As the job market is starting to turn around, more and more employees are leaving current positions for better opportunities. On Careerbuilder.com, Kaitlin Madden published an article titled ” 5 Tips for Quitting with Class” A must read for anyone thinking of making a change!
HireVue was the topic of discussion for the second day in a row on the Big Biz Show. Our friend, Joe Gonzalez from BCA Search appeared with Rusty and Sully yesterday and ended up spending several minutes discussing Mark Newman’s interview from the previous day. Maybe it was the lab coat (see the video below) or more likely, Joe just knows what he’s talking about – He’s 100% correct that HireVue is “really a good assessment tool,” and more than just a system for connecting two people over the Internet via webcams. To hear the entire discussion – and see Joe in a lab coat, see the YouTube video below.
Two publications recently featured HireVue in articles about online video interviewing.
The global online recruitment magazine “onrec,” featured HireVue in their analysis of virtual interviewing, “Virtual Interviewing – US Perspective.”
“New technology solutions allow employers to forego face-to-face interviews. But is virtual interviewing as good as being there? For clients of HireVue, a leader in interview solutions, the answer appears to be a resounding yes. As video and related technologies have become more pervasive, employers have become increasingly comfortable with adoption…”
The Wall Street Journal article, “How to Nail a Job Interview – By Video” emphasized the growth of video interviewing and tips for job seekers.
“These days, a job-seeker can land a job without ever setting foot inside the company’s office, thanks to video communication tools that connect employers with candidates over the Internet. Several people in the career and job-search industry say video interviewing using remote technology software is on the rise for a broad swatch of industries…”
The increasing industry adoption of video interviewing in general, and HireVue’s video interviewing and decision management solutions specifically, is becoming more and more obvious. Stay tuned as we announce incredibly talented recent hires at HireVue and the acquisition of some amazing new clients.
Follow Up – 4:12 p.m. MST – Mark’s interview with Sully and Rusty went great. Thanks to the whole Big Biz Team and Headhunter Radio for having us on. To listen to the archive, go here http://bit.ly/9jGTzS.
——————————
Mark Newman, CEO of HireVue, will be on The Big Biz show today at 1:40pm (MT) where he has been asked to explain to Bob “Sully” Sullivan how in a harsh economy, HireVue was able to close $5 million dollars in series B funding! Click the link to listen live! http://bigbizshow.com/media/
Rusty Rueff
My first real corporate job out of college was as a Personnel Trainer at Pratt & Whitney Aircraft Engines in East Hartford, CT. It was at the end of my first year there that the company introduced this computer communication system that allowed for us to send messages instantly to other people just by typing in their name and writing a few short lines. We had just recently been trained on how to use another system called voicemail so this idea of being able to also communicate using your desktop computer was quite novel. Of course, this was the beginning of email and as we look back now, it seems crazy that we had to be convinced, or change-managed, into using this new productivity application.
The same is about to happen with captured video interviews. Right now it seems novel to some and unorthodox to others, but I predict that in a few short years we will look back at this time and have the same reactions to video interviewing as email, voicemail and all other standard work applications that are today, normal course of business systems.
The time is now because the rest of the world is moving this way. Voicemail worked in the office because we had been using answering machines at home long before they made their way to the workplace. Email worked because we had already become accustomed to fax machines where we could hand write or type messages and then deliver them electronically. Captured video interviewing’s time is now because we are already using video conferencing, Cisco’s Telepresence, Skype, iChat and now the iphone 4’s camera on the front of the phone. It is also captured video interviewing’s time because there is an emphasis on productivity and standardization inside of the office with efficiency and convenience as a priority for candidates, and all parties are interested and concerned about going green.
Beyond all of this, any of us who have been in the Talent space for more than a decade are so ready for a breakthrough of thinking and technology that can brings us real learning on how to better query and assess candidates. To date, I haven’t seen anything with more potential to radically change and improve the art and science of interviewing than what can happen when captured video interviewing is applied to business. Improvement and learning can only happen when there is a standard platform without variability and randomness. Captured video interviewing is the first right step to establishing a consistent and predictable and controlled platform for improvement.
Trust me, our kids will be laughing when we tell them about how we used to interview for jobs before captured video interviews came along.
———————–
Guest Blogger Rusty Rueff writes about the changing face of HR for the HireVue Blog and is a member of HireVue’s Board of Directors. He was most recently CEO of SNOCAP, the digital music commerce provider for MySpace, before being acquired by imeem in April 2008. Previously, Rusty held several HR leadership roles with PepsiCo and was Executive Vice President of HR for Electronic Arts. Rusty is co-author of “Talent Force: A New Manifesto for the Human Side of Business” (Prentice-Hall. 2006).
I attended the HCI Strategic Talent Acquisition conference a few weeks ago where some of the top minds in recruiting were gathered to talk about the latest trends. I kept hearing the same core themes in their presentations:
Another consistent theme was the critical need to upgrade the level of talent in the organization to gain competitive advantage (Win the War for Talent déjà vu). However, this company perspective is accompanied by an opposing trend, employees that see the need to upgrade their employer. According to the recent Manpower/Right Management survey, 60% of employees intend to leave their jobs and one-in-four are networking and updating their resumes. Just a few weeks ago USA Today reported that people are actually starting to quit their jobs to find new work, even without the new job. This means that top talent will have the power to choose as the churn begins to increase.
What did I learn at HCI that talent acquisition leaders can do to stay ahead of the wave?
Of course HireVue’s workflow tools, ability to create video talent pools, decision management tools, and branding options can help you improve in all four areas.
Chip Luman
COO, HireVue
Cody Horton, Director of Recruiting, Diversity, and College at Wal-Mart brought a new dimension to the standard career fair format at the SIFE National Exposition last week. He decided to create a virtual interviewing room to complement his career fair activities. Once a recruiter identified a top candidate in the Wal-Mart booth, they invited them to complete one of HireVue’s one-way recorded interviews at a time that was convenient for the candidate. This flexibility was especially important as many of the students were driven by their competition schedule throughout the day.
Cody went with this approach for several reasons and explained to me, “when you meet a student at a career fair it can be very 2 dimensional. You receive a resume and have conversations that you then have to convey to a hiring manager back at headquarters or in the field. The video interview brings three dimensional life to the candidate and gives managers instant access to top talent.” Cody is also a fan of the recorded interview because it allows him to have multiple trained reviewers evaluate the candidate using different competency model assessments. All of this combined creates new campus and career fair efficiencies for his team and helps them close top talent faster than the competition.
Wal-Mart's Video Interviewing Station at SIFE
The second aspect of the career fair that I was impressed with was the attention Wal-Mart gave to their employment brand. The virtual interview room carried the same look and feel of the booth on the career fair floor. Recruiters took the time to explain why they were using the video interview process and how it would benefit the candidate. Wal-Mart opted to brand the HireVue system (click here to view).
There was positive feedback from the candidates and many were excited about the fact that several managers throughout Wal-Mart would be able to view their interviews that very same day. Throughout the event, there was a lot of buzz with many people stopping by to learn more about what Cody and his team at Wal-Mart were doing. Go here to learn more about HireVue’s campus recruiting solutions.
You have brains in your head.
You have feet in your shoes.
You can steer yourself any direction you choose.
You’re on your own.
And you know what you know.
And YOU are the one who’ll decide where to go.
-Oh, the Places You’ll Go! – Dr. Seuss
A friend of mine graduated from university last week – May 6, 2010 – and is quite worried about his next step in life. The day of graduation, the Dow dropped almost 1,000 points (a new record!) before recovering. To put it mildly, he’s worried. During this time of year when spring has come and gone and summer is on its way, our clients are finishing up their campus recruiting programs and new graduates are coming to the market trying to figure out just what is next for them. When I was in the same position, I had no idea what to do and instead started a business as a go-between until I “figured things out” (I guess I still am!).
What Do Graduates Want?
In my position I have the opportunity to talk with a lot of people who are finishing up college or university all over the world. In conversations, I like to try to figure out what is driving them, what they are looking for, They want the opportunity to grow and develop, the opportunity to experience new things and challenges, the opportunity to be part of something special and to learn. It’s not money or fame or so many other things you might expect. This is a unique generation coming into the workplace right now and they want to be engaged, excited, and passionate about what they are doing. New professionals want to be part of the team that has meaningful impact. As an employer, you have to ask yourself how do I convey this to candidates? Or perhaps more importantly, how do I not only determine whether the candidate is a “fit” for us but are we a fit for them? I submit HireVue can be tremendously helpful here and this is where I think our business gets really exciting. Many of our customers have told us our collaboration and workflow tools allow them to transcend the “video conference” transaction to build understanding and relationships with candidates in ways they never could before.
More Than Just Webcams
Our primary charter has been to serve the needs of corporate recruiters. However, during the past 12-18 months we’ve seen a really interesting phenomenon. Campus recruiters have caught wind of HireVue from their corporate associates and we are now being used on over a hundred campuses worldwide to augment or in some cases replace campus recruiting trips. While many started using HireVue initially as a cost saving measure, most come back and tell us “this is so much more than just webcams! We’re making smarter decisions now.” We’re thrilled to see this and plan to continue to innovate for the campus space. In fact, June 1-3 we’ll be presenting HireVue to campus recruiters in Orlando, Florida at NACE, the National Association of Colleges and Employers – so if you’re planning to be there, look us up at booth #721.
Put New Graduates’ Enthusiasm and Innovation to Work for You
I believe that a lot of innovation happens during the summer. It’s when Ryan and I started HireVue and when I know a lot of passionate entrepreneurs decide “I’m going to do something for myself instead of working for the man.” All jokes aside, it usually means they can’t find a job that inspires them to jump in and they might as well give a startup a shot (it’s a well known fact that the most new companies are started during recessions). Aren’t these the kind of employers you want to hire? Wouldn’t you rather they innovate for you than on their own? New graduates like my friend can be amazing employees that will truly change the dynamics of an organization. It’s time to stop just filling positions with any comers, it’s time to fill your positions with passionate up-and-comers. So many new graduates wonder about all the places they’ll go – now’s your chance to inspire them, hire them, develop them and repeat.
Have a great start to summer.
Mark Newman
CEO, HireVue
Companies with up to 5,000 Employees Can Now Tap Powerful Video-Enabled Tools to Streamline Hiring Decisions
SALT LAKE CITY, Utah – (Business Wire) April 15, 2010 – Video interviewing pioneer HireVue (http://www.hirevue.com) today announced the completion of its integration with Taleo Business Edition from Taleo Corp. (NASDAQ: TLEO), the leading provider of on-demand talent management solutions. HireVue’s powerful and easy-to-use video interviewing and hiring decision platform connects job seekers directly to employers through live and virtual interviews.
During the webinar we did with Taleo on Wednesday, March 31st, Melissa McMahon from CDW and Lorna Hagen from Dow Jones discussed why they chose HireVue and how they plan to leverage video interviewing in their talent acquisition strategy. A number of excellent questions were asked by the audience but we were only able to respond to a handful during the webinar so we wanted to make sure to post the questions – all of them – as asked along with our responses. For those of you who didn’t get the chance to join us for the webinar, you can view the archived recording on our website. Download “Leveraging Your Taleo Investment with Hirevue”.
Q: Can an invitation delivery be automated based on meeting minimum pre-screening requirements vs Manual delivery?
A: While video interviews can be included in your Taleo workflow, the video interview invitation process cannot be automated at this time.
Q: Does HireVue have experience with Taleo Enterprise version 10?
A: Yes. In fact, we were the first integration partner to be certified for use on Taleo Enterprise 10. For more information about the integration, contact your Taleo representative.
Q: Does HireVue have experience with Taleo Business Edition?
A: Yes. HireVue is currently the only video interviewing provider integrated with Taleo Business Edition. Contact your Taleo representative to activate the integration.
Q: Can you speak to how the candidates get the interview code.
A: When a candidate is invited via the integration with Taleo or directly from the HireVue system an e-mail is sent to them with instructions on how to take the video interview. Included is a one-time use code the candidate uses to access their customized interview environment. This code uniquely identifies the interview specifically for this candidate in the HireVue system.
Q: We use a different hiring systems for applicants to apply to positions. Is it possible to use HireVue also without the candidate applying into two different systems?
A: HireVue has a robust API that can be used to integrate with most ATS and HRMS systems to allow for a more streamlined hiring process. However, to answer this question specifically, the video interview typically comes AFTER candidates have applied for a position and the candidate pool has been narrowed down. The Virtual 1-way video interview is typically used for screening purposes to augment or replace the phone interview. The Live 2-Way interview is often used to further narrow the pool down even more so that any in-person interviews occur only with the most qualified candidate(s).
Q: Do our recruiters need to make the comparison between the candidates or does the tool give us a report where we can see the comparison and the best candidate?
A: HireVue is a tool for your recruiters to compare and contrast candidates and use our collaboration tools to share their feedback and rate candidates. A final report is produced that aggregates all of the hiring team’s feedback and ratings to make the hiring decision easier.
Q: Is video introducing any bias in the process of hiring?
A: This is a question that was asked to Carol Miaskoff, Associate Legal Counsel at the office the EEOC at the ERE conference last fall and her response was that as long as employers carefully define their hiring practices and ensure that they follow them, (which they should be doing regardless of whether using video or not) there is little risk of introducing bias to the hiring process. For example, a company who provides every single candidate that undergoes a video interview with the same level of technical support, preparation coaching on things like lighting, sound and other video related elements, the same question set and time to answer questions, there is little room for any bias that might not also be present through a face-to-face interview. Click here for more on the EEOC’s opinion on video interviewing.
Q: What objections have you heard from companies?
A: Some companies decide that they are not ready to implement the technology because it is so new. These tend to be the same talent functions that are not using other Web 2.0 services like LinkedIn, Twitter, etc. Other organizations feel that they won’t be able to sell the concept internally, but we find once they pilot it with an innovative internal client they see adoption.
Q: Are there reservations about blocking individuals from having an opportunity to interview face-to-face?
A: We do not recommend replacing live interviews with video interviews but rather using video to narrow your slate of candidates so that you are investing your time and money into your true finalist. Think of video interviewing as a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.
Q: Have you talked to candidates and how do they perceive interviewing using Video Technologies?
A: We provide 24/7 candidate support as part of our offering and so we hear from many candidates and their feedback is almost universally positive. Some of the most prevalent feedback we get is about how easy it is and how thankful they were that they didn’t have to take time off, lie to their boss or interview over a holiday due to travel. We also hear how happy candidates are that they can interview once instead of having to repeat themselves as much as 8 or 10 times in one day’s worth of interviews. Learn more about why job candidates like HireVue Video Interviews.
Q: How many individuals are on this webinar?
A: Over 125 Talent Acquisition professionals from all over the world attended and many more have accessed the video interview webinar recording here.
Q: I used video interviewing for one position and the feedback I have received is that the candidate did not like the process as it took out the personal touch or two-way interview.
A: Video Interviewing is not meant to replace face-to-face interaction but rather to augment it. It’s a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.
Q: What are the legal implications of using video in the hiring and screening process? Do the candidates agree to being recorded up front?
A: We can’t answer for all video interviewing providers, but here at HireVue, our pre-recorded product provides a completely standardized interview that insures the same questions are asked to all qualified applicants in exactly the same manner as required by the EEOC. This approach also insures that a trained interviewer will have the opportunity to review each candidate and the responses of each hiring manager to insure a consistent assessment. You can go to our online video interview and recruiting resources page to find links to information posted at the EEOC regarding the use of video. Candidates are given the opportunity to opt out of the video interview process if they are not comfortable with it and give their consent via electronic approval before participating in the interview.
Q: How does this solution work in multiple languages? Is there a built in translation tool?
A: Questions answered by candidates via video can be input into HireVue in any Roman-character based language and candidate interface screens are currently supported in six languages (English, French, Spanish, Portuguese, German and Italian) and can be easily localized in any other Roman-character based language at the customer’s request.
Q: How can you be inclusive of those candidates in technology backward or limited locations like the Philippines or South Africa where feeds are not up to video standards?
A: This is one of the most exciting things about HireVue. We have facilitated interviews in over 100 countries including South Africa and the Philippines. Our technology has been designed to work well even over very low bandwidth connections for this very reason. In situations where candidates do not have access to the Internet from their homes, our customers will often set up an on-site kiosk in high volume areas for candidates to use and other public options like libraries and Internet café’s will work well, even with the high level of security inherent in the HireVue system.
Q: Are there any components (plug-ins) that need to be installed in a browser to allow HireVue to work? What if the candidate doesn’t have access to a computer?
A: All you need to use HireVue is a computer with a browser, internet connection (we recommend a minimum 56K connection) and a webcam. If a candidate does not have a webcam, HireVue will provide one. If candidates cannot get access to a computer via family, friends or through community resources like libraries or internet cafes we offer an “On-Site” solution where kiosks can be set up at your office locations so that candidates can come to you to record their virtual or live interview.
Q: So much of interviewing is using probing questions as follow up. How do you address that?
A: Many employers use our virtual 1-way interviews to ask knockout questions or they break the probing questions into a sequence of questions in the one-way interview to insure more thoughtful responses by the candidates. They then use our live 2-way interview to meet with the candidate face-to-face to conduct an interactive discussion. Face-to-face interviews can still be scheduled – in fact, we recommend them – but by using HireVue you ensure those interviews only occur at the right time, with the right candidates and at a far lower cost than the traditional interview model.
Q: How do you sell this to senior leaders who are used to and require face-face meetings with candidates for executive positions?
A: Many executives quickly become proponents of the process. If used as a screening tool it saves them time and wasted meetings. They can view a set of pre-screened finalists at a time convenient to them and insure that the right candidate will qualify for the face-to-face interview.
Q: Who are your competitors and how do you differentiate?
A: There are a number of video interviewing providers out there – LiveHire, InterviewStudio and GreenJobInterview.com to name a few. Surprisingly video interviewing offerings actually vary widely so it’s important to consider the difference between simple video interviewing and, as Aberdeen Group put it, “Video Enabled Talent Acquisition.” We discussed some of this during the webinar but if you would like a list of 10 things that differentiate a Video Enabled Talent Acquisition Provider like HireVue from the rest, please e-mail sales@hirevue.com to request a copy. You can find additional details in Aberdeen’s whitepaper available for complimentary download from HireVue here.
Q: Will the slides and other materials be made available?
A: A recording of the entire webinar is available along with other premium content and collateral on the HireVue website here.
Q: What happens if a candidate’s Internet crashes part way through the interview?
A: When they log back into the system for a one-way interview they will start after their last completed question. For a live interview they can log back into the session as long as there is still a participant logged in.
Q: Is your solution compatible with any standard Talent Acquisition technology (i.e. Duet, SAP eRec)?
A: As mentioned earlier, HireVue is integrated with Taleo Enterprise and Taleo Business Edition. We are working on a number of other integrations with the top tier ATS vendors in the market. Additionally, we have built an open API that allows us to easily create ad-hoc integrations with other HRMS technologies and vice versa.
Q: How long are videos retained/stored?
A: The HireVue solution is both EEOC and Safe Harbor compliant. As a result, we are required to store videos for 2 years. Arrangements can be made to archive them for longer if needed.
Q: what is the average length of time of each interview?
A: Virtual 1-way interviews typically take about 30 minutes. Candidates have 3 minutes to answer each question during a virtual interview. Live 2-way interviews usually take no more than 1 hour.
Q: How long does it take to set up the interview? For example, how long would it take to set up an interview with 10 questions.
A: Setting up the interview is very simple and takes about 30 seconds per question if you already have the questions defined. so a 10 question interview would take about 5 minutes to set up.
Q: What is the average size of each file of the video interview? Are there any special system requirements?
A: We store and stream the video files in our proprietary system so there are no storage requirements and file size is irrelevant since it is accessed over the Internet. The only system requirements are a computer with a browser and Internet connection and a webcam. HireVue provides webcams as part of our service.
Q: How much does this cost?
A: At HireVue Pricing is based by the interview. You purchase Interview credits in packages. The more you purchase upfront, the lower the cost per interview. Pricing starts at $225 for international or $175 for domestic per interview credit and scales down based on volume. HireVue clients typically save 5x what they spend with HireVue annually doing US only interviews. If they are doing interviews outside of the US, their cost savings can be as much as 10x what they spend with HireVue. Their Return is almost immediate once they start using HireVue. There is no time limit per interview.
Q: Is there a fee required to use the Taleo integration?
A: The Taleo Passport Integration Module is required to use the integration. You can speak to your Taleo representative about pricing and implementation details for Taleo Passport.
Q: One concern is how to propose implementing video/HireVue to recruiting firms who have to fill top upper management positions for which they believe there is no substitute for the process of performing an initial phone screen then a face-to-face interview. How would you handle this?
A: Recruiting firms typically utilize a video conferencing solution when client companies request that they “meet” the candidate. For searches where that is appropriate, HireVue is a lower cost alternative with the added benefit of recording and reuse. HireVue has been used for recruiting C-suite candidates in the corporate setting.
Q: As a contract recruiting firm, we’re curious about the mechanics of bringing in client middle managers into the process and making it appealing to them.
A: HireVue has been used in the contract recruiting process and typically the recruiting firm builds the one-way interview based on the client’s requirements. The completed candidate interviews can then be shared with the client middle managers from the recruiting firm for review and selection of final round candidates. Live interviews can be conducted and shared in the same way.
Q: How does this work for non-management level positions?
A: HireVue is a great solution for high volume front line roles such as retail, call centers, etc. Our on-site subscription service provides a low cost alternative for sourcing local candidates at a set location within a facility. Companies typically have candidates take a one-way interview that allows them to process a high volume of candidates to determine the most qualified people to bring in for face-to-face final interviews.
Q: Logistics…what is the best way to manage the logistics of the process including getting a candidate a web cam?
A: With HireVue all of the logistical elements are taken care of. All you need to do is set up the interview questions and invite the candidate to perform the interview and we’ll take care of the rest, including the delivery of webcams, training and 24/7 customer and candidate support. Learn more about how video job interviewing works.
Q: Do you find many candidates have difficulty setting up the web cam equipment?
A: About 1% of candidates require assistance with their webcams. The HireVue support team is available 24/7 to help candidates with webcam setup and testing.
Q: What if the candidate doesn’t have a webcam?
A: We can’t speak for other video interviewing providers, but we ship a Client Branded Interview Package (via FedEx) to candidates. The materials are completely customized by our clients and include information about the HireVue Process, Tips for Success On the Interview, Company Information/Brochures (ex: Annual Report), Job Related Information (Job Description) and a Logitech Webcam (which can be branded with your logo). This presents a unique opportunity to push YOUR employment brand as well as information to the candidate in case you want to educate them along the recruiting process. The candidate gets to keep the webcam afterward since the HireVue Service is all-inclusive. Even if the candidate does have his or her own webcam, the quality varies drastically. So, almost all of our clients elect to have HireVue ship the Client Branded Interview Package out to the candidates to ensure consistency and extend their employment brand.
Q: What are some sample applications where customers are using Video Talent Acquisition Today?
A: There are a number of sample applications that include:
© 2010 HireVue, Inc. All rights reserved.
