Comments on: HireVue – Something Smart For HR http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/ advocacy for the job seeker Thu, 09 Feb 2012 02:23:17 +0000 hourly 1 http://wordpress.org/?v=3.0.5 By: From the Pony Express to Video Interviewing, Part 6 — or, Hiring Options in America | Career Video Expert Bullhorn http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/comment-page-1/#comment-168879 From the Pony Express to Video Interviewing, Part 6 — or, Hiring Options in America | Career Video Expert Bullhorn Mon, 11 Feb 2008 16:03:00 +0000 http://www.jibberjobber.com/blog/archives/861#comment-168879 [...] *Video interviews.  The pinnacle of job-seeking and hiring technology.  Improving on the idea of video resumes by being employer-driven rather than desperate job-seeker driven.  A few companies starting up with some success, because it’s an idea whose time has come. [...] [...] *Video interviews.  The pinnacle of job-seeking and hiring technology.  Improving on the idea of video resumes by being employer-driven rather than desperate job-seeker driven.  A few companies starting up with some success, because it’s an idea whose time has come. [...]

]]> By: Jason Alba http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/comment-page-1/#comment-69753 Jason Alba Tue, 04 Sep 2007 14:55:06 +0000 http://www.jibberjobber.com/blog/archives/861#comment-69753 I think Scot hit it on the head with his comments. This is not the new, revolutionary way things are, or are going. But to fit the current hiring process right now (albeit broken), I think this is a great solution. Why? What if I have a candidate pool of about 30 people that I want to interview, and a few others are involved in whittling the list down? There is no way that we're going to fly in a bunch of people from across the country (or internationally), and getting my peers to coordinate schedules is a nightmare. I think that's the simplest example to make a case for Hirevue's technology/solution. David, I agree with you in general but I think you are missing the point. Scot says that this is not technology to use "to actually make the hiring decision," but it would be something to help get that short list put together. Comparing this process of watching interview videos to watching Scoble talk about technology and trends is apples to oranges... as a hiring manager I'd much rather sift through 30 short video interviews to come up with a list of my five fav's than have to try and coordinate on-site travel, schedules, etc. It's like e-mail or IM - I can do it when I want, and my peers can fit it into their schedules as appropriate. But it is not the final tool for the final decision. That should still be done in person (and with the research that you allude to) - Hirevue is just a tool to help me whittle the list down. Private Citizen, the days of respect to an employee or candidate are, I think, long gone. I don't see a video interview as such a horrible thing... from a hiring manager perspective I welcome something that helps make the process easier and I would jump on this. As a potential interviewee I better start brushing up on my skills so that my interview doesn't keep me OFF of that short list. I'm certainly not saying that "it" is fair (peeing in a cup, giving the credit report, etc.)... but I don't see this broken system getting better anytime soon. Does anyone?? I think Scot hit it on the head with his comments. This is not the new, revolutionary way things are, or are going. But to fit the current hiring process right now (albeit broken), I think this is a great solution. Why? What if I have a candidate pool of about 30 people that I want to interview, and a few others are involved in whittling the list down? There is no way that we’re going to fly in a bunch of people from across the country (or internationally), and getting my peers to coordinate schedules is a nightmare. I think that’s the simplest example to make a case for Hirevue’s technology/solution.

David, I agree with you in general but I think you are missing the point. Scot says that this is not technology to use “to actually make the hiring decision,” but it would be something to help get that short list put together.

Comparing this process of watching interview videos to watching Scoble talk about technology and trends is apples to oranges… as a hiring manager I’d much rather sift through 30 short video interviews to come up with a list of my five fav’s than have to try and coordinate on-site travel, schedules, etc. It’s like e-mail or IM – I can do it when I want, and my peers can fit it into their schedules as appropriate.

But it is not the final tool for the final decision. That should still be done in person (and with the research that you allude to) – Hirevue is just a tool to help me whittle the list down.

Private Citizen, the days of respect to an employee or candidate are, I think, long gone. I don’t see a video interview as such a horrible thing… from a hiring manager perspective I welcome something that helps make the process easier and I would jump on this. As a potential interviewee I better start brushing up on my skills so that my interview doesn’t keep me OFF of that short list.

I’m certainly not saying that “it” is fair (peeing in a cup, giving the credit report, etc.)… but I don’t see this broken system getting better anytime soon.

Does anyone??

]]> By: Private Citizen http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/comment-page-1/#comment-68719 Private Citizen Fri, 31 Aug 2007 03:50:46 +0000 http://www.jibberjobber.com/blog/archives/861#comment-68719 This is a terrible idea. Bad bad bad. It should be killed and bulldozed. When does the "put the candidate through the hoops" stop? Pee in a cup. Give us your credit report. Don't apply unless you're already employed. Pretend like you live to suck up to the moron who's going to be your boss.... yadda yadda yadda. I would never in a million years work for a company that wanted to "create a record" of my interview. All I can say it will make the lawyers a ton of money. This is a terrible idea. Bad bad bad. It should be killed and bulldozed.

When does the “put the candidate through the hoops” stop? Pee in a cup. Give us your credit report. Don’t apply unless you’re already employed. Pretend like you live to suck up to the moron who’s going to be your boss…. yadda yadda yadda.

I would never in a million years work for a company that wanted to “create a record” of my interview. All I can say it will make the lawyers a ton of money.

]]> By: Scot Herrick http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/comment-page-1/#comment-68617 Scot Herrick Thu, 30 Aug 2007 20:39:05 +0000 http://www.jibberjobber.com/blog/archives/861#comment-68617 This would be a much better way to conduct a non-hiring interview. For example, this could replace the "phone" interview. It allows the hiring manager to set up the questions for the interview, then have screening done by either HR or the hiring manager. Certainly the "OK" candidates could then be viewed by the hiring manager. I wouldn't use these as a manager to actually make the hiring decision. That still needs to be face to face. The candidate needs to see the a manager and working environment and the manager would have a good check on the video. A good find, Jason. And smart work makes for a success for HireVue. This would be a much better way to conduct a non-hiring interview. For example, this could replace the “phone” interview. It allows the hiring manager to set up the questions for the interview, then have screening done by either HR or the hiring manager. Certainly the “OK” candidates could then be viewed by the hiring manager.

I wouldn’t use these as a manager to actually make the hiring decision. That still needs to be face to face. The candidate needs to see the a manager and working environment and the manager would have a good check on the video.

A good find, Jason. And smart work makes for a success for HireVue.

]]> By: David http://www.jibberjobber.com/blog/2007/08/30/hirevue-something-smart-for-hr/comment-page-1/#comment-68611 David Thu, 30 Aug 2007 19:27:37 +0000 http://www.jibberjobber.com/blog/archives/861#comment-68611 Who has time to watch all that video? As Scoble recently proved in spades, absoutely nobody. If a hiring manager can't pick up the phone for 5 minutes, they certainly can't watch a 30 minute video that doesn't allow conversation. I'm sorry but I think this video movement is good for the companies creating the video collection and nobody else. Not to mention the potential privacy issues of this content. You could write another book on that topic Jason! Hiring managers adn other key decision makers only need to go to a major search engine and find the thought leaders on subjects then contact them directly. In addition to experience as a key player in top companies and a hold of a top 10 MBA, some examples of the concept include that also prove my SEO and blogging skills include: http://www.google.com/search?sourceid=navclient&ie=UTF-8&rls=DGUS,DGUS:2006-25,DGUS:en&q=mobile+search+marketing http://www.google.com/search?hl=en&rls=DGUS%2CDGUS%3A2006-25%2CDGUS%3Aen&q=chicago+marketing+leadership http://www.google.com/search?hl=en&rls=DGUS%2CDGUS%3A2006-25%2CDGUS%3Aen&q=san+jose+mba+resume The best company I ever worked for did all of it's sourcing from real people within the departments that actually did the job - not temporary employees that never have! It's funny how we always could pick out the best people - especially the outstanding candidates that didn't neatly fit a Dilbert style keyword checklist. Who has time to watch all that video? As Scoble recently proved in spades, absoutely nobody. If a hiring manager can’t pick up the phone for 5 minutes, they certainly can’t watch a 30 minute video that doesn’t allow conversation. I’m sorry but I think this video movement is good for the companies creating the video collection and nobody else. Not to mention the potential privacy issues of this content. You could write another book on that topic Jason!

Hiring managers adn other key decision makers only need to go to a major search engine and find the thought leaders on subjects then contact them directly. In addition to experience as a key player in top companies and a hold of a top 10 MBA, some examples of the concept include that also prove my SEO and blogging skills include:
http://www.google.com/search?sourceid=navclient&ie=UTF-8&rls=DGUS,DGUS:2006-25,DGUS:en&q=mobile+search+marketing
http://www.google.com/search?hl=en&rls=DGUS%2CDGUS%3A2006-25%2CDGUS%3Aen&q=chicago+marketing+leadership
http://www.google.com/search?hl=en&rls=DGUS%2CDGUS%3A2006-25%2CDGUS%3Aen&q=san+jose+mba+resume

The best company I ever worked for did all of it’s sourcing from real people within the departments that actually did the job – not temporary employees that never have! It’s funny how we always could pick out the best people – especially the outstanding candidates that didn’t neatly fit a Dilbert style keyword checklist.

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