Posting your video resume on YouTube is supposed to get you noticed, according to some.  One article on video resumes says that you can search “resume” on YouTube and you’ll get 15,000 results–but that of course, only about seven of them are any good.  In fact, one of the main arguments for video resumes seems to be that “everyone is doing it, so we might as well get used to it.”  That’s not much of an argument. 

In theory, employers like the idea of being able to see someone before they invite them in for an interview.  It gives them more information and saves time.  In practice, it doesn’t work out so well.  Employers are leery of video resumes just like they are of pictures attached to a resume–because it opens up the possibility of being accused of discrimination.  Viewing video resumes is time-consuming, and candidates often don’t edit information like they should–see It’s Time to Hit Pause on Video Resumes.  Video resumes have an excellent chance of ruining a candidate’s chances simply by being done badly.  One article quotes a human resources person saying that “many video resumes come across like auditions for American Idol”–not exactly the professional image most candidates want to project. 

The solution for these issues is, of course, video interviews. 

A system utilizing video interviews allows hiring managers to sift through written resumes first (also a time-consuming process, but considerably faster than viewing video resumes) before inviting candidates to interview through a webcam.  Hiring managers only have to spend time previewing candidates they’re already interested in.  That saves candidates and managers time when it comes to scheduling face-to-face interviews.

Video interviews standardize the process.   Employers know what they’re getting because they asked the questions.  Each candidate receives the same questions and the same time to answer them, (which also means employers will know how much time it will take to review them).  Combining that setup with the fact that the candidates were chosen for interview through a traditional written resume, eliminates any potential charges of discrimination. 

Interview On Demand’s tutorials show candidates how to set up a non-distracting background and how to look their best for interviews, ensuring that they appear as professional and competent as possible.  Candidates are still able to let their personalities shine through, (which is important, and one of the most compelling reasons for using video in the hiring process) but with less chance of looking foolish.  No American Idol wannabe’s here.  Well, maybe, but you won’t know it from their job interview.

INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.

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