With an increasing reliance on
electronic communications, the traditional practice of applying for a job
position with conventional methods has been slowly but steadily changing in the
past few years. As we all know, when we apply for a job online, for example, we
are prompted to fill out an application on the employer’s website, and, If we
meet certain criteria, we may have to take a test to measure our basic skills
and knowledge. This is a very standard
practice that is followed today.
It’s important to mention that when
we apply for a job online, in most cases, we’re also asked to submit a resume
and a cover letter. This method ranks the most outstanding applicants,
considering relevant experience, education and achievements. Once the basic pre-employment
screening process has been successfully completed, an interview invitation is
extended to further discuss the position and the employer’s needs and
expectations. This approach creates an interactive, one-to-one, physical
connection between the two parties to ensure that all the information exchanged
online is still reliable and viable for the company once the applicant
communicates it in person.
In recent years, with social and
professional networking sites such as YouTube and LinkedIn respectively, for
example, the traditional physical approach has been shaped in a way that an
applicant can go through the process previously mentioned without having to
interact physically with the potential employer. For example, hard-copy resumes
and cover letters are becoming an antiquate practice that is fading away, as
some employers are now requesting a link to your LinkedIn profile instead of a
copy of your resume.
In order to optimize time, many companies have
adapted a new method of interviewing applicants without having to have them
physically present to conduct the interview. For example, before making a final
decision about a candidate, some employers require that a video presentation,
detailing education, experience and objectives to be uploaded to YouTube as
part of the application process. This information allows the company to screen
candidates on the basis of personality and ability to respond to very generic
and specific questions at the same time. In conclusion, social and professional
networking sites are an efficient, time-saving and effective way to externally
recruit a company’s workforce.
References
http://online.wsj.com/news/articles/SB10001424053111904537404576554943587087926
I like the fact that companies are starting to change the way they do things to help satisfy the changes in technology. However I'm skeptical on having someone interview by uploading a video to YouTube answering questions because to me personally it seems pretty easy to talk to a camera and answer questions but when you're actually face to face and asked the answers on the spot there is no time to prepare and I think the answers given would be very different, but in all other aspects such as online applications and the LinkedIn I think it's a more efficient way to do some of the steps for applying. Great post!
ReplyDeleteThis was very interesting. I had no idea that this new interview process has been going on. I think it's a pretty good idea because it eliminates the steps and time of going through the interview process of hiring an employee. A lot of time goes into hiring a new employee that is fit for the position that you are looking for. By doing it through youtube and linkedin you are saving a lot of time and effort of finding someone. It's actually really smart. I wonder once I'm finished with school and start looking for a job will I encounter this interview process. Great blog! Thanks for the interesting information.
ReplyDeleteI'm sure that at least one employer will want to see your LinkedIn account when you apply for a position. In certain cases employers will just look you up online to see what they can find. It's always a good idea to keep your hard-copy resume up-to-date, as well as your LinkedIn account. After all, it's the digital version of your resume.
DeleteThis post was great to read and very interesting. It is crazy how large of impacts advances in technology are having on the hiring process such as what you mentioned. Posting everything online definitely makes it easier from the job seeker's position as well as easier for the employer's o obtain this information. However, from an employer's stance I feel that this would take away from a lot of the personal interaction that often separates applicants and reduces the hiring process to more of an "on paper" comparison between applicants.
ReplyDeleteIt does take some of the personal interaction away initially. However, this process, as far as I know, is more useful when applicants come from all over the U.S., or even from all over the world. I think this is a smart, cost-saving alternative that companies use to lower recruiting costs.
DeleteI completely get that companies want to reduce costs of flying potential employees out for interviews, but if a company asked me to submit a youtube video of my interview instead of asking for face-to-face, let alone teleconference, I would laugh at them and lose all respect for them as a company. This is corporate America, not Hollywood.
DeleteI know a lot of employers who are not physically in the same area as potential candidates may require an online, video interview. These interviews can be done through programs such as Skype, Google Plus, etc. I have a few friends who were interviewed that way, actually. I actually really like the idea of being able to present a well put-together presentation to submit as part of the application process.
ReplyDeleteOn another note, I know our existing social media accounts are likely to have a huge impact on the hiring process. When I interviewed for my current job, they had already scoped out my Facebook, Twitter, and LinkedIn profiles.
It really is so much more convenient for people to apply to jobs online. Most companies are spread out everywhere and this way you can save gas money and ink (from printing off so many resume's). This is a great process for the company too. They can have a certain person get rid of the people who definitely aren't qualified and then pass it on to HR or someone responsible for the hiring. It helps them with their time also. Whenever they have time, you can Skype them or video conference them instead of them coming to your office and making time for them that way. As Tyler said, it really is amazing that technology has allowed us to come this far and to be able to do this. I am excited to see how it progresses as the years pass.
ReplyDeleteYou are right! That is the main point, many companies nowadays are looking ways to save money and time, so online job interviews sometimes could be the best choice for these companies. It’s very helpful because these save employers money, because companies spend so much money in a job fair for example. Video interviewing is becoming very popular, in my opinion online job interview can be less stressful than interviewing in-person. thanks for you comment!
DeleteI understand the fact that we are becoming more and more reliant on the internet and computers and it is changing every aspect of the working world, but having to upload a video presenting yourself on YouTube instead of meeting face to face is a little ridiculous. I couldn't imaging ever being asked to do that instead of the conventional method. Also, how they said instead of an employer asking for a copy of your resume they ask for your LinkedIn account, are you kidding me? To me I do not like the idea but I guess others might enjoy it.
ReplyDeleteI understand your position. It can be quite uncomfortable at first. But the truth is, this method tends to be more practical when the employer and the applicant are separated by a large distance. By asking you to answer questions and record yourself when you do it, employers also get to see you and to hear you at the same time even when the distance is the biggest impediment. I think this is a much better way to screen candidates than just reading answers on a piece of paper or online.
DeleteBefore this article I had heard of the skype interviews but had never heard of having to upload a video too youtube about your qualifications. It is a very interesting idea. It is basically like a very rehearsed interview so I feel like it might be slightly misleading by the potential employees abilities, but yet it would show which candidates would be serious enough to put in the time and effort to practice.
ReplyDeleteYou are right! One cannot know everything about a person online. However, this process is not designed to get your entire profile to make a final decision. This is only the first step in the interview process. It's mainly used when the two parties, the employer and the potential employee, are separated by a great distance. Since it's very expensive to fly a candidate just to get to know him or her for the very first time, some companies prefer to see if the person who applied for a specific position is worth the additional expense. In other words, employers try to minimize costs, and get the most qualified candidates at the same time. And as for honesty on LinkedIn, the same problem is encountered with paper resumes. Again, my blog points out an alternative that is convenient for both parties, I think. If you were an employer, would you fly several candidates based only on what they put on their resumes? Wouldn't you also want to see how they answer questions before you even consider spending money on them?
ReplyDeleteThis is kind of crazy to me. I'd be interested to know how many (and which) companies are actually requesting video interviews. Are these required interview methods? If so, this implies that your potential employee has the means and technical savvy to provide a video or YouTube interview, which, I would assume, could lead to some type of discrimination; age or otherwise. Also, aren't there privacy issues if you're asked to provide a YouTube interview?
ReplyDeleteThe method mentioned in the blog is not meant to provide all answers to make a final decision. As I mentioned before, uploading a video on YouTube and adjusting the settings to make it private is just an alternative when both parties are not able to interact personally due to large geographic distances. It's also important to mention that the information you provide on video DO NOT reveal any personal information, because most of the questions are designed to measure an applicant's ability to understand and answer generic and specific questions. As for the companies that do this, I know the DNCC did this when they were recruiting staff for the Democratic Convention.
DeleteSype interviews can be very convenient for the employer as well as the applicant but I don't think youtube should be used in the recruiting process.
ReplyDeleteUploading a video on YouTube is meant to be a part of the pre-employment screening process that companies require before an employment offer is extended. I think is better and more personal than just reading answers on a screen, because one gets to hear the tone of voice and to see facial expressions of the candidates even when they are not physically present. Again, this is just an alternative and not a new standard in HR.
DeleteI feel like this was a good blog and I have actually have been through the process where the company did all of those things. I have to agree with some of the comments above I feel that a company should fly their qualified candidate out to have an interview what would be the purpose of putting it on youtube?
ReplyDeleteThink of it as of the initial steps you take when you fill out an application for employment. Once the employer considers you're a potential candidate, then he or she will give you a call or fly you in for a more in-depth interview. Uploading a video on YouTube is an alternative that is not intended to provide specific details about your credentials and experience. It's simply an alternative to find out how you communicate and organize your ideas.
DeleteYOUTUBE as part of hiring that is too much. that is just a way EMPLOYERS take advantage of people wanting a job. That is just silly. What is wrong with the old fashion personal interview or phone interview. They better PAY me EXCELLENT money if they want me to make a YouTube video. AIN'T NOBODY GOT TIME FOR THAT!!! interesting blog....
ReplyDeleteI should have saw this coming! This online interview approach seems like it would save a lot of money for employers who have to fly out their potential employees for interviews if they're out of state or a far distance. And another note pertaining to this blog, I can't really act so I don't know if I would make a good video to send out, I would probably much rather let the interview happen live.
ReplyDeleteI have mixed emotions on this. While I understand the whole cost savings of doing interviews online there is something about a face to face interview that cant be duplicated. Uploading a video of yourself on youtube poses a totally different issue. Giving someone the ability to rehearse and retake their interview until its perfect dosent really give you a feel of what they are all about.
ReplyDeleteYou're right! If you get a few questions before the actual interview, then the responses might be rehearsed and weak. The important thing to remember is that uploading a video on YouTube is not a set standard yet. It's just an alternative that saves time and money. Also, the chances of this happening to any of us are very slim. However, you can count on potential employers asking for a link to your LinkedIn account at least once in your career.
DeleteWhile i understand its all about cost, i don't think i will like this whole shift to do an interview entirely digitally. I guess for a less important job that doesn't take much brain power to accomplish this would be perfect to weed the retards out and at the same time not spending much money doing so.
ReplyDeleteAlthough a company may save upfront by using this interview method, they will be in for a rude awakening when the character in the video (the person they saw as adapting well to the company's corporate culture), doesn't fit in and the company soon realizes increased hiring and firing costs.
ReplyDeleteI do realize that this approach can potentially save companies thousands of dollars, but I do believe they miss out on the in-person interaction. I think meeting the potential candidate in person is well worth the cost involved with their travel expenses. Once you hire a person it is not easy to get rid of them if they are a bad fit. Not to mention the amount of time and expense involved with hiring a new candidate. I have mixed emotions about this approach. For jobs that require a large percentage of independent work, then this may work great. However, any company that's constructed under a "team" philosophy may want to reconsider using this method.
ReplyDeleteEvery time I apply online I feel like my application goes in a black hole. If I do have the option I would much rather apply in store where I can go in, show my face, and shake the managers hand. It just makes sense that anything online is going to be less personal that a face to face interaction. Although linkedIn maybe the way of the future I think there will always be a necessity for the individual interview. Just as on facebook and twitter, someone can create a false identity and a false job history to make them selves more desirable.
ReplyDeleteI understand you, online job interviews also have its disadvantages, especially for those people who doesn’t like to do online applications or online interviews. Sometimes it can be frustrating, since it can prevent you from showcasing your greatest strengths, it will also make it difficult to stand out as a candidate if you do not have a glittering resume. I understand your point of view.
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