Video in recruiting is here to stay.  The question is, which of its forms produces the best results for recruiters and jobseekers?

Option 1: Video is introduced at the start of the Recruiting process, through Video Resumes.

Facts:

- Jobseeker makes a promotional video of him/herself explaining why they should be hired.

- Information is usually general, including educational background, skills, experience and career objectives.

- Length: It is generally recommended that it does not exceed 15 mins.

- Video is sent to many prospective employers.

Pros:

- Jobseekers stand out and make a lasting impression on recruiters.

- It’s more fun for the recruiter to watch videos than browse through a pile of paper resumes.

Cons:

- Producing a Video Resume can be costly and time-consuming.

- Recruiters don’t get to ask them questions so it is a one-way flow.

- It usually takes longer for recruiters to watch many videos than browse through resumes.

- Increased risk of discrimination suits.

- Easy transfer of Videos and consequent risk of Jobseeker’s Videos ending up in the wrong places.

- No particular aid to the recruiter in candidate evaluation.

Option 2: Video is incorporated at the Job Interview itself - Live

Facts:

- Recruiter and Jobseeker talk and see eachother live through webcam, similarly to MSN & Skype applications.

Length: Indeterminate, like in real interviews.

Pros:

- Conversation (reply to reply) is possible.

- Jobseeker saves time and money as he/she does not need to go to the interviewer’s office.

- Company avoids travel expenses in out-of-town recruiting.

- Minimal risk of discrimination suits as screening is prior to interview.

- If not recorded, minimal risk for Jobseeker of interview being publicly exposed.

Cons:

- Companies and candidates need to schedule a time to meet online.

- Different time zones can frustrate or difficult its use for out-of-town hires.

- As there is no preparation, it is more likely that technical difficulties will arise at the start of the online meeting. This can be awkward.

- Possibility that image or sound fail on either side at any point and that interview is interrupted halfway.

- No particular aid to the recruiter in candidate evaluation.

- If recorded, difficult for Recruiters to share video interviews with Hiring Managers securely.

Option 3: Video is incorporated at the Job Interview itself, remotely (Entervista).

Facts:

- Recruiter sets up a Video Interview and sends it to Candidate. Candidate records replies to interview questions, independently.

- Length: Can be predetermined through allocation of time for responses to interview questions.

Pros:

-  Company can send one interview to many candidates at the same time, so they only need to ask questions once.

- High flexibility as there is no need to schedule meetings. Companies and Candidates can do their part anytime, anywhere.

- Time save in setting up an interview. Service providers usually offer predetermined basic interviews and a list of questions for each industry.

- Time and money save for Jobseeker, as he/she does not need to physically go to the interviewer’s office.

- Company avoids travel expenses in out-of-town recruiting

- Possibility for Candidates to record general interviews and choose among publicity options.

- Recruiter can search Candidate database and incorporate Candidates from which to choose for vacancy.

- Recruiter can see Candidate’s info, resume and video in one place, using a secure platform.

- Evaluation and Comparison tools are provided to aid recruiters in selecting for their vacancies.

- Possibility to add language and other tests to interview.

- Possibility to replay videos and to store them online through secure platform for a period of time.

- Possibility for Recruiters to share video interviews with Hiring Managers through secure platform.

- Minimal risk of discrimination suits as screening is prior to interview.

- Minimal risk of an illegal question being asked if using predetermined questions.

- Videos stored in secure platform, so minimal risk for Jobseeker of interview being publicly exposed.

- Prior testing of sound and image and independent process minimizes risk of technical difficulties.

Cons:

- No possibility of conversation (reply to reply).