Summary: If you are like me, you will dread the day after application closing day for a new position or vacancy in your company. This is point where a pile of printed CVs containing similar information for all of the candidates applying for the job drops on to your desk, and it is your job to divine which of these people are going to be the best match for the position.
If you are like me, you will dread the day after application closing day for a new position or vacancy in your company. This is point where a pile of printed CVs containing similar information for all of the candidates applying for the job drops on to your desk, and it is your job to divine which of these people are going to be the best match for the position. And that "best match" part works both ways, because while it is important to ensure that the person you select is the one that performs in the role optimally, you don't then want them to tender their resignation a few months down the line because the job didn't meet their expectations.
I have discovered a way that solves both of these issues, and reduces the time it takes to identify successful candidates at the same time, and that is video profiling.
There are a number of new recruitment websites springing up that cater for the 'YouTube' generation - Internet-savvy, with ready access to camera or mobile phone video recording technology. They provide both employers and candidates the opportunity to post a short video online when registering (or applying for) a vacancy. So, how does this help?
To solve our first problem - how do I find the most suitable candidate for the role? - we can use these video profiles as a 'pre-interview' which gives us two benefits:
- whilst paper-sifting the CVs, it is possible to 'pass' more of them due to the fact that we will not be inviting everybody who 'passes' in for an interview. I usually find that CVs fall in to three categories - very good and very poor, of which there are a small number of each, and then 'could go either way' which lie in the middle and make up the majority of applications. With the ability to view video profiles before inviting for interview, you can put not just the 'very good' CVs through, but also the better of the 'could go either way' - because as we all know, what looks best on paper is not always the case and vice versa.
- we can then review the video profiles of the better CVs, and identify which candidates really do have what it takes to be invited in for an interview. In some industries, such as PAs or modelling where personality is presentation is paramount, you might even reverse the steps and view your video profiles before doing the paper-sift of CVs, although I would not recommend this.
By posting a video profile of your company detailing your values, working environment, benefits for employees etc. when advertising the job, you will enable the candidates to determine whether the job is a good match for them too. This will reduce the number of applications where the candidate then changes their mind after selection, saving you money in having to re-recruit.
Author Bio: If you advertise jobs in London, Birmingham or anywhere else in the UK, jobplant.co.uk can help you by giving you access to video profiles of your candidates, whilst allowing you to show them a profile of your company.
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