Video 2.0 for Recruitment

MySpace cutting back, how to recruitment market on there now?

Ernest Feiteira — Tue, 23 Jun 2009 14:21:14 -0400

As predicted, MySpace continued restructuring, with layoffs, ect. To be fair, many companies have had layoffs, including your perhaps. Even google had layoffs.

MySpace is said to be cutting 300 European and closing 4 international offices with others under review.

MySpace already laid off about of its staff US staff, down to 1000 people, with no current plans for more layoffs.

So, what are companies doing now on MySpace. What's some current live examples that you can point too?

Quicken Loans once (maybe still is) used the site for recruiting sales and finance professionals. To source employees (especially, hourly employees, entry-level employees, military people leaving the service, college students, and mid-level management) myspace has show a good place to be. To find software engineers one could start with Programming Language Development group, other C++, PHP, Java, Basic, Python, Actionscript groups. Create a profile page friend people, send content; jobs, articles, video, etc...

So, what recruitment marketing/sourcing is going on there now?

"Has your job expired?" Skype´s new recruitment video campaign!

Ernest Feiteira — Mon, 22 Jun 2009 17:08:47 -0400

I've saved you the work of figuring out who recruitment video below is from, because that's what I do for this Recruitment Video 2.0 blog. The video is from Skype. I stumbled upon a recruitment video that had no company brand and only a link to http://www.myjobhasexpired.com, In addition, the user that posted the video was "meaningfulwork" on YouTube. "Meaningful work", thats why I'm in this business, to help people find meaningful work. I was courious, so I went to http://www.myjobhasexpired.com, which is just a "landing page." From there I taken to the "newjobs" Skype page where I learned the company behind the video was Skype.

I wonder how may good software engineers are going through all of this to see that Skype is a good place for them to work? Skype is different and so is this strategy, but I suppose that is the idea, to get us on to there site.

The video should be below:

http://www.youtube.com/watch?v=E0PsUQ1wwas

According to their "newjobs" site their are 35 opennigs at Skype, none in the U.S. However, according to the "Jobs" link on the lower nav of their their site their are five (5) jobs open in the U.S. Which is it? I'm sure they fix that soon.

Their current vacancies can be found here

Skype also has a office tour video, I find these interesting.

http://newjobs.skype.com/tallinnvideo2007-large.html

When a fun recruitment video goes wrong...

Ernest Feiteira — Fri, 15 May 2009 12:52:14 -0400

there's about 10 different kinds of recruitment videos. One of them is a humorous videos demonstrating that your firm is a fun place.

You'll be speechless. Who at E&Y actually sign off on this ? This E&Y vid does show a humorous side, but most of the people in the video don't really seem like they are into this "We are the world" video. This video is from 2001, but still, was that the kind of "fun" they had on a normal basis?

When you want to get it right contact Career Corner Digital 800-948-7516 ext. 13 www.careercorner.tv

Facebook's New Recruiting Video

Ernest Feiteira — Tue, 05 May 2009 13:43:59 -0400

Facebook developed a hi-def video illustrating how the company's engineers handle almost 2,000 photo uploads per second and manage more than 40 billion photos. They work in small groups and have lots of creative flexibility, so says one engineer.

Video is shot in wide-screen format 16:9 ratio. Video provides glimpse in the workplace, walking around their super-clean datacenter, hanging out in their high-tech office and fun activities like playing frisbee. What engineer wouldn't want to work there?

Federal Bureau of Prisons Gets it, kind of.

Ernest Feiteira — Tue, 05 May 2009 11:57:19 -0400

The Federal Bureau of Prisons (BOP)hires for many positions; Doctors, Correctional Officers, Chaplains, Shipping and Receiving, Accountants, Teachers, Recreation Specialists, Secretaries, Food Service Supervisors and Facilities/Maintenance staff to name just a few.

To give candidates a glimpse into those careers and life at the BOP they have created several videos.

An improvement would be to do a better job of optimizing and distributing the videos. Once optimized and distributed candidates will easily find the videos on Yahoo, Google, Blinkx.com, Metacafe, Veoh and other sites.

Here's their current videos:

Federal Bureau of Prisons General Info

Counseling Careers in the Federal Bureau of Prisons

Psychology Careers in the Federal Bureau of Prisons

Career in Facilities in Federal Bureau of Prisons

A Career in Food Service in the Federal Bureau of Prisons

Chaplaincy Careers with the Federal Bureau of Prisons

Health Service Careers in the Federal Bureau of Prisons

Education/Recre ation

Information Technology Careers in the Federal Bureau of Prisons

Career in Financial Management in Federal Bureau of Prisons

Attorney Careers in the Federal Bureau of Prisons

Creative product use/placement in a recruitment video

Ernest Feiteira — Thu, 23 Apr 2009 11:01:21 -0400

Creative product use in a recruitment video.

Does it resonate with their target audiance? Probably..

Does it attract A-Level talent? You decide...

Is it the Year of Mobile Recruitment? Not!

Ernest Feiteira — Mon, 09 Mar 2009 17:12:06 -0400

One of my RSS feeds recently picked up on a twit from @mjob, it is: "Unleash the �??3rd Screen�?? Recruitment Video: Michael Marlatt of RecruitingCloud.net has uploaded a video onto You.. http://tinyurl.com/cl4km3 View article..."

This video is flashy and sounds like the reason for why mobile recruitment 'has' arrived.

This video is flashy and sounds like the reason for why mobile recruiment 'has' arrived.

Unleash the �??3rd Screen�?? Recruitment Video

I agree that some day people will use the 3rd screen (TV is screen one, PC is screen two) as a much bigger part of their recruitment and jobsearch. Just not this year, for three reasons, 1) Mobile Data plans are expensive 2) 3rd screens are small and 3) budgets. I just don't see many companies spending money on WAP sites, mobile SEO, etc... in 2009.

Video on mobile devices is still in its early stages, but 2010 could be a better year for mobile recruitment. For now using and/or improving your use of TXT messaging to communicate with candidates will be the most important thing a company should focus on. When budgets are tight, there are better was to get and ROI then to spend money on a WAP site (WAP is a site format specifically for size of a mobile phone) .

Funny Video: Recruitment in the Recession in the US

Ernest Feiteira — Mon, 29 Dec 2008 13:05:45 -0400

I came across this "funny" video. Role reversal, this could be a SNL, Late Night TV material!

How to Make your own Recruitment Video or Movie

Ernest Feiteira — Wed, 17 Dec 2008 17:35:57 -0400

So you�??re interest in using video in your recruitment or employment branding strategy. You can have it done professionally or give it shot yourself. You�??ll be able to accomplish a DIY video by follow this advice. But, if you prefer to get help you can contact Career Corner Digital or Broadway Video can help.

Why not use video, right. Online video is everywhere, 76% of Gen Y watch online video regularly, of all other internet users 57% of watch online video too (maybe higher now). Plus, people are 71% more like to recall a message after watching a video then if then just hear or read it. A picture is worth 1,000 words and video (with motion and audio) is priceless.

Let�??s take this whole �??create your own video thing�?? one step at a time, there are four main parts to creating a video. They are:

1) Need a Concept and Uses of Video

2) Camera, �??Star(s)�?? for the video, location

3) Editing

4) Somewhere to show the video

Need a Concept and Uses of Video

You�??ll need some theme, objective, or plot for your video. For recruitment it�??s usually to show what it�??s like to work at a company, day-in-the-life, and so on. Telling a story �??well�?? is much harder then it seems, but just jump it to it. Pick or objective focus on that, don�??t try to fit everything into a concept or video. It�??ll make the video long and online video is best between 2-3 minutes. You can always create Part 1, Part 2, etc, a series.

Most recruiting videos can be categorized into these areas:

· A traditional overview of the company, its products and employer value proposition, this an Employer Branding video.

· A day-in-the-life of an employee, this is a Job Branding video that focuses in on just what it�??s like to be in a specific role/job. I.e. field engineer, nurse, accountant, etc..

· Profiles of individual employees, so regular employees, diverse employees, star employees, renowned, famous, top executives, interns, etc�?�

· Employee Testimonials, �??Why I work here�?? videos covering critical recruiting factors. Why I stayed�?�, Why chose.., video that might answer recruitment FAQs or common objections.

· Facility tours to show plant, office or other work environment.

· Humorous videos demonstrating that your firm is a �??fun place�??

· Highlights of company perks and benefits.

· Videos of company events, holiday party, town hall meeting, etc�?�

· Videos that demonstrate the firm�??s excellent management practices

Camera, �??Star(s)�?? for the video, location

Now you need a camera, someone to interview and location. For recruitment I suggest simply interviewing people (and not writing scripts for them to remember). It�??s OK to give them an idea of the points of emphasis that you�??ll want them to talk about, but let them answer the question in their own words. You can really use any video camera (highly recommend that you use a wireless microphone too). Shoot in a well lit area, videos need lots of light. Keep the camera steady or use a tri-pod. Jerky video make people sick. Shoot close ups, people heads should be near the top of the video.

Pick people �??star�?? that speak well and are the type of people you want to attract or the type of people you think other would want to work with at the same company.

Location can be anywhere that is representative of the work environment the future employee will work in, make sure the location is as attractive as possible while still being authentic.

Here�??s three resources that you can turn to learn more about specifics of creating a video (there are books and courses out there too if you really want to become semi-professional�??).

· How to Make a Video. Create a Great Video Movie

· Video Toolbox: How to Make a Video Program | Barnes & Noble.com

· How to Make a Video - A Crash Course

EDITING

Is you use a camera with an internal hard disc drive then this will be fairly simple, you�??ll just need to connect a USB or Firewire cable to your PC. Is you used tape, follow instructions that came with video camera or the links above. Once the video is in the computer use low budget, low feature editing program like Windows Movie Maker or iMovie. You can also invest in professional programs from Adobe and Avid. Edit the video taking out the parts you don�??t want. Once it�??s done, export to the video to a new file as a .mp4, .avi or .wmv.

Somewhere to show the video

Add the video to your website, post it online on YouTube, iTunes, Yahoo Video, Veoh, SeeTheJob.com and other video sites so candidates can find the video. Include a link in your email and online job posting. Use them at career fairs; put them on a CD-ROM or DVD.

Here�??s four examples of recruitment videos:

Toyota Job Branding job branding videos and employee profiles

Ernst & Young Recruitment Video Microsite:

New York Life Recruitment Videos for frequently hired positions

Bright Horizon Child Care Teacher job branding video profile)

If you have any question on how to do this feel free to contact me.

Ernest, efeiteira [at] careercorner.tv, or you can even call 732 254 7277

R.I.P. Lehman Brothers recruitment video

Ernest Feiteira — Wed, 17 Dec 2008 16:36:28 -0400

Even now something doesn't seem right, authentic about this video...

Imperfect pitch

VIDEO
Investment-banking
recruitment ads

The economic crisis has already cost tens of thousands of Americans their jobs and millions more some fraction of their wealth. The carnage will undoubtedly continue. But oddly enough, recruitment videos for the crippled giants of our financial industry remain online and functional. Illogical? Bizarre, even? Of course! But as we�??re seeing today, economies are founded on bizarre illogic. And the videos are poignant and funny.

�??Merrill Lynch Executives�?? has a jaunty soundtrack, talking heads, and interviews with executives who look like they�??ve just stepped off the Saturday Night Live set. (One�??s Maya Rudolph. One�??s Seth Meyer. You�??ll see which is which.) Needless to say, there are plenty of shots of the company�??s iconic mascot.

Over at Lehman Brothers, the website is all that remains. Skip past the risqué-sounding �??Inside Internships: Conversations With European Interns,�?? head straight for �??Are You Ready?�?? and watch the company�??s top headhunter, Larry Band, give you the hard sell. As it turns out, Lehman was looking to hire individuals who were �??adaptable, flexible, and collaborative.�?? All qualities that might have come in handy the other ...

from http://www.veryshortlist.com/vsl/daily.cfm/review/653/Web_video/investment-banking-recruitment-ads/?vp

Video Resumes: Good or Bad Idea? Debate Continues On

Ernest Feiteira — Thu, 11 Dec 2008 12:47:55 -0400

I came across the following articles about Video Resumes. It certainly know it works if your job is TV related (AKA a reel), it can work for people if your job requires public speaking too. It�??ll work if you are an athlete (video with highlights). Last time I check there are very few agents and sports talent scout/recruits on ERE.

Video also works for recruitment advertising, for example:

· A traditional overview of the company, its products and employer value proposition �?? Employer Branding

· A �??day in the life�?? of an employee �?? Job Branding

· Profiles of individual employees

· �??Why I work here�?? videos covering critical recruiting factors

· Facility tours, etc...

How about for the engineer and finance guy? Here are some people weighing in on the debate.

LIGHTS, CAMERA �?� LITTLE ACTION

Reception to Video Résumés Remains Lukewarm

Yet, companies increasingly are turning to video-on-demand interviewing, in which candidates record their responses to questions and e-mail them to company executives for viewing at their convenience.
Read more about the growing use of video in recruiting.

BLOGGING ON TOPIC

Fistful of Talent

The recruiting and staffing bloggers at Fistful of Talent, Workforce Management's new featured blog, take on the topic of recruiting and video résumés:

Tom Brady�??Poster Child for Why Video Résumés Are a Bad Idea

Video Résumés: OK Only if You're Ready to Push Your Chips 'All In'

Using video to attract 3.8 million people for U.S. Census

Ernest Feiteira — Tue, 07 Oct 2008 10:39:41 -0400

The U.S. Cencus Bureau launched its 2010 Census recruiting campaign with a new website and recruiting videos targeting a diverse workforce, but mostly women, it seems.

The Bureau is looking to attract 3.8 million applicants and they will likely hire around 1.7 million temporary staff, 70% more then they did for the 2000 census.

The site desgin is "fun" and the video focus on "why" the these people decided to join the department. Each video is about 30 seconds and allow jobseekers to quickly watch each video.

The Bureau is looking to attract 3.8 million applicants and likely will hire around 1 million temporary staff like they for the 2000 census.

Video resumes work, when they are...

Ernest Feiteira — Thu, 11 Sep 2008 14:40:06 -0400

CareerBuilder Ends Video Resume Experiment, but that doesn't mean video resumes don't work. Video resumes DO work they are called "reels"!! Here's a sample one at http://www.ralphieaversa.com/

If your job requires you to be on "air" or speak publicly then a "video resume/reel" will work today. In the "future" candidate generated video resumes might work too. I tried user-generated video resumes in 2000 when I was at JobRiot and the video did not work then. Now, 8 years later there is more take in HR, but more need to be acheived, who will find the right formula to make it work??

The TiVo of interviewing, schedule-less interviewing

Ernest Feiteira — Mon, 18 Aug 2008 16:28:45 -0400

Who has TiVo? For those that do, you cannot imagine TV without it. I believe those that have on-demand video interviewing may feel the same way. The process of interviewing and selecting candidates can be challenging, costly and inefficient. Scheduling and time zone differences can make initial phone and live interviews challenging and not the best ways to use the valuable time of your recruiters and managers.

One solution that is catching on with employers like Google, Adecco and Rio-Tinto is video interviewing, I�??m not talking about live video conferencing, but instead on-demand pc �??based and web-based webcam interviewing at the candidates convenience. HireVue video interviews are taken by you candidates on their own time but within the employer�??s time parameters.

You can view HireVue video interviews any time, any place without worrying about time zones or scheduling conflicts. Multiple hiring managers in multiple locations can each view the candidates, and then select the most promising candidates to advance to the next interviewing round.

HireVue is all employer driven, the employer selects the questions they want candidate to answer. This is not video resumes, which at generally scripted, produced, and marketed by candidates. Using HireVue, employers can view recorded video clips of candidates responding to their interview questions before face-to-face interviews. Video interviewing allows for standardization across each position as well as across candidates since they are asked same questions. HireVue increased consistency in evaluation through their rating and comment section. Since interviews taken by candidates are recorded, recruiters and hiring managers and other colleagues can evaluate a candidate anytime, anywhere and share comments and candidate ratings.

HireVue video interviews are recorded and stored by HireVue, a hiring manager or recruiter can evaluate an interview at any time, go back for up to one year and re-visit an interview, or review previous candidates for future positions.

The HireVue video interview can be conducted in two ways: 1) on-site (candidate comes onsite, employers could use support staff and allow busy recruiter and hiring manager and review later), 2) off-site �?? if needed HireVue sends a webcam to the candidate, and the candidate completes the video interview in the comfort of their own Internet-enabled location. During the video interview, candidates have 30 seconds to read each question and up to 2 minutes to respond to each question. Candidates do not have the opportunity to re-record or modify their responses, to mirror a real-world interview. The results are sent to the hiring manager.

On a �??regular�?? basis it�??s important to evaluate the results we are getting from our processes and actions, video interviewing should be considered in your interviewing process improvement analysis.

Employment brand recruiting through video

Ernest Feiteira — Mon, 18 Aug 2008 14:08:25 -0400

Here's a discussion on "Employment brand recruiting through video" from the Employer Branding group:

http://www.ere.net/erenetwork/groups/posting.asp?LISTINGID={BC08586A-4202-4654-8DAE-27F24E9A7570}&M=

The article touches on the pros of having a video to "sell" to candidates and also mentions youtube for distribution. I ask you what else can be done with that video, maybe other sites (Yahoo Video, AOL, social networks, etc..), your own site, put it on a CD-ROM (give it out at job fairs), TV, etc....

Video, 1 of 13 Trends In Corporate Recruiting for 2009

Ernest Feiteira — Mon, 04 Aug 2008 12:16:34 -0400

Dr. John Sullivan recently wrote that video would be one of 13 Trends In Corporate Recruiting for 2009. Here's what he said:

"Utilizing video. While it may be hard for some to fathom, 1:1 and 1:many video has become a very popular communication medium, surpassing all other forms of Internet traffic. Second only to employee referrals, the most impactful tool for effectively demonstrating the excitement and passion at a firm is online video. If a picture is worth a thousand words, then moving pictures demonstrating what it�??s like to work at your firm would have to be �??priceless.�?? Focus areas include posting on video-sharing sites such as YouTube (global), Youku.com (China), and sharing employee-generated �??unscripted�?? videos on your corporate site. Firms to watch: Deloitte, Microsoft, and Google. "

Make it easy for jobseeker to find that video, not only add it to your website, job listings on job boards, use it in email, and YouTube, but also add it to other video social networking/sharing sites and optimize it for the search engines. Your video is an ad, don't forget that the message needs to resonate with your target audience.

What they are doing (some of it):

Deloitte: Video Microsite, Employee Profiles, Deloitte Australia Channel

Microsoft: Video Microsite, Meet Employees, Employer Profile,

Google: Youtube videos, Take a look inside, Across the net

Another Video Resume Site Launches

Ernest Feiteira — Wed, 23 Jul 2008 13:37:39 -0400

I�??ve been in the HR video space since 2000 when we offered a video resume feature for temp employees via JobRiot and it failed b/c of three main reasons 1) broadband wasn�??t there 2) technology for encoding and video players weren�??t there 3) employers weren�??t ready.

But #1 and # 2 have been solved and I think that #3 (employers) might be ready, at least some will be�?�.

With 76% of Gen Y using online video regularly and posting their pictures all over the internet, I don�??t see why there should be any legal issue with �??seeing�?? a candidate.

Below is an article by John Zappe tittled Video Resume Site Launches.

If video resumes are the future of recruiting, then FutureResume.com is a peek at what�??s to come. The brand new site showcases candidate videos that are linked to digital resumes, cover letters and references packaged together with a rudimentary skills and background profile to make candidates searchable. keep reading�?�

Ernst & Young and PwC duke it out with interactive video to profile careers.

Ernest Feiteira — Mon, 16 Jun 2008 12:02:50 -0400

Ernst & Young launched job-branding video profiles to bring careers at Ernst & Young to life, Pwc has video too, as does KPMG. It's clear to me that "professional services" gets job-branding.

Ernst & Young�??s Insight (http://www.ey.com/eyinsight/index.html) interactive student careers site provide insight into various careers through employee stories and testimonials, same goal as PwC�??s pwc.tv site. Both sites are targeted to Gen Y a.k.a. Millennials.

PwC.tv, www.pwc.tv, provides news, entertainment, and advice on how to start your career at PwC. This site too provides a glimpse of what it�??s like to work at PwC and what one does in various positions. The also a new hire to vlog (video blog) about her first year at PwC.

Both companies ran contest to engage GenYers. E&Y ran the �??Reel Influence�?? contest http://tinyurl.com/65tj5k and asked candidates to answer the question, �??Why professional services?�?? PwC�??s contest asked students to create a video answering the question "What makes a great leader?" They both received all kinds of inventive, playful and smart videos that created engagement interest from students. PwC also gave five winners each a $3000 scholarship.

Ernst & Young's goal was to differentiate Ernst & Young from its competitors, excite new recruits about opportunities with the company, and provide them with an authentic glimpse into what a career with the leading professional services firm would offer.

PwC set up three section in there video microsite. The first is �??Ch. 1- Stories, features and profiles,�?? second �??Ch. 2 - Surveillance cam: A look inside,�?? and the third is the PwC (described earlier). Ch. 1 �?? Has stories about events, new hires, and philanthropic projects. These features and profiles allow candidates to �??meet�?? PwC people and see what they�??re up to, providing a glimpse of what life is like there. Ch. 2 - Surveillance cam: A look inside, is a series of previously�?? unreleased tapes�?? from inside PwC films, programs and other stuff created for PwC staff that you can see for the �??first�?? time.

Gen y is advertising averse and they want to see authentic examples of what the job and lifestyle will really be like. This is a point that I too have learned over the years, from my experience with www.virtualjobshadow.com a subscription service used by high schools and middles for eight years; I have seen the authentic style resonate substantially better then scripted (advertising) messages.

Ernst & Young�??s Insight careers site is also a set up in to three sections 1) �??EY 360�?? provides views of EY employee profiles and culture at the EY 2) �??Picture Yourself�?? is and extensive overview of Ernst & Young's business lines and job opportunities and 3) �??Interview Insider �?? provides information interviewing.

EY 360 allows candidates to see EY employee lives are like in and out of the office. Profiles include "Day in the Life" of various lines of business. This section is at http://tinyurl.com/3gce43. Picture Yourself is and interactive tool to allow student to enter info about their work related interests and then are provided results of relevant careers. This section is at www.ey.com/us/pictureyourself. Interview Insider provides advice from people who have already made it through. This section is at www.ey.com/us/interviewinsider.

As I said, it's clear to me that "professional services" gets job-branding. The next step is web2.0 distribution, embed code, video search optimization on google, yahoo, blinkx, etc�?�.

Monster Extends Video Branding To Its Sites Worldwide

Ernest Feiteira — Fri, 06 Jun 2008 15:28:44 -0400

Recently there was an article written on ERE about the use of video globally, you can find this article at: Monster Extends Video Branding To Its Sites Worldwide. It would be interesting to know if the video is in native languages, sub-titled, or just English. I've learned that in global advertising (which an Employer Branding or Job-Branding video is), local cultural nuances may need to be considered.

I checked one of their international sites, jobkorea.co.kr, and did find some videos, not sure if these are Employer Branding Videos or other content, see: http://www.jobkorea.co.kr/List_Gi/GI_onair.asp. But they were interesting to watch (it was kind of like the experience when you watch Telemundo and don't really understand but watch anyway). These videos and product might have been their prior MNST acquiring that job board. Broadband penetration in South Korea is higher than the U.S.

In General, video educates by providing insight into the company and job, allowing candidates to make be choices before just applying blindly. I'm sure more job boards will be offering video branding. Even if your job board doesn't offer custom video solutions you can usually work with a 3rd party vendor like Maddash, CareerCorner, CareerBuilder or other video producer to create the video and then just add a link in your job posting. Like a hyperlink like this: "watch our job branding video" or the actual link like this: http://www.virtualjobshadow.com/clients/bh.htm, that then plays the video in a custom branded video player (Flash video or Windows Media video is best) you can also embed the video on your career site like at: http://www.aramarkcollegerelations.com/career-videos/intern-1.