechcitizenoraforeignerwithpermanentresidencyinthe CzechRepublicyoumay register
with the job seekers registry. Registered job seekers do not only receive job offers, but also state-
financed health insurance and social security contributions.
What kindof jobsyou are offereddependsonyourqualificationsandpreviousexperiences.Alsoyour
health status is taken into consideration.

23. 23
Foreigners staying in the Czech Republic on a residency visa for over 90 days or on a long-term
residency visa cannot be registered with the job seekers registry.
For more information go to http://portal.mpsv.cz/sz.
2.4.2 Jobs in Newspapers
Advertisements in newspapers are still a highly popular mode of promoting positions and a very
commonwayof findingajobinthe CzechRepublic.Thereare several newspapersofferingjobsintheir
classifieds sections. The Hospodarske Noviny has a weekly section calledKariera. The Lidovky and
the Mlada Fronta DNES also offer jobs. Other newspaperslike the Prague Post, published in English,
offer jobs especially for expatriates (most of them teaching jobs).
2.4.3 Job Websites
Jobportalshave become averypopularandefficientwaytogetanoverview of the positionsavailable
in the Czech Republic. They also enable you to check on the job situation before you come to the
country. Most local job websites are in Czech, but there are also some internationally operating job
portals available in English. Some of the most used sites include
 www.cvonline.cz
 http://jobdnes.idnes.cz
 www.jobpilot.cz
 www.jobs.cz
 www.joblist.cz
2.4.4 EURES
The European job mobility portal, EURES, provides useful information about job vacancies and the
labourmarketinthe Czech Republic.Italsoprovidesinformationonthe livingandworkingconditions
and a CV posting service for job seekers.
On theirwebsite,youwill alsofindthe contactdetailsof the EuropeanEmploymentService advisers.
These are trained specialists who can give further informationand guidance about finding a job and
applying for it.

24. 24
2.4.5 Recruitment agencies
Many international recruitment agencies have offices in Prague. Sometimes they might also be
available in other major cities. The Association of Personnel Services Providers has a list of Czech
recruitment agencies.
2.4.6 Private personnel agencies
Private jobagenciescanalsobe usefulforforeignersiftheyonlyhaveanintermediateresidencystatus
because they might still be able to help them find a job. Private agenciesneedto be licensed by the
Ministry of Labour and Social Affairs, which limits the possibilities of fraud.
2.4.7 Other sources
Another way to access offers is to make personal contact with employer organisations and
companies.Most companies,firmsandemployershave theirownwebsitesorare listedintelephone
directories.
Some companieshave opendays for vacancies.If youplanto attendone,prepare for itas youwould
for an interview. Open days are advertised on company websites.
There is alsoa job opportunitiestrade fair calledJobdays, whichisopenalso to foreignersandtakes
place in Prague every spring.
3 State of Art
3.1 Platforms19
3.1.1 Jobma20
Jobma connects Job Seekers and Employers through video resumes.
Combining traditional resumes with targeted video pitches and social media integration, Jobma
connects JobSeekersandEmployersina waynot possible throughotherjobsearchsites.Jobseekers
have the abilitytocreate videoresumesthatgiveemployersanopportunityto"meet"theircandidates
before bringingtheminforan interview.JobSeekerscanshare theirJobmaVideoResume profile via
email, social media, or to apply for positions on other job search engines.
19 All the informationabout the existingplatforms was copied fromthe websites
20 Source:https://www.jobma.com/

25. 25
In thiswebsite,afterthe registrationandloginthisscreenappears:

26. 26
Aftersave andcontinue the screenappears:
The nextscreenhas thisinformation:

27. 27
After clicking in record video: some configurationsof Adobe Flash Player must be given. This little
window asks if we allow to jobma.com to access to the camera and the microphone.

28. 28
After saying yes, the following screens appears:

29. 29
After clicking on skip the profile of the user appears like this:

30. 30
3.1.2 Tumeves21
Digital platformbasedonVideopresentationsaimedatgraduatedand/orfinal-yearstudentswhoare
lookingforworkand companieslookingforqualified personnel. With a lot of news about video CV.
21 Source: http://www.tumeves.com/

31. 31
3.1.3 Gocvone22
CV One®
is a product of InternScout, Inc., San Diego, California.
22 Source:http://gocvone.com/

32. 32
Clicking on CREATE YOUR APPLICATION

33. 33
Clicking on What is this?
3.1.4 PitchCV23
Why PitchCV
PitchCV allowsjobseekerstoreachemployersinauniqueandmeaningfulfashionandstreamlinesthe
hiring process by eliminating the stress, guess work and error of going through CVS. By creating a
23 Source:http://www.pitchcv.co.uk/

34. 34
professional PitchCV profile that includes a traditional resume, video resume and social media
integration,jobseekerstake controlof theirpersonal brandandare givenanopportunitytoshowcase
Through PitchCV, employers are given an opportunity to save time and money by getting a first
impressionof candidatesbefore extendinginvitationsforinterview ormakingcontact.Employersare
able to post opportunities, review candidatesand find the best fit possible for every position with
PitchCV. Our talent spotted tool allows employers to carryout immediate searches for candidates.
3.1.5 Cammio24
Cammio is a powerful cloud-based video recruitment platform helping candidates and employers
towardsbetterhiringmatcheswithavisual firstimpression.Cammioaddspersonalitytothe CV while
offering a best-in-class candidate and employer branding experience.
24 Source:https://cammio.com/

35. 35
3.1.6 30secondscv25
About Us
30secondscv.com created for the job hunters and recruiters to come at a common platform where
they can connect up and look for mutual benefit. We believe that softer skills play a key role in a
selectionofanyemployee.Henceourconceptisforajobhuntertocreate a30secondvideoof himself,
highlighting his qualifications and KRA's for the recruiters. It also works well with the recruiters who
are on deadlinestohire,andcan shortlistthe candidatesbasedonthe shortvideoalong with his CV.
How it works
The Job Hunters can upload their resumes highlighting their key skillsets- locations and functions
preference.Additionallyyoucan followacompany to get updatesthrough emails,orsms's once you
are registeredwithusasour member.Thiswayyou can applyto the jobas soon as it isadvertisedby
us. Job Hunters, Fresher's can connect up with the consultants, or hiring managers on a one-to-one
basisby uploadingtheir30secondvideo.Thisunique sellingtechniquewillhelpyouconnectwiththe
hiring manager on a personal level where you can market your skill sets accordingly.
25 Source:http://www.30secondscv.com/

36. 36
3.1.7 myvideocv26
26 Source:http://www.myvideocv.in/

37. 37

38. 38
3.1.8 employme27
27 Source:https://www.employme.com/

39. 39
3.1.9 tuvideocvonline28
Clicking on COMO FUNCIONA
28 Source:https://tuvideocvonline.com/

40. 40
3.1.10 yovijob29
29 Source:https://www.yovijob.com/public/home?locale=en#&panel1-1

41. 41
Clickingon RecordyourVideo-CV

42. 42

43. 43
3.1.11 seemecv30
30 Source:http://www.seemecv.com/index.php

44. 44
About SeeMeCV
SeeMeCV providesarange of leadingedge videorecruitmentandCV/Résumé ManagementSolutions
to Educators, Employers,Recruiters andConsultancies.Oursolutionsare idealforanyscenariowhere
the value of personal information being sent is significantly increased with the addition of a video.
The challengesof the moderneconomy,complexityof global recruitmentandadvancesintechnology
have enabledthe nextgenerationof recruitmentrelatedsolutionstoemerge.The explosionof video
onthe internetdrivenbynewssites(BBC,CNNetc) andusergeneratedvideosharing(YouTube,Google
Video,Metacafe) have demonstratedpeopledesire andcapabilitytocreate,contribute andconsume
video content over the web. Our solutionsalso leverage the growth in career and social networking,
blogs, forums and e-learning with modular functionality that can be added where required.
SeeMeCV are leading this evolution in the recruitment market and provide integratedapplications
which leverage the power of video, (live or pre-recorded) to personalise, expedite and improve the
recruitment process.
All SeeMeCV solutions are high value, low cost, flexible, focused, quick to implement and easy to
integrate.
The era of v-recruitment has surely arrived with SeeMeCV.
3.1.12 audiovisualcurriculumvitae31
31 Source:https://www.av-cv.com/professional

45. 45

46. 46
3.1.13 powermeeter32
32 Source:http://www.powermeeter.com/

47. 47

48. 48
3.1.14 Whispahh33
3.1.15 cingo34
The Cingo Video CV is the perfect way to get noticed by prospective employers in a crowded jobs
market.Packedwithdynamicfeatures,it’samust-haveforjobseekerswhowanttostandoutfromthe
crowd. The Cingo Video CV gives you the opportunity to let your personality shine. Present your
personal, academic and professional experience and background via a video recording presented
alongside yourwrittenCV. CreateyourVideoCV profileinminutes,usingyourownwebcam.Addyour
written resume plus examples of your prior work to create an outstanding Video CV. Your video,
resume andotherinformationisembeddedintoaunique clip. CingostoresyourVideoCV inthe cloud,
allowingyoutodecide whoseesit,howtheyseeitandwhentheysee it.Youcanembedthe VideoCV
into any email or send it directly from the application. Cingoallows you to tailor your CV to any role
33 Source:https://whispahh.com/videocv/
34 Source:https://cingorecruit.com/candidates

49. 49
and store as many versions as you want, as long as you want to. Users have total control over your
Video CV and can access it anywhere in the world.
3.2 Info for Intellectual Output 235
3.2.1 tuvideocv36
Welcome to the blogof videocurriculum.Itwill be a great helpforthose who want to come forward
and make their own video curriculum. We'll discuss how to create it (there are a thousand ways),
duration, language,formats, how to expressour qualities ... We'll see if this is best done customized
for the companyor have one general.We will know whatare the bestsitestouploadvideoandmany
examplesofcurriculumtoinspire!Therewillbe aidposttorecord,editandretouchyourvideoresume,
but in turn will have all updates on the same news.
3.2.2 theguardian37
Journal that has publish news about: How to make a great video CV (27 Feb 2014).
3.2.3 ukcvexperts38
At UK CV Experts,we are a small teamof businessprofessionalswhoknow whatdecision-makersare
lookingforintheirtalent.Betweenuswe haveexperience screening,interviewingandhiringhundreds
of candidatesformajorBritishbrands.We strivetodeliverexcellentcustomerservice andexceedyour
expectations so that you will refer us to your friends and business colleagues.
35 All the informationwas retrievedfrom the web
36 Source:http://www.tuvideocv.com/
37 Source:https://www.theguardian.com/careers/careers-blog/how-to-make-video-cv
38 Source:http://www.ukcvexperts.co.uk/

50. 50
What is a Video Curriculum Vitae?
Let UK CV Experts Create Your Video Script
A VideoCV providesjobseekerswithamethodtoshowcasetheirabilitiesinamore animatedfashion.
Back in the 1980s, video CVs were first introducedfor distribution via VHS video tape. However, the
practicality and expense associated with recording your video CV and distributing it meant that the
concept never really took off. Now, with super-fast broadband and free video hosting on sites like
YouTube,and mostPCs and laptopsbeingequippedwithvideocameras,videoCVsare more likelyto
gain traction.
What types of jobs would a Video CV be suitable for?
Your videoCV allowspotential employerstoget a feel of who youare. Your videoCV will alsoattract
recruitersandHR managerswhoare tryingto fill specificroles.Inouropinion,we thinkthatvideoCVs
will help job hunters looking for work in the following types of roles:
 Acting
 Modelling
 Hostessing
 Sales
 Theme park rider operators
 Theme park hosts
What skills will an employer be able to assess on your Video CV?
As witha writtenCV,yourvideoCV mustbe keptupto date and recordedmanytimesuntil yougetit
just right. You will only get one chance to make a first impression, so only post your videoonline,or
senda linkto your chosenrecruiteronce you've got a friendor two to give you theirhonestopinion.
Recruiters will be watching your video and assessing your:
 Overall presentation
 Tone of voice
 Ability to engage your audience
 Gesticulation
 Surroundings

51. 51
What are the disadvantages of Video CVs?
Video CVs provide recruiters with the perfect opportunity to reject you from the screening process
before theyhaveevenmetyou.Theyenableemployerstodiscriminateagainstyoubasedonage,race,
social class, weight and many other factors that a written CV doesn't.
Your goal as a job seekeristo get through the door and impressthe recruiter;not to be oustedfrom
the screeningprocessbefore youwinthe interview.So,thinkcarefullybefore yougooff andrecord a
video CV.
Do you have to produce a Video CV?
Whetheryouproduce a videoCV or notreallydependsonthe industryyouare trying to getinto.For
example,we're not sure that accountants will be able to translate their skills in a remotelyengaging
fashion; whereas a wannabe actor's video CV might be highly entertaining.
The general feelinginthe recruitmentsectoristhat a videoCV usuallydoesn'tprovide enoughdetail
about your career history to be useful. We consider video CVs a nice to have.
3.2.4 howtovideointerview39
39 Source:http://howtovideointerview.com/?p=387

52. 52
Video CV – what to expect
To complete ourblogseriesonwhattoexpectfromdifferenttypesof videointerviews,we willhave a
look at the Video CV.
A VideoCV isa short videopresentationcreatedbyacandidate to presenthim- or herself toa future
employer. Candidates can describe their individual’s skills and qualifications but can also showcase
theirabilities(soft-skills),somethingthatwould notbe possible inatraditional paperresume.Itallows
candidatestostandoutand getnoticedbyprospective employersearlier.Take alookatthisVideoCV
from a PR practitioner in the UK:
https://www.youtube.com/watch?v=9EzNll1U2N8.
In general, there are two ways of going down the video resume route:
1) Create it yourself (pro-active)
If you reallywantthat job,show the employerall you have got and create a video.The videoCV can
assistyouin marketingyourself toprospective employersandgivingyourself acompetitive edgeover
rival candidates.
You are the brand you are selling! Your Video CV should be the entry ticket to the next round of the
hiring process. Script what you want to say and how you want to say it. Go for the best result. Make
sure lights are perfect, audio is perfect and setting is perfect.
Did I say go for perfect? Yes, I did. Make sure you are well prepared before you start creating your
videoresume.Checkoutour tipsabout videointerviewingandreview VideoCV’sonYouTube (there
are plenty out there) to see what works and what doesn’t.
2) The employer asks you to record a video (reactive)
More and more companiesasktheirapplicantstosubmitbothrésuméandashort presentationvideo
whenapplyingfora job.With a professional videorecruitmentplatformyouwill be invitedtorecord
yourCV onabrandedvideointerviewplatformwithinaspecifictime frame.Youmaystartyourprocess
with a welcome message from the recruiter and you’ll needto successfully complete a webcam-test
to make sure your videoand audiosettingsare good. Afterthat, youwill be askedto answer(video,
audioor text) questionswitharecording,sometimesevencomplementedwithashorte-assessment.

53. 53
Make sure to check if you are allowed to redo your recordingor if you have to get it right in one go.
Since you are followinga standardquestionscript,try and make the most of everysingle answer.Do
notbe afraidtorepeatyourselfbutatthe same time trytobe conciseandto-the-point.Startwithyour
answer and then elaborate. Not the other way around!
In anycase make sure toprepare forthe most importantquestions.Youcanfindthemonourwebsite
or simplyGoogle forstandardjobinterview questions.Be preparedandnotsurprised!Goodluckwith
your job interview. The right job is waiting for you.
3.2.5 jobsallovereurope40
WHAT DOES AN “ELEVATOR PITCH” MEAN? Transform it into your Video CV!
An elevatorpitchisashort,informative andconciseoverview of anidea foraservice oraproduct,and
can be understoodas an "elevatorpresentation". Inthe past youngcareer-mindedsalespeopleused
the duration of an elevator ride, to convince their superiors of their projects.
The superiorscanthenevaluate the qualityof anideaandthe foundingteammember oftenbasedon
the qualityof the elevatorpitchessoastoweedoutpoorideasquickly. We believe thisformulaisvery
appropriate for the online labour market; because there are so many candidates, anything that
quickens the pace and makes the job easier for employers is a plus!
For the success of an elevator pitch it is essential to not rely only on facts and figures: The decisive
factor is the emotional appeal. A good feeling or "vibe" is achieved by the remote party through
pictorial language, body language and a voice that evokes positive associations.
"What can youdoforme?"Thisisinall likelyhoodthe questionanemployerwantstohearthe answer
to within the first 90 seconds of your elevator pitch video CV. We are living in short-message-times
*twitter, sms,etc.General attentionspanisdropping - andtherefore yourmessagesmusthitthe spot
and do so quickly. Carmen Zedler
Elevator Pitch Simulation as a Video CV
RecordingaVideoCV issimialartoan“ElevatorPitch”situation.Youmustimagineitis so.Imagineyou
have got the chance to presentyourself duringone orone and a half minutesina videowhichwill be
seen by your desired employees. What should you do?
40 Source:http://www.jobsallovereurope.com/page/elevator-pitch

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 Set the focus completely on yourself and decide what message you want to convey
 Be convincinginyourposture,voice,messageandpresentation–thisisalsogoodpractice for
an in-person interview
 Benefits: A video CV makes you appear confident and professional
 You can upload a single video, and, with the help of a friend, create a quality recording and
place it on our platform
Carmen Zedler speaksaboutwhata VideoCV meansnowadaysandwhyitisimportanttocreate one:
https://youtu.be/93yENVCQT5U
An example of a well-made Video CV. Don´t be shy and pitch yourself:
https://youtu.be/ug3uJcOFIi4
Video CVs are an increasingly popular resource for job seekers. The advantages are obvious: For
Human Resources they’re a new and interesting form of recruiting and headhunting; for applicants,
they’re a way to personalize written CVs and stand out in a huge applicant pool.
Don´t hesitate any longer! Take a camera and make a 1.5 minute recording of yourself! Or let it be
made by a friend. It´s pure fun!
3.2.6 internsme41
Very much information about it
The Ultimate Guide on How to Make a Video CV
 September 20, 2016, Jugal Paryani
3.2.7 pcworld42
 Here are five video interviewing platforms to help you find your next superstar employee.
Interview4
 Hire-Intelligence’svideoplatform, Interview4,letsyouconducteitherlive,recordableinterviews,
or virtual ones, in which candidates sign onto the platform at their convenience and record video
41 Source:https://www.internsme.com/blog/video-cv-guide
42 Source:http://www.pcworld.com/article/2061252/5-video-interviewing-platforms-put-candidates-on-camera-to-help-
you-hire-your-next-star.html

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responses to questionsthat you’ve enteredinto the system.You can configure the questionsso that
candidates get only one chance to answer, or you can let them record a response as many times as
they wish. The platform also offers branding and customization features,such as the option to let
hiring-team members rate a candidate.
 Interview4 lets you conduct live or virtual job interviews with candidates.
 The service runs about $15 per interview, but Hire-Intelligence offers volume discounts
dependingon usage. According to Hire-Intelligence cofounder JimRobinson, enterprises can
pay$10,000 permonth,whilesmallbusinessescanbuyabundle of interviewsforhundredsof
dollars.
 “Largercompaniesare hiringallthetime.Smallercompanieshireintermittently,soit’sawhole
differentdynamicintermsof how theyapproach it and what theyhave to do to hire people.
We try to accommodate both those scenarios,” Robinson says.
 To see whatthe service islikefromacandidate’sperspective,gotoInterview4.me,whereyou
can play around with the tool and practice answering common interview questions.
Montage
 This stand-alone video interviewing platform offers both live and on-demand video
interviewing, and can be integrated with applicant tracking software. It’s used by large

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organizationssuchasDisneyandSamsung,aswell asbyexecutivesearchfirmsandothersmall
companies.
 Montage Interview lets users conduct live, one-on-one or panel interviews. According to
Montage president and CEO Kurt Heikkinen, Montage Interview uses 80 percent less
bandwidth than Skype and can accommodate an unlimited number of participants in a
meeting.
 Montage View letscandidatesrecordresponsestointerviewquestionsontheirownschedule.
The employer can configure each question to give candidates a varying number of
opportunities to rerecord—with, say, unlimited chances to rerecord responses to some
questions but no rerecording on others. You can also brand the experience with a private-
labeled online “foyer,” where you can show prospects a welcoming video and offer them
information about the job and your company.
 Montage offerslive andon-demandvideointerviewingandintegrateswithapplicant-tracking
programs.
 “One of the thingsthatwe knowthroughexperienceisthe candidateexperienceisparamount,
it’s critical,” says Heikkinen. “They simply click on a link, there are no downloads, and then
theyare welcomedbythe client.It’savirtual experience thatmirrorsasmuch as possible the
physical experience.”
 Heikkinensays Montage might cost a small company around $750 a month, whereas a huge
enterprise might pay tens of thousands of dollars a month.

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InterviewStream
 Steve Throneberry,chiefrevenue officerfor InterviewStream,likensthe service to“a toaster,
not the whole kitchen.” It’s designed strictly for conducting video interviews and not for
broader recruiting functions,but it can be integratedwith other applicant-tracking software.
InterviewStream boasts customers such as Johnson & Johnson and Dell, and charges big
companies in excess of $10,000 a month to use its platform. However, it also offersmonthly
subscriptionsthatare as lowas $150 a monthfor one user,makingthe platformaccessibleto
small businesses as well.
 InterviewStream keeps the focus solely on interviewing.
 Throneberry says interviews recorded by candidates on their own time typically include four
to sevenquestions,eachwitha 1- to 2-minute response length.The hiringcompanysets the
number of opportunities to rerecord.
 In addition to prerecorded interviews that can be branded to reflect a company’s image,
InterviewStream offers three kinds of live, recordable interviews: a regular InterviewStream
live session in which a handful of people can meet online with a candidate; a Zoom meeting
for up to 20 participants; and a one-on-one, browser-based (WebRTC) session in HD video.

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Jobvite
 Jobvite Video iscurrentlybeingusedinbetawithselectcustomersandwillbe launchingtothe
publicinJanuary.CEO Dan FinnigansaysJobvite isdistinctive foritsentire suite of integrated
recruiting software tools, including applicant tracking, recruiter CRM, and social recruiting
software. Video interviewing is the newest addition to the lineup.
 “Up until thispoint,anyone who’sdone videointerviewinghashadto buya separate product
offered by a separate vendor and hope that it can integrate it in some fashion with their
applicanttrackingsoftware,”Finnegansays.“We feltitwasn’taseparate recruitingplatform—
you don’t want to schedule interviews in your applicant tracking software and then have
interviewsscheduledon your video recruiting platform. You want one recruiting platform.”
 Jobvite isa suite of recruitingtoolsthathandle videointerviewing,social recruitingsoftware,
applicant tracking, and more.
 With Jobvite you can configure branded welcome pages, set expirations on your invitations,
and compare candidates side-by-side. You can also decide whether to allow candidates to
rehearse responses. Once they’ve finished recording, you click the job requisition and an
individual’s name to see the person’s résumé and LinkedIn profile, along with other
information that Jobvite gathers about the person, as well as the video interview.
 Jobvite does not offer live, recordable interviews.
 Jobvite charges customers a monthly fee to use its recruiting software,based on how many
employees they have. It bills the smallest companies around $4 per employee, and that

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amountdropsas the size of the companyincreases.PricingforJobviteVideohasnotyetbeen
announced.
Zoom
 Zoomisa videoconferencingplatformandisn’tbuiltspecificallyforholdinginterviews.Butit’s
inexpensive and it lets you save video of a meeting as an .mp4 file that you can share with
others or upload to YouTube, Vimeo, and Dropbox.
 According to Nick Chong, head of product marketing for Zoom, screen sharing is a popular
feature when people use the platform to conduct interviews. “It’s not just about telling me
whatyou’ve done,”he says.“It’sshow mewhatyou’vedone.Showme awebsiteyou’ve built.”
VideoconferencingplatformZoomisapopularand inexpensiveoptionforconductingvideo
interviewsthatcanbe sharedonline.
 It’s also a solid choice if you need to introduce a candidate to many people—other team
members, for example—in real time. For $10 a month (or no charge, if you can keep your
meetingtolessthan 40 minutes),itletsyouinclude upto 25 participants.Zoom supportsHD
videoandaudioandworksonmobile devices,incase some of yourteammembersare onthe
road.
 You can see why video interviewing is a boon to busy recruiters and hiring managers. It
accomplishes almost everything an in-person interview can, but with much greater time
flexibility,plusthe abilitytopassinterviewsaroundforgroupfeedback.Now youcansave your
precious in-person opportunities for the real stars.

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3.2.8 Blog techsmith43
3.2.9 impactbeacon44
Agustina and Santiago: Connecting people with job opportunities using Tu Video CV Online
In today’s technology-driven world, it is increasingly common for people to find and access job
opportunities through digital platforms like LinkedIn. In many ways, this is beneficial and helps both
employers and potential hires to findone another efficiently. But where does that leave people who
have little accesstodigital platforms,orwhodon’thave the trainingtouse them?Formany,especially
those living in low-income neighborhoods, access and information isn’t the only challenge. Through
theirworkin Argentina,AgustinaJaitandSantiago(Santi) Figueroafoundthatmanypeople are often
discriminatedagainstonpaperbecause of detailsontheirresume (theirhome address,forexample).
In creatingTu VideoCV Online,AgustinaandSanti are workingto remove these barriersandimprove
access to jobs.
How it works: Bringing Tu Video CV Online to life
Havingwitnessedthe impactof asimple videoonEric’sjobsearch,AgustinaandSanti formulatedthe
concept behind Tu Video CV Online. Here’s how it works:
43 Source:http://blogs.techsmith.com/category/tips-how-tos/
44 Source:http://www.impactbeacon.com/agustina-and-santiago-connecting-people-with-job-opportunities-using-tu-video-
cv-online/

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1. Create a Video: Tu Video CV Online users download the app and use their phonesto record a 2
minute CV.The resume isrecordedin4 parts: 15 secondsto make a general introduction,35seconds
to discuss education, 35 seconds to describe work experience, and a final 35 seconds to explain the
additional skillsthatmakesthe personunique.Fromthere,auserhasthe optiontopersonalizethe CV
withmusicandothereffects.TuVideoCV Online makes thisprocessof recordingavideosoeasy,and
even offers a free online tutorial.
2. Post a Video:Once the videoisrecorded,usersuploadtheirCV toan online database andinclude
a 140-word descriptionof theirqualifications.Theyreceivequicklinkstoshare theircompleted CV via
social media, and can even sendthe video directly to potential employersthat they are interested in
connecting with.
3. Match with Employers:Tu VideoCV Online software evaluateseachCV,andusesthe detailsof a
person’s qualifications to match them with potential employers. Meanwhile, employers are able to
visitthe Tu VideoCV Online apporwebsite,searchforpotential employeesusingtailoredfilters,and
watch videostoidentifycandidatestheymaywanttohire.Many employersreportbackthattheyget
far more out of a short video than a traditional resume review.

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After launching the product, Agustina and Santi began extensive communityoutreach to bring the
technology to the most disadvantaged neighborhoods in Buenos Aires. During this pilot phase,they
conductedmultiplevisitsperweektoteachpeople how touse the tool.FromJanuarythrough March
of 2016, 15 people who created an online CV found employment.
Lookingahead,Agustinaand Santi are hopingto scale throughoutmore of Argentinaandother parts
of Latin America. They are also investigating creative ways to promote adoption of the tool without
their regular community visits. For example, they may partner with local grocery stores and other
neighborhood establishments to set-up Tu Video CV Online “photobooths” where people can enter,
record a video, and upload their new CV in the course of completing their day-to-day errands.
Words for the World
Agustinaand Santi want to see a worldinwhichall people have the opportunitytoshare theirtalents
and find employment.
“Behind every resumethereisa person,and even behindthatperson,thereisa story.Wewantto share
people’s stories in order to help them find work and improve their quality of life.”
3.2.10 internsme45
How to make a great video CV
It’s important to note a video CV is not about replacingyour written CV, it’sabout complementing it
and giving hiring managers a glimpse of your personality and communication skills.
Here’sstep-by-stepguide tomakingyourVideoCV to help you get more attention from employers.
45 Source:https://www.internsme.com/blog/video-cv-guide#video-cv-guide

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Prepare your script
A video CV brings out the best of your personality, so thinkabout it as a performance and prepare a
script.
Justas there are guidelinesforCV writing,here are the basicsyoushouldbe preparedtotalkaboutin
your video CV.
The order is completely up to you—let your creativity shine. (N.B. Below is my short sample script I
prepared before shooting, you may also find others samples in “My dashboard” once you log on to
InternsME)
We haven’t created a template for the script because we really want to encourage your own voice,
however there’s no harm in guidelines:
Must-haves
 A simple introduction — your name, where you’re from, your education
 What you’re currently doing — “I’m completing my final semester for my undergraduate
degree,”or“I am currentlyinterninginthe media field and seeking full-time position”, etc.
 What you’ve accomplishedinthe past — What are your top2-3 achievements? Whatare you
most proud of?

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 Where you’re headed or hope to head in the near future — show your passion for the field
you’re delving into, mention any inspirational people you follow
Additional info worth thinking about
 What makes you unique? Mention any quirks or show them off
 How would you add value to the industry you’d like to be part of?
Work on your image
So you’re all setwithsome seriouslygoodcontent,now it’stime toshow off yourpresentationskills.
What to wear
Reflectthe type of companyand industry’sculture youwantto belongtoinyour demeanor.Whenin
doubtorif you’re makingageneral videoCV,wearsomethingyou’dweartoajobinterview,something
business-casual.
How to perform
Practice, Practice, Practice. Believe me, going over your talking points a few times makes a huge
difference.
You don’twant to be lookingdownandreadingoff a paperor yoursmart phone.You alsodon’twant
to memorise it word-to-wordand recite it. Imagine you’re introducing yourself at a networker: be
confident, smile and convince them you’re the one they want to work with.
How to setup
Shoot during the day under natural sunlight. You’ll look better under natural light, trust me.
If you’re usingyourphone or an iPad,make sure to rotate it to horizontal positionsoitgetsrecorded
in proper wide-screen format.

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Make sure the camera is eye level when you’re shooting. You can do this by adjusting your tripod.
Don’thave a tripod?Get creative!Stacksome booksandhave somethingyourphone oriPadcanlean
on. Life hacks, they call it.
Some possible set-ups
Mobile phone à la selfie, Camera and tripod (or good friend), Webcam
Hit record
If your equipmentisreadyand you’re feelingyourverybest,thenthere’snotmuch more leftthan—
action!
Audioqualityisvery,veryimportant.Make sure the device isclosetoyour mouth.Ensuringthe sound
quality is good also means making sure there is silence “on set”.

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Once you hit record, relax. Keep the camera rolling—you can always edit it down to 30-60 seconds
later.
Have fun, smile, and be your best, most energetic self! Keep recording till it feels right.
Edit the video
The editingstage isnotabout usingspecial effectsorfindingthe “top 100” hit to add as a soundtrack
to your video.
Editingis about boilingdownthe contentyou have to tell your personal storyin a succinct,engaging
way.
If you’re shooting on an Apple device you can use iMovie to edit, like I did. This app is super easy to
use and its features come intuitively even to first-time editors.
You can “create a new project” then add your video and audio content. I suggest to “Favourite” the
clips you want to use in your video and drag them into your timeline.
A great feature in the iMovie app is that you can record audio directly onto the video that you’ve
uploaded— in the event that the quality wasn’t great the first time around.
For Android users or if you’re looking for other options, you might want to consider Magisto.

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If yourcontentisonpointanddoesn’tneedmuchediting,bringingtogetheryourclipswith theMagisto
app directly on your phone gives you great options for filters and soundtracks. Keep it simple and
straightforward, only making enhancements to amplify, not distort, the content.
Your final video should be saved in a .mov, .mpeg4, .avi, .wmv, ,mpegps, .mp4, or .webm format in
orderto be uploadedtooursite.Alsokeepthe file size under100 MB. If you’re havingtroublekeeping
it under 100 MB, check out ClipChamp.
Uploadyour video
Don’t already have an account on InternsME.com? You can sign up for free.
It’s now time to give your profile a boost with your spectacular new video CV.
Here’s how:
1. Log onto internsme.com
2. Click on “My dashboard”. You will be welcomed with a personalized page
3. Scroll down and hit Upload (it’s a bit more complicated with Record).

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4. Drag and Drop your video into the designated space.
5. Wait for confirmation on successful upload
Pat yourself on the back for making your first Video CV and let the jobs roll in.

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3.2.11 nyscmart46
WHAT IS VIDEO C.V.?
Video C.V is a short clip of a candidate. It’s a platform for candidates to showcase their hidden
potentials to prospective employers, through motion and voice. This was hitherto impossible to
achieve withthe conventional textresume.VideoResume isalreadybeingusedinotherparts of the
world, America, Europe etc.
This isthe firsttime the technologyisbeenadoptedinAfricaand Blogme CareerVideoLimitedisthe
pioneer.BlogmeNigeriaownsthe copyrighttothisplatforminNigeria.VideoC.V orvideoresumeisa
technology the company adopted and developed to make recruitment much more efficient.
Video C.V gives job seekers the rare opportunity to make a good first and lasting impression on a
potential employer, even before the first physical meeting and the general public.
With thistechnology,potential employerscannow do more than read facelesspaperC.V.’s,theycan
now see prospective applicants. The potential employers or HR will be able to have a firsthand
impressionof the applicant’spersona,evenbefore he/shestepsintotheiroffice forthe firsttime,for
a chat/interview or test.
TIPS ON HOW TO SHOOT YOUR VIDEO CV
 Do not give toomuch information:Rememberthe "KISS"Formula(KeepItSimple &Straight.)
You want to entice potential employers to interview you face to face.
 Keepthe VideoC.Vshortandconcise:Don'tbore the Employer.Timegoesquicklywhenyou're
talking.
 Lessismore:Thisis especiallytrue withyourVideopresentation,Keepyourmessagebetween
120 and 180 seconds.The goal of yourVideoC.V istogetpotential employerstoconsideryou
a qualified candidate and secure an interview.
 Don’t Wing It: Think about how you want the Employer to feel when he/she watches your
Video CV. Then, write down the points you need to make to accomplish your goal and read
them aloud.
 "Professional" Doesn’t Mean Overly Serious: A Video C.V can be unique and professional at
the same time, so relax, have some fun and show your personality.
46 Source:http://www.nyscmart.com/videocv.php

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 Appropriate DressCode:YourVideoC.V isyourfirstimpression,soprepare anddresslike itis
an interview. Dress appropriately for your industry. Not everyone needs a suit and tie, but
Employers all expect a level of professionalism and that starts with your appearance.
 Body Language: A large percentage of human communication is non-verbal, so be aware of
what your body language is telling Employers about you!
BENEFIT OF VIDEO CVTECHNOLOGY
 VIDEO CV is a tool that supports and aids the branding of any company.
 VIDEO CV technology is built to elevate the process at which employment is done.
 VIDEOCV is a technologydesignedtogive youanedge above yourcompetitorsinthe fieldof
your business.
 VIDEO CV technologyisa service that not only helpsyoube a leadingfigure inthe corporate
world but also saves you valuable time and money.
 VIDEO CV helps companies to be in complete control of the recruitment process and also
speeds it up greatly.
 VIDEO CV technology gives prospective employers a first hand meeting with employees
virtually. The prospective employer will be able to see the prospective employees’ persona
and other unique qualities before he or she steps in physically for interview.
 VIDEO CV technologyholdsnoboundor limitation,because itcuts across all professionsand
social strata e.g. graduate job seekers, young executives, top executives, entrepreneurs,
politicians at all levels, sports people.
4 Services for Human Resources Companies
4.1 Video-Recruit47
VideoRecruitisasimple HRtool whichenablesrecruiterstoinvitecandidatestorecordanautomated
online video interview as part of their application. Candidates are invited via an email with an
embeddedhyperlinktothe VideoRecruit website.Once onthe website,the candidateisaskedseveral
questionsthatare preparedinadvancebythe recruiter.The interviewisrecordedviamicrophone and
webcamand whencompleted,ismade available tothe recruitertoreview andshare withcolleagues.
47 Source: https://www.video-recruit.com/(Prague, CzechRepublic)

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VideoRecruit,whichwaslaunchedin2012, allowsuserstocreate recruitmentprofileswithorwithout
video.Onaverage,thosewitharecordedCV are clickedon7.6timesmorethanthosewithout."People
are intrigued to see video CVs as they are new and more visually communicative than a paper CV,"
says Thompson.
4.2 Alexander Knight Recruitment48
48 Source:http://www.launchpadrecruits.com/insight-articles/brilliant-video-cv-resume

72. 72
5 Services for Applicants
5.1 curriculostv49
The CURRICULOS.TV isa departmentof productionandrealizationof trainingprogramsandmarketing
fromStevenTob (http://www.steventob.com/#about_us.html). Toall concerned,StevenTobensures
the treatment and organization of texts, according to their data, with accompanying footage in
professionalstudioandcareful editing.The videoresumeswill be indexedinwww.curriculos.tv,anew
human capital valuation platform with exposure to national and international level.
49 Source:http://www.curriculos.tv/

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CURRICULOS.TV is A Digital Network Enhancement of Human Capital in a web environment, which
aims to promote and disseminate the skills of everyone.The activity of CURRICULOS.TV comprises
creatingprofessional resumes,writescriptdevelopment,filminginstudioandimage editing,graphics
andsounddesign.Ourjobistocreate thestructuredscriptaccordingtothe experienceandknowledge
of eachcandidate,performingandrecordingstudiowithteleprompter,exploringandhighlightingthe
addedvalue of communicationandoral expression.Thisplatformcanmeetsome of the workalready
done incurriculumoriginal videos,the modelcurriculumandvideodesign,the advantagesof holding
a video resume, what conditions to do and have a video resume.
They have 4 options of video CVs to sell, prices from 290€ to 490€ plus VAT.
5.2 meettherealme50
Welcome to a new way to recruit. If communication and presentation skills are an essential
requirement then our e-me video platform screens the good ones in…and the poor ones out!
Nowyoucan watchcandidatespresenttheiracademicandprofessional skillsintheirownwords,find
out why theywant to workfor you and whythey feel theyare the bestcandidate for the job. We’ve
beenpioneeringvideoCVsforjobseekerssince2007 andnow we’ve launchedastraightforward,easy-
to-use, structured application screening process for employers.
Now you can add video to your existing recruitment processesor use our hosted service for one-off
campaigns.3-questions,3-answers,eachonenolongerthan45-seconds.Nothingcomplicated,nopass
or fail, no research needed, jobseekers just talk about themselves.
In lesstime thanittakestodial a mobile number,youcanassessa candidate’sabilitytocommunicate
withcustomers,colleaguesandsuppliers.AlongwiththeirwrittenCVsyoucan getcloserto the right
candidate quickly and efficiently.
50 Source:https://www.meettherealme.co.uk/home/jobseekers

74. 74
After Clicking on PRICING
5.3 sparkhire51
51 Source:https://www.sparkhire.com/

75. 75
ClickingonFEATURES
Clicking on PRICING
6 Expert Interviews
6.1 Introduction
For the purpose of completing the tasks provided in Output 1 of Erasmus + CUVID project, semi-
structuredexpertinterviews(explorative research) wereconducted.Purposeof conductedinterviews
was gatheringHR expertsandemployers’insightfromdifferent industriesonhow theyperceive and
rate the introductionof CV platformasanew oralternativewayof evaluatingapplicantsforaspecifies
job position, as well as their stand point on the advantagesand possible obstacles of such platform.
This will provide in-depth qualitative insight that will be used for extraction of conclusions and

76. 76
guidelinesforthe upcomingtasksinthe project.Asapartof amore extensivereport,expertinterviews
with 19 heads of companies or HR experts were carried out.
6.2 Objective
Gap Analysis(status-quo,standards,needsandchancesforvideoapplicationsforyoungpeople,added
value) through conducting interviews with HR experts and employers with the aim of getting
recommendationsfromtheirperspective,clarifytheirexpectations,specialneedsandproduce tailor-
made application videos. Also, Identification of specific problems and challenges considering video-
based application processes and forms.
6.3 Methodology
CAWI method was applied during interviewing process. This considers use of computer for recording,
followingguidelinesandpresentingmockupsandsketchesof existingvideocvplatforms.Interviewswere
carried out between December 2016 and February 2017.
6.3.1 Sampling
Purposive sampling is common in qualitative research. Particular individuals are chosen with
characteristics relevant to the study who are thought to be most informative. Size of the sample is
predetermined by the project proposal.
Criteria for choosing the interview candidates:
1. Local firmsthathave employedatleast10vocational occupationsthroughthe job application
process in the last 3 years, and
2. Firms that have implemented customized software for business optimization process
*both criteria need to be met

77. 77
ID
PARTNER
COUNTRY
COMPANY INDUSTRY/SECTOR
N.º OF
EMPLOYEES
P1a AUSTRIA Anton Paar GmbH Metal industry 1050
P1b AUSTRIA
Magna Steyr AG &
CO
Automotivindustry 6500
P2a PORTUGAL Sonae Specialized Retail 1200
P2b PORTUGAL
Espaço Top,
Formação e
ConsultadoriaLda.
Training and
consulting
17
P2c PORTUGAL
Plasfil – Plásticos
da Figueira S.A.
Plastic industry 220
P2d PORTUGAL
IEFP (Instituto de
Emprego e
Formação
Profissional)
Employment and
vocational training
20
P2e PORTUGAL ITGrow IT Company 140
P2f PORTUGAL Eurotux IT Company 35
P3a CROATIA Saponia d.d. Chemical industry 861
P3b CROATIA Belje d.d. Agriculture 1620
P3c CROATIA Gradnja Construction 440
P3d CROATIA Inchoo IT Company
P4a AUSTRIA
Bad Blumau
Blumau
Hotel industry 340
P4b AUSTRIA AVL Group Graz
Automotive
industry
3500
P5a CZECH REP. Nemocnice Pisek Health service 840
P5b CZECH REP.
Interplex Precision
EngineeringCzech
Republic s.r.o.
Automotive
industry
520
P5c CZECH REP. Jana Machinery 10
P5d CZECH REP. Klara Health / fitness 10
P5e CZECH REP.
Faurecia
Automotive Czech
Republic s.r.o.,
Písek
Automotivindustry 570
Table 3: List of interviewed companies
6.4 Limitations
Possible deviations in the research process can be expected due to fact that partners involved in
interview process are not professionals in market research. Also, geographical distance between
partner countries proposes a different starting point when choosing between potential interview
candidates depending on the availability of companiesin the area that are relevant to this research.
Althoughmuchattentionwasgiventothe selectionof interview candidates,small sample size,typical
of qualitative studies,limitsgeneralizationsandexternal validityof the findings. Thislimitsthe scope

78. 78
of the researchas it isdifficulttoassessthe impactthe researchhas onreal worldsituations52
Lackof
experience in video CV evaluation practice leads to only assumptions and expectations that are not
supported by real business practice.
6.5 Results
Results are divided into segments: Gap analysis, expectation/needs, advantages, obstacles and
recommendations.These segmentsinclude semi-structuredopenquestionspresentedandguidedto
interviewee by one of the representativesof projects partner country. Only the most significant and
relevantpartsof interviewssignificantfordiscussionwere includedinthe presentationof outcomes.
GAP ANALYSIS
1. Standard proceduresof evaluatingjob applications(Can you brieflyexplainwhat the hiring
process islike for your office?)
All of the interviewedcompanieshave their ownstandardizedevaluationand employment process
developed.
“We have our own evaluation process based on common and professional
standards” – P5a
Procedure starts with a detected need for a specific work position after which job requirements are
advertised in a platform of choice (press media, radio, websites, job offer portals, local web portals,
social networks,recruitingcentersandinfew casesLabor marketservice).Usuallythere are 3 rounds
of evaluations:preselection –eliminationof applicationsthatdon’tmeetjobrequirements,afterthat
follows personal meeting with the HR officer or commission where testing for a job occurs and the
latest round is final interview with the Board members and/or head of department requesting a job
opening.
Major difference between interviewed companies is the one between large and small companies.
Larger companies tend to receive a large number of applications per job vacancy so they neededto
developamore structuredwaytomanage allthe applicationsthrough digitalizeddatabase whichthey
also consult in future job offerings, while small companies don’t have that many candidates so they
investtheirtime to evaluate themmore closely.Interestingly,mostof the interviewedcompaniesare
52 Source: https://www.reference.com/business-finance/limitations-qualitative-analysis-b938c8bb3252b3c5

79. 79
not usingoraren’tsatisfied withthe local Labormarketservice andmostlyrelyontheirownchannels
of communication (paid, owned or earned) with labor market.
2. Room for improvements (how to improve current state of application process?)
Interviewed companies can be divided into 2 groups: ones that are satisfied with the current
applicationprocesstheyare usingandthe onesthatsee roomforimprovement.Outof 19 interviews,
7 or 1/3 (36,8%) are satisfied withcurrentstate, and 12 or 2/3 (63,2%) of intervieweeswouldlike to
implement innovations based on experience.
Satisfied with current application process: P2f/P4b/P5a/P5b/P5c/P5d/P5e
“Current version of CV Europass is quite complete” – P2f
“We have been constantly optimizing the that process” – P4b
“No plans for changes at this moment” – P5e
Room for improvements: P1a/P1b/P2a/P2b/P2c/P2d/P2e/P3a/P3b/P3c/P3d/P4a
“Improvementis definitely welcomewhen it comesto structure and design of application documents”
– P1a
“Due to significant size of our company, we always have to take care of the internal speed of
application processing” – P1b
“Software that enables more targeted search” – P2a
“If all of theinformation concerning applicants would be in one place and easily accessible that would
help a lot” – P3
“We are currently using substitute program for managing employment process...It would be nice to
have a professional/specialized tool” – P4a
3. Where do you see added value in introduction of curriculum video application vs. standard
applications? (elementsthat would better the job applicationprocess and save time; Would you say
thistype of jobrecruitmenttool wouldhelpyoutobuildareputation/brandasatech-savvycompany?)
7 out of 19 interviewed companies don’t see the added value in introduction of curriculum video
applicationvs.standard/traditional application.Mainreasonsstatedbyintervieweeswere thatvideo
cv application formis almost unknown to themthan, potential dangerof discrimination,difficultyto

80. 80
search specific key words as you can in written form and uncertain on would the candidates feel
comfortable about video presentation.
“In my experience I can say that I haven’t seen any tool that is really helpful in improving selection
process” – P1b
Onthe otherhand, 12 out of19 interviewedcompaniesor63,2 %see addedvalue inVideoCV format.
They state that first impression is important in detecting desirable characteristics, it makes the
selectionprocessfasterinearlystages,youcanestimateifthe personistruthful andmotivated,helps
centralize applicant database, encourages creativity, shows that the applicant is really interested in
the position and that it shows information beyond traditional CV.
EXPECTATIONS/NEEDS
4. Specificneedsdetectedthroughpast experiencesinthe processof traditional (paper) CV
applications.(What islacking in current applicationformat?)
Most common needs specified amongst interviewed companies are lack of space for personal
expression and difficulty to examine soft skills in written CV form.
Additionally, some companies stated that importance of motivational letter is underestimated as it
covers 3 essential issues: why me? whythis company? And whythis job position? and because it’s a
great way to differentiate yourself from other competitors when similar qualifications or work
experiences are compared. Proof of formal education is something that has been missing from job
application whenit comes to applicants withlower level of educationor qualification. Also, it would
be nice to have a chance to update or correct your CV ones it’s already submitted.
“more space for personal expression” – P5c
“…it would be useful to have a verification on declared information (diplomas,
recommendations...)”. – P5e

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ADVANTAGES
5. Whatdo you see as an advantage ofCV videojob applicationin terms of making your job more
efficient?
Onlyone of the companiesdoesn’tsee anydirectadvantagesof usingCV videoapplicationintermsof
making their job more efficient. Rest of the interviewees highlighted speeding up the preselection
process, saving time and money by streamlining the process, making evaluating process more
collaborative,centralizedtracking,consistencyinapplicationof certaincriteria,more indepthwayto
evaluate candidates and getting more information than from a written application thus making
decisions about candidates easier.
“bringing useful information in one minute sequence…” – P5c
“If there would be a complete package, everything standardized – then it might help save
time.” – P4b
OBSTACLES
6. Identificationofspecificproblemsandchallengesconsideringvideo-basedapplicationprocesses
and forms.
 (Can you identifya potential problemin usingthis type of applicationsfor further
evaluationof applicants?)
It couldaffecthowcandidatesare perceivedif theydon’tfeel comfortable infrontof the camera and
as previously mentioned it could raise some discrimination issues. Furthermore, there could be
difficultyof integration with the currant recruitment system, problems with candidates that are not
using appropriate/suggested technology and the security conditions for content privacy are not
guaranteed. Today’s social network platforms dependon popularityand number of registeredusers
that could be a problemincase of CV videoplatform.Also,itwouldbe unfairfor the candidatesthat
don’t have access to required technology to be excluded from the evaluation.

82. 82
Small companiesare happytogetanykindof applicants,soif thereisprerequisite of sending videofor
a job position, theycould get even less. Theycan see this type of presentationsuitable for some job
positions but not for all.
“we see your idea of connecting companies and applicants in this virtual marketplace a long-term
process that needs to take many details into account” – P4b
What would be the most common reason(s) for rejectingan applicant's resume and/or portfolio in
video format?
Reasons for rejecting would be the same as for written CV – if the candidates don’t meet previously
defined and posted requirements. Certain number of companies would be put off by lack of
communicationcapacity,if the competenciesdon’tmatchwiththe requiredfunction,presentationof
content as well as frivolous approach to profile or video creation.
Affectation,pretence (acting) andmakingthe videolooklike anadvertisementwouldalsobe seenas
reasons for rejecting the application.
RECOMMENDATIONS
What are your expectationsconcerningthe use and profitof such an interactive platformfor finding
adequate candidates? (would they be open to implement CV video platform in the future? How
would they benefit from it?)
Almostall of the interviewed companieswouldconsiderimplementingCV videoplatforminthefuture.
Some of themwouldlike totry it outof curiosity,some forexperimentalpurposes,asan opportunity
to reevaluate and/or upgrade current recruitment system.
“If it works efficiently and doesn’t imply a massive additional effort to forward a Video CV internally
to a department manager (maybe by using a link) then it is a professional tool with added value.” –
P1b
Companiessee benefitssuchastimesaving,chance toevaluate candidates characterandappearance
and additional pool of applicants that they could use in search of a perfect candidate.

83. 83
8. Do you have any general tips for potential applicants? (presentation tips, formal-casual, dress
code, amount of information etc.)
Interviewedcompanieswhere mostlyunifiedintheiropinionsandcanbe treatedas universal tips
theywouldgive topotential applicants.Gatheredstatementare showninthe table below.
Presentationtip - Introduce yourself
- Past jobexperiences
- What job positionare youapplyingto
- How can youcontribute
- What are yourexpectations
- Objective,conciseandprofessionalcommunication
- What differentiatesyoufromothers
- Provide easilyproveninformation
- Take time to make the videopersonal
- Informyourself aboutthe company
- Highlightyourbestfeatures
- Tell onlyinformationrelevanttothe appliedposition
- Appearauthentic
- Relaxedpresentation
Dress code - Adequate forthe jobposition
- Cleanandrespectedlook
Amountof information - Short video
- 1 – 1,5 minutes
- lessismore
CV VIDEO PLATFORM FEATURES
9. What criteriawouldyou mentionconcerningqualityandapplicability?(videoformat –short (how
short?),long (howlong?) example 30 sec,120 secvideopresentation);How important isthe quality
of video and sound – is there a minimum requirement?
Companiespreferforapplicantstouploadshortversionsof videoCV thatwouldlastupto138 sec.on
average and 175 sec. for the long version. They expect the video and sound to be clear and
understandable.

84. 84
COMPANY ID
VIDEO LENGHT
QUALITY
SHORT LONG
P1a 60 sec -
Focus on audio quality; today’s smartphone
video quality is fine
P1b 60 sec 120 sec
“the better the quality the better the overall
impression of the candidate”
P2a 90 sec 120 sec Good video and sound quality
P2b 90 sec 120 sec Good video and sound quality
P2c 90 sec 120 sec Good video and sound quality
P2d 90 sec 120 sec Good video and sound quality
P2e 90 sec 120 sec Good video and sound quality
P2f 90 sec 120 sec Good video and sound quality
P3a 60 sec 120 sec
Video and sound should be clear and
understandable
P3b 60 sec 300 sec
Video and sound should be clear and
understandable
P3c 60 sec 300 sec Laptop and smartphone camera is sufficient
P3d 30 sec 300 sec
Video and sound should be clear and
understandable
P4a 120 sec 180 sec
Doesn’t have to be made with professional
equipment
P4b 120 sec - -
P5a - -
Video and sound should be clear and
understandable
P5b 120 sec -
Sufficient for normal understanding of the
content
P5c 120 sec - Video format should be defined in advance
P5d 120 sec 240 sec Good video and sound quality
P5e 120 sec -
Video and sound quality should be specified
for the users
10. What additional servicesand assets would theyprefer?(geopositioningof applicants,web cam
interviews, social network presence – LinkedIn, Facebook; upload of CV profiles from other social
platforms, past work presentations, awards, diplomas, recommendations, standard CV in PDF etc.)
COMPANY
ID
Geo
Positioning
Web cam
interview
Social network
presence
Awards,
diplomas,
recommendations
Standard CV
in pdf
P1a X X X
P1b X X X
P2a X X X
P2b X X X
P2c X X
P2d X X X X
P2e To be able to contact candidate in the future
P2f LinkedIn profile with some detail and appropriate photo
P3a X X X X
P3b X X X X X
P3c X X X X X
P3d* X X X X X
P4a -

85. 85
P4b -
P5a -
P5b X X X X
P5c X X X
P5d X X X
P5e X X X X
*additional recommendations: timeline of application status (accepted, rejected, under consideration), dashboard with
analytical capabilities (who was interestedinmyprofile ...), drop down menufor job categories when conducting a search,
Candidate status (unemployed, employed, between jobs).
11. What elements should applicants emphasize in their video CV proposal?
Companies answers could be summed up in the following elements that they expect applicants to
provide: education and work experience in detail, career breaks and hobbies or interests if there is
enough time on the video pitch.
Short videoCVversionshouldcontainanswerstoquestions:whoamI?, Whatare my competences?,
What are my strengths?, What are my weaknesses? And why this job position?
Long videoCVversionshouldbe usedforpresentingvaluesthatcorrespondwiththecompanyculture,
readiness to be a part of the team and skill demonstration e.g. for cook apprentice, videois done in
the kitchen. Certainly, it is desirable to see what singles them out of the competition.
In most cases, companies expect customized video for a specific job position because it showseffort
and engagement.
12. Most important information on applicationthat wouldbe positionedonthe prominentplace of
applicants’ profile53
. (What are they: name, education, experience, job title etc.)
Accordingto interviewed companies,mostprominentplace of the applicants’profile shouldbe used
forpresentingmostimportantinformationsuchas:name,age,vocational oracademicdegree,address
and work experience.Companieswouldbe interestedtosee profile picture andto what job position
is the applicant applying.
53 format that ensures that the keyfactors that recruiters needto see initially(jobtitles, companynames, education, dates,
keywords, etc.) are both powerful andeasyto find during a quick six-second scan. Accordingto: Dr. John Sullivan:WhyYou
Can’t Get A Job … RecruitingExplained ByThe Numbers;Available at: https://www.eremedia.com/ere/why-you-cant-get-a-
job-recruiting-explained-by-the-numbers/ 15/11/16

86. 86
13. In what way wouldyou like to be able to interact with potential jobapplicants.(e-mail,publicor
private messaging, push notification on decision made concerning job interview, etc.)
Asexpected,mostof the companiescountonpossibilityof interactingwiththeirapplicantsviae-mail.
Althoughtheylikeprivatemessagingandpushnotificationoptionsmostinterestinginformationisthat
they would still continue or would like to use the phone for contacting their applicants.
E-MAIL PRIVATE MESSAGE PUSH NOTIFICATIONS PHONE CALL
X 11 (58%) X6 (32%) X7 (37%) X8 (42%)
CONCLUSION
All of the interviewed companies have their own standardized evaluation and employment process
developed. Major difference between interviewed companies is the one between large and small
companies.Largercompaniestendto receive alarge numberof applicationsperjobvacancy so they
neededtodevelopamore structuredwaytomanage all the applicationsthrough digitalizeddatabase
which they would also consult in future job offerings, while small companies don’t have that many
candidates so they invest their time to evaluate them more closely.
Outof 19 interviewees,7or 1/3 (36,8%) are satisfiedwithcurrentstate of the applicationprocessand
12 or 2/3 (63,2%) of interviewees would like to implement innovations based on experience.
7 out of 19 interviewedcompanies don’t see the added value in introduction of curriculum video
application vs. standard/traditional application. 12 out of 19 interviewed companiesor 63,2 % see
added value in Video CV format.
Only one of the companiesdoesn’tsee anydirectadvantagesof usingCV videoapplicationintermsof
making their job more efficient.
Restof the intervieweeshighlightedspeedingupthe preselectionprocess,savingtime andmoneyby
streamlining the process, making evaluating process more collaborative, centralized tracking,
consistency in application of certain criteria, more in depth way to evaluate candidates and getting
more information than from a written application thus making decisions about candidates easier.

87. 87
Major obstacles identified by interviewed companies were difficulty of integration with the currant
recruitment system, problems with candidates that are not using appropriate/suggested technology
and the security conditions for content privacy are not guaranteed. Also, they can see this type of
presentation suitable for some job positions but not for all.
In most cases reasonsfor rejectingvideoCV applicationwouldbe the same as for writtenCV – if the
candidates don’t meet previously defined and posted requirements.
Companiessee benefitssuchastimesaving,chance toevaluate candidatescharacterandappearance
and additional pool of applicants that they could use in search of a perfect candidate.
7 CUVID young people survey
Onlythe respondentsthathad100% completionof the surveywere consideredinthisanalysis.Total
number of participants in Austria, Czech Republic, Portugal and Croatia was n=301.

88. 88
Out of 301 participants, 99 or 32.9% were male and 202 or 67.1% were female.

89. 89
Surveyincludedpupilsandstudents in age group born from 1985 to 2000. Most dominantage group
wasinthe range from1998 to 2000. thatmade 70.4% of all respondents.Whenanalyzingrespondents
age individuallywe can see that most of them are born in the year 2000 – 97 of them or 32.2%, 55 or
18.3% were born in 1999 and 60 or 19.9% were born in 1998.
Number of participants depended on the availability of potential respondents in partner countries.
Almosthalf of the respondentscame fromAustria142 of themor 47.2%, 94 are fromCzech Republic
or 31.2%, 36 or 12% are from Croatia and 29 or 9.6% are from Portugal.

90. 90
When asked how would they benefit from an online video platform, respondents rated the highest
(agree and strongly agree statements included): Creative and interesting way to present themselves,
opportunitytoapplyfor a job inEU (mobility),givesthemabetterway to presentpersonal skillsand
knowledge and giving them an overview of job offerings and number of applicants per job position.

91. 91
Among the lowest rated statements were: better visibility in labor market and making a job process
more collaborative with employers.
Respondents were given to choose between technical preconditions that they would expect to be
covered by CUVID and the answers were evenly distributed between offered choices. Mobile
smartphone recording was the most often choice of respondents (n=190, 63,1%) when choosing
technical requirement that they expect.

92. 92
Respondentswere mostinterestedinwebcaminterviewsoptiononCUVIDwebplatformasanadded
feature (n=184, 61,7%). Other offered features were equally represented.
Surprisingly, least of them (n=89, 29,9%) were interested in connecting their profile on video CV
platformwithexistingsocial networkprofiles,consideringthatmostof themhave itand that theyare
probably active. Also,geo-location based feature is not among favorites,only 115 or 38,6% see it as
desirable add-on.

93. 93
Respondents were most interested (n=202, 67.3%) in «how to prepare yourself – check list» when
being asked what guideline would be of interest to them for creating effective CV video. They were
equally interested in guidelines for dress code (n=157, 52,3%), positioning in front of camera and
microphone (n=151,50,3%),whatinformationtoemphasize(n=152,50,7%) andwhattoavoid(n=162,
54%). Theywere mostconfidentintheirtechnicalskillsbecauseonly137 of themor 45,7% wantedto
knowwhattheyneededtoknowforequipmentcheck.

94. 94
8 Conclusions / Recommendations for upcoming project stages
1. All of the interviewed companies have their own standardized evaluation and employment
processdeveloped. 1/3of themare satisfiedwithcurrentwayof evaluatingcandidatesand don’thave
plans for implementing any changes.
2. Interviewed companies see potential in video CV application as a good preselection- elimination
tool especially because they usually conduct 3 rounds of job interviews before making the final
decision.
3. Ways have to be found how to minimize companies concerns when asked about added value of
video cv application vs. standard application. They are most concerned that video CV is not widely
accepted job application format, potential danger of discrimination, difficulty to search specific key
wordsas youcaninwrittenformanduncertainon wouldthe candidatesfeelcomfortable aboutvideo
presentation.These identifiedproblemscanbe tackledby implementingawarenessprogram among
concerningpartieswhichisalreadyapartof CUVIDprojectproposal.Alsobyprovidingvideotutorials,
candidates should be instructed on how to perform in front of the camera thus making them more
comfortable in such situations. Furthermore,it should be taken in consideration that the video CV
platform should have some sort of key word search capabilities.
4. Some companiesstatedthatvideopresentationismore suitableforsome jobpositionsandlessfor
others.Forthatreason,tutorialsshouldsuggestwayshowall candidates, regardlessof theirvocational
orientation, could utilize video CV presentation for their benefit.

95. 95
5. General tips for candidate preparation concerning presentation tips, dress code and amount of
information that they provide is stated in the following table:
Presentation tip - Introduce yourself
- Past job experiences
- What job position are you applying to
- How can you contribute
- What are your expectations
- Objective, concise and professional communication
- What differentiates you from others
- Provide easily proven information
- Take time to make the video personal
- Inform yourself about the company
- Highlight your best features
- Tell onlyinformationrelevanttothe applied position
- Appear authentic
- Relaxed presentation
Dress code - Adequate for the job position
- Clean and respected look
Amount of information - Short video
- 1 – 1,5 minutes
- less is more
6. Companiespreferforapplicantstouploadshortversionsof videoCV thatwouldlastupto138 sec.
on average and 175 sec. for the long version. They expect the video and sound to be clear and
understandable.These parametersshould be considered when designing the CUVID web platform.
7. The CUVID platform should encompass some or all additional services stated by companies (in
orderof importance):standardCV inPDF; awards,diplomas,recommendations;webcaminterviews;
geo positioning of applicants; social network presence – LinkedIn, Facebook.
8. Additional recommendations based on the available resources of the CUVID project: timeline of
application status (accepted, rejected, under consideration), dashboard with analytical capabilities

96. 96
(whowas interestedinmyprofile ...),dropdownmenufor job categorieswhenconductingasearch,
Candidate status (unemployed, employed, between jobs).
9. CUVIDplatformshouldbemarketedprimarilyasvideoCV applicationplatformbecauseitisitsmost
distinctive feature butalsoasa platformwithfeaturesthatcombinesall the possibilitiesthatInternet
as a medium provides – rating system, document upload, database, comments, notifications,
interactions and so on.
10. Companies expect applicants to provide following elements that they should emphasize:
educationandworkexperience indetail,careerbreaksandhobbiesorinterestsif thereisenough
time on the video pitch.
Short video CV version should contain answers to questions: who am I?, What are my
competences?,Whatare my strengths?, What are my weaknesses? And why this job position?
Long video CV version should be used for presenting values that correspond withthe company
culture,readinesstobe apart of the teamandskill demonstratione.g.forcookapprentice,video
isdone in the kitchen.Certainly,itisdesirable tosee whatsingles them out of the competition.
11. In mostcases,companiesexpectcustomizedvideoforaspecificjobpositionbecause itshows
effort and engagement.
12. According to interviewed companies, most prominent place of the applicants’ profile should be
used for presentingmost important information such as: name, age, vocational or academic degree,
address and work experience. Companies would be interested to see profile picture and to what job
position is the applicant applying.
13. As expected,mostof the companiescounton possibilityof interactingwiththeirapplicantsviae-
mail.Althoughtheylikeprivate messagingandpushnotificationoptionsmostinterestinginformation
is that they would still continue or would like to use the phone for contacting their applicants.
14. Technical requirements identifiedby pupils/studentsin order of importance: mobile smartphone
recording; web cam and built in microphone connectivity or possibilityof uploading audio and video
files from another source; if possible – video editing option.

97. 97
15. Pupils/studentswere mostinterestedinwebcaminterviewsoptiononCUVIDwebplatformasan
added feature as well as possibility of uploading motivational letter for job position. Other offered
features were equally represented as offered to interviewed companies. Surprisingly, least of them
were interestedinconnectingtheirprofile onvideoCV platformwithexistingsocial networkprofiles.
Also, geo-location based feature is not among favorites, only 38,6% see it as desirable add-on.
16. Pupils would like to be advised how to produce video CV presentation via tutorials on: «how to
prepare yourself – check list»; guidelines for dress code, positioning in front of camera and
microphone; what information to emphasize and what to avoid. They were most confident in their
technical skillsbecause only45,7%wantedto know what theyneededtoknow for equipmentcheck.