Issue link: https://www.e-digitaleditions.com/i/330423
[ 37 ] JUNE 2014 | www.hrotoday.com Tech Report to travel to 20 or 30 different campuses and you can use video to really reach and engage that talent," says Heikkinen. "Video interviewing is great for building talent pools. In the case of college recruitment, it allows students to learn about an organization in a very engaging manner (through the use of video and other rich media) and gives university recruiting teams the ability to engage and interact with many more students on or off campus," says Martinez. Organizations can also host virtual information sessions through video. Heikkinen says that the technology can allow as many video participants as suitable for the occasion, whether it be two students or 50 students, all hearing from a hiring manager or another member of the hiring company in a fully branded experience. "There are various tools within this technology that they can use: a show-my-desktop-feature, a whiteboard feature, the ability to play video within this application. So it's a great way which our clients have used to market their job opportunities in real time to a talent pool." Even traditional career fairs are getting into the video game. Organizations use videos at their booths to introduce the company culture, and have the ability to quickly video interview high-potential candidates on the spot. A new sourcing and recruiting platform, Match-Click, provides a means to source candidates with the engaging innovation of video. The provider has recognized the same facet that video interviewing recognizes: Engagement can be obtained through video, so why not utilize it to attract the top talent? Match-Click is an application designed for mobile devices that is an innovative avenue to access talent. Instead of text-only job descriptions, the platform provides three unscripted 20-second videos about the job posting: one from the hiring manager and two from colleagues that the candidate would be working with. "Match-Click is making recruiting different because we're putting a human face back on recruiting," says Maury Hanigan, president of Match-Click. Attracting both active and passive candidates can be enhanced with the engagement provided by video. That engagement becomes much more possible with this technology as sharing videos through career pages and social networks brings sourcing to a new dimension. Passive candidates may be more inclined to press play on a video to learn more about a company or position, instead of reading through static job descriptions. Heikkinen says that companies can link video from social networking platforms. This allows candidates to learn more about that opportunity from the hiring manger or from the team about a day in the life in the prospective position via video. While the use of video for sourcing can provide organizations with additional avenues to talent, it needs to remain appealing to candidates. "Companies need to be careful not to ask too much of the candidates in the sourcing process," says Christopher Young, CEO of video interviewing suite company Async Interview. The road has been paved for video interviewing to no longer be a deviation. It is an exciting time for this industry, and in upcoming years, the possibilities for video technology usage in the hiring process will continue to unfold. For video interviewing, video sourcing, video screening, virtual job fairs, and more: Async Interview www.asyncinterview.com CareerEco www.careereco.net collegefeed www.collegefeed.com GreenJobInterview www.greenjobinterview.com Hire Intelligence – Interview4 www.interview4.com HireVue www.hirevue.com iCIMS www.icims.com/explore-it/related- solutions/candidate-screening Match-Click www.match-click.com Montage www.montagetalent.com PeopleFluent www.peoplefluent.com/recruiting- mirror Spark Hire www.sparkhire.com Take the Interview www.taketheinterview.com VidCruiter www.vidcruiter.com WePow www.wepow.com