Why Tweet When You Can Crow

Last month the Wall Street Journal published an article entitled “The New Resume: It’s 140 Characters”. You guessed it:  Twitter is becoming the “new job board”. Rather than debate the validity of Twitter as part of the recruiting process, I’d like to share with you  a couple of reasons why video interviewing is quickly becoming a staple of the recruiting industry:

First, video provides a more comprehensive view of your candidate. Viewing a candidate’s social media interaction may provide hints at what is interesting and important to them, but if you’re looking for a real glimpse into your candidate’s mindset, video is the way to go.  It provides your candidates with the opportunity to more thoroughly present their unique skills and previous experiences—in the same time it takes for you to read a tweet or two on your feed.

Secondly, personality and professionalism aren’t always evident through tweets. Sure, the ability to be concise and deliver a message in 140 characters may be representative of a good communicator, but what about other important attributes like professionalism, communication and image? All three can be readily identified in a 60-second video before a recruiter/HR professional invests any of their valuable time in a face-to-face interview.

For some, posting jobs on Twitter has proven to be a great recruiting tool. For others, it has created a bombardment of unwanted resumes. Rather than miss out on great talent, we recommend using video interviewing—either include a link to your TalentRooster account or issue invites only to those candidates who pass your initial screening process.

30,000 Video Interviews Uploaded

An ideological shift is taking place in HR and recruting offices thoughout the U.S.  Advancements in video technology have presented a better way to screen and source candidates.  Video Interviews are becoming a staple in recruiting as professionals enjoy the cost savings derived in both time and money.  Companies like TalentRooster.com provide the ability to see and hear job seeking candidates answer questions specific to needs before a moment of time is committed to a phone screen or live interview.  A compelling factor to note is that the average view time of each video is around 35 seconds, despite the fact that videos can be much longer. It is equally as important to note that a video is not intended to replace the face to face interview, but merely to serve as a tool to ensure only the best candidates get past the front door.  Once you've enjoyed the benefits of this powerful technology it's hard to believe that we relied on paper alone for so many years. 

Savvy Companies Using Video to Hire College Interns

 With college classes coming to an end and summer around the corner, it's time to start thinking about those summer interns.   With so many students out there wanting experience and knocking at your door to get it, what is your strategy to “thin the herd”?  With unemployment still hovering at elevated levels, internships will be even more competitive and companies will struggle to identify those best qualified.  Here's a powerful idea that can make this laborious process much easier; Video.

College students of today were born in the early 90’s, which means they’ve been exposed to technology since the day they could talk; a smart phone is an assumed accessory and a "landline" has to be explained in detail.  This generation has complete comfort with social media and video – there is no hesitancy for change.  So, why not expedite your hiring process and show potential interns your company is on board with new technology?  Everybody wants to work for companies that “get it”!

Are you specific in what you're looking for?  Are their certain majors that will work better for your business?  Not a problem.  When an intern is applying for your opening, use video and have them answer specific questions that you know are imperative to their success in your company.  Let the computer be your gate keeper and all you have to do is click, watch the video, decide and move on...really, it's that convenient.  Plus, you can view the videos any time and share them with others involved in the decision making process.

With video, you will easily identify a potential intern's communication skills, personality and experience so you can give the official "offer", faster!  

Contact TalentRooster.com to learn how your firm can implement this powerful technology

2012 HR Leadership Strategy - Video Interviews

A new year brings the opportunity for self improvement – not only personally, but professionally as well.  Personally you might join a gym, but no one is really watching  or holding you accountable, so most people will give up after a couple of weeks.  Professionally someone is always watching, which is why change is so critically important.  If you are not continually demonstrating that you bring best practices or new ideas that improve the business, someone else will.  Especially today, when we live in an age of information where change moves at the speed of light.  Seasoned professionals no longer have the luxury of doing a good job – we have to do more every day. 

So what are your plans for 2012?  What are you going to bring to leadership that will make them take notice and appreciate the value you bring?  Ten years ago managers had the courage to fight leadership for a website! Today these same arguments are being made for social media exposure.  As logical as both of these seem, it was a battle!  For 2012, make it your goal  to be the leader pushing to add video to your existing application process.  This is another classic example of an early technology (e.g. websites and social media) that most companies will have in the next couple of years.  Video enables you to see and hear candidates answer questions relevant to your opening, before ever meeting in person.  You already forward appropriate candidates to leadership - now you can include their video as well.  How much time and money will that save? 

There are thousands of companies such as Wal-Mart, Ocean Spray, Abercrombie and Fitch, Starbucks that are already taking advantage of this powerful technology.  Heck, even Santa figured out the potency of video!   Santa Uses Video Technology To Hire Team

Make 2012 the year you bring video technology to your company.  It’s a technology that everyone will be glad you introduced! 

Recruiter Uses Video - Hits In Park HR!

One of the many benefits of social media and video technology is that you never know who will see it!  Recently a recruiter sent a fantastic success story that we had to share.  Apparently a candidate came in to interview for a position - she was fantastic, a virtual "homerun".  The recruiter sent the candidate over to a top client.  Unfortunately, the client decided to go another direction....  The recruiter had spent a significant amount of time on this candidate, even helping her film a professional video interview / video resume, using TalentRooster technology.  The candidate asked for a copy of the video to add to her resume and use it to market herself. Since it's branded to the recruiting firm, the recruiter figured, "why not"?  Heck, candidates use the resumes we create to market themselves anyway.....

The video worked like a charm and the candidate was successful landing a couple of interviews!  In the recruiting world, this is usually where the story ends.  Recruiters spend an inordinate amount of time helping a candidate perfect their resume and interviewing skills.  Candidates use this "shiny" resume and interview tips to land a job... without the recruiter!  Candidate 10; Recruiter 0. 

Our story has a different twist.  A candidate marketed her TalentRooster video directly to a company - they absolutely loved the technology and scheduled an interview.  However the company decided to call the recruiter that created the video interview / video resume to lean more about the technology - the door was now open for the recruiter!  Realizing the candidate had gone direct, the recruiter was complementary and wanted the hiring manager to know that if this candidate didn't work out she had other qualified candidates.  There were multiple openings so the hiring manager asked the recruiter to come in and meet in person.  The recruiter ended up with several positions to fill AND an exclusive! 

If you are not using TalentRooster video technology to market your candidates you are missing out on a great opportunity.  Contact us today to learn how video will increase your revenues and shorten the hiring process!

TalentRooster Video Challenge

As a quasi blogger, I try never to repeat myself - however this information should be taught at every business school!  In a previous blog I explained how a savvy job seeker could jump the line and land the interview if they just took a little initiative.  Since unemployment continues to hover around 10% and many are struggling to find work, I would hope that a new strategy might be well received - especially one that will work!

Becky is in search of a job - she's been looking and applying for several months.  She has had a couple of interviews but nothing has materialized.  Upon searching the job boards she stumbled upon a great opportunity with Dawson Resources, a local respected company.  Historically Becky would click "apply now" and send her Word document.  She then would try to call someone at Dawson Resources to follow up (and usually end up in the HR vacuum). 

Becky saw our blog and thought it was a great idea - here's what she did...  She started off by Googling Dawson Resources and learning about the company.  Upon visiting their website she learned who the owners and officers were and then searched all of their LinkedIn profiles.  She was quickly able to learn about the company culture and their hiring process.  She learned where each executive went to school and where they previously worked and people that they were connected to. She searched their FaceBook accounts and viewed the public information.  By taking these simple initiatives, Becky had a plethora of powerful information and set out to land this job!

Becky went to TalentRooster.com to create a video interview, where she could professionally verbalize what she had learned.  While all the other candidates were clicking "send" and firing over Word documents, Becky created a professional video profile that she knew would appeal to the decision makers.  She opened by talking about Dawson Resources and how her goals and objectives aligned with theirs - she actually quoted a specific line in their company mission statement.  No doubt it captured the attention of the recipient at Dawson!  Becky went on to answer specific questions she knew Dawson would want to hear.  She even dropped in the fact that she had gone to school at Ohio University, where Dawson has made on campus visits to recruit candidates (she commented on how professional the process was, which is always good for a companies ego!).

Becky closed by congratulating Dawson for their 65th year in business and their employee longevity.  She noted that one employee in particular has been with the company since 1966, which she found astounding.  She attached the video link to her Word document and sent it over to all the executives she'd learned about during her research (with a personal note to each).  With a little more work she was able to find all of their email addresses.  Guess what?  It worked!!  Take initiative and follow Becky's example and you will land a job! 

Check out TalentRooster to learn more!!

Video Reduces Interview Process by 60%

You are recruiting for a position.  You post ads on Monster, Career Builder, Craigslist and several other sites. Within moments of posting your position resumes start pouring in - hundreds of them, maybe more. You've been doing it this way for ten years or more and candidates always respond.  But of those responses, how many are truly qualified? Statistically it's less than three percent - no matter how well you write the posting!

Compounding this challenge is that it takes no effort for a candidate to submit a resume - they have no investment.  In fact, many rely on resume aggregators that automatically submit their resume based on key words in each posting.  That's right - many of the resumes you receive were automatically sent without the candidate even reading the posting!

Here's the good news - companies are getting smarter and moving forward with technology to combat this issue.  Many are incorporating video in the applications process, which requires the candidate to show a little initiative and make an effort. There is no doubt that video will continue to proliferate the recruiting process as it makes too much sense.  Following is a powerful example. This firm had an opening for a B2B sales representative.  Rather than "post and pray", they got smart and required video as part of the submission process - it worked!  Of the candidates received, all took the time to complete the video and answer specific questions about the opening - how much time (and money) would this save your firm?  Click here to see their CB post.  Contact TalentRooster.com to learn how video resume technology can streamline your existing processes. 

The Staffing Industry and Video Technology

The definition of insanity is doing the same thing again and again, but expecting different results. In the search, recruiting and staffing industry we fail to help over 95% of the candidates we recruit. We spend significant dollars advertising, interviewing, testing, checking references and make revenue less than 5% of the time. So what do we do? We repeat the process by bringing in an entire new group of candidates the following week……

So what happens to that 95%? They don’t stay unemployed forever – someone is capitalizing on this lost opportunity and it should be you.

The internet and social media continue to provide new opportunities for the staffing industry, especially video technology. In January of 2011, a survey was sent out to 1,000 staffing industry insiders and over 90% agreed that video is the future of our industry and recruiting process.

Creating a professional video resume of your candidates enables you to post them on your company’s website along with other social media sites. It’s a powerful way to market your candidates to clients and prospects versus your competitions Word documents.

Since you are not placing 95% of your candidates, why not post them on you company’s site or social media sites? If a prospective employer finds your candidate they still have to work through you, thus providing a great opportunity to collect revenues on this previously “lost” opportunity. Think about that. Today you get ZERO dollars over 95% of the time. Now you can post those candidates and significantly increase your opportunity to collect revenue.

The evolution of video is just beginning and you need to be part of it. Contact TalentRooster.com to learn how video resume technology can improve your business and increase profits.

Toothfish - Chilean Sea Bass; Video Resumes - ?

For years fisheries tried to sell consumers the Patagonian Toothfish - there were few takers... Why not? It was clear to everyone that the Toothfish was love at first bite! It was by far the most tasty, tender fish known to man, yet few would ever try it. Then a marketing guru entered the picture and changed the name to Chilean Sea Bass - quickly this prized fish became the fastest growing in the industry, simply due to a name change. It turns out that the initial name was not appealing to consumers, although they had never even tried it - how silly is that? For many, this same challenge exists with video resume technology!

We need help creating a better name for "video resumes". What's a better way to say professional, increase your chance for hire, get you in front of hiring managers, demonstrate you are on board with new technology, clearly the wave of the future, industry leader....

The term "video resume" congers up many unfounded assumptions, remenescent of the garbage you find on YouTube. But the fact is that video resume technology is here to stay and it's quickly becoming the preferred methodology for candidates AND hiring managers. Even Fortune 500 companies are beginning to realize the potential that this powerful technology offers. Many are beginning to require candidates to submit a video resume as part of the preliminary interview process.

Many companies are taking this powerful medium and using it to market their job openings to potential candidates. Just this week we found this video, where the company not only shows the work environment but cameos by some of the managers - how cool is that? Not only can a potental job seeker see where they would work, but who they will work with! Companies competing for top candidates better take note!

With over 40 search, recruiting, HR and staffing professionals utilizing our technology (Click here to see our map), it's only a matter of time until the "paper resume" heads the way of the eight track tape player. Check out TalentRooster to learn more - we're coming soon to a company near you!

Video Resumes Fact Versus Fiction

Like every new technology in the social media realm, there is going to skepticism and people that will be hesitant to welcoming a new way of doing things. Few have the courage to be early adopters as most prefer to follow the pack. Well the pack has adopted video resume technology and it’s quickly becoming the “go to” methodology of choice for hiring managers and savvy candidates.

Following are some long standing assumptions about Video Resumes.

1. It’s hard to do a video resume well. FALSE – with TalentRooster technology, you can record your video as many times as you would like until you believe that you’ve captured your absolute best! You don’t have that option in a live interview….

2. Video Resumes mess with the standard recruiting process. FALSE – While hiring managers and recruiters have their way of doing things, a video resume can only help you (and them). None of these decisions makers would ever be upset about making their process easier. Being able to “meet” and hear you answer questions specific to their needs is better for everyone involved.

3. Video Resumes slow down the hiring process. FALSE – A professional video resume will increase a candidate’s chance for hire by 30% or more. If your video is viewed and an interview extended, they already know what they’re getting. You cannot get that reaction from a standard Word Document. Have you ever said, “If they would just meet me, they’d hire me”. Now they can!!

4. Your email could be mistaken for spam. FALSE – There are two ways to go about submitting your video resume to a hiring manager. First, you can send it along with your regular paper resume, if you prefer, and just have your video be a link at the top. This will go directly to the desired inbox. Second, if you don’t want to use your paper resume, TalentRooster provides an application that allows you to send your video resume directly from the site. This, again, will go directly to the inbox you intend it to.

5. It could be illegal for a company to view it. FALSE – This is absolutely farcical with no legal basis whatsoever. Even the EEOC is onboard with video resume technology, so long as it isn’t used for discriminatory purposes – same as a paper resume where sensitive information can be extrapolated. Social media has changed the way companies hire and there isn’t a recruiter (worth their salt) that isn’t viewing a candidates FaceBook, LinkedIn or other social media site, before interviewing the candidate. With a professional video resume you can ensure employers see your absolutely best.

6. Video Resumes are a waste of money. FALSE – How serious are you about your job search? TalentRooster video profiles cost $19.95 or they are free if you work with one of our recruiter / partners. Clients won’t read your resume but they will watch your video, which will increase your chance for hire by 30% or more. We think the choice is obvious. Check out TalentRooster.com to learn more - we will be happy to help you get it right!

Video Technology Continues to Improve Hiring Process

There's no doubt about it - video is very powerful. Virtually every internet site being developed today has incorporated video - you simply can't do business without it. Remember Star Trek's video communication device? For the 1960's that was really forward thinking - now every iPhone offers that exact technology via their FaceTime application. If you haven't tried FaceTime yet, you've got to - it's fantastic and free!

An informative video that adds humor can be very effective. Surfing the net I found this video, about hiring an intern for "Internet Week" in New York City. Cleverly done and humorous, however I would not advise any job seeker to take this approach. What's funny to you may be offensive to others, plus hiring managers many not get the joke (and you won't get the job). In this video I found it interesting how the primary actor found paper "from the 90's" and anyone not on LinkedIn or other social media sites not worthy of further discussion. Although he was blunt - he was right on both of these points.

More and more companies are requiring video as part of their hiring process. Not only to create candidates videos, but often times hiring managers will film themselves talking about a position in detail, in hopes that candidates will take the time to learn more about the position before applying. Just last week one of our staffing firm clients created this video, which was sent out to hundreds of potential candidates. The recruiter reported that it saved her a ton of time as candidates won't read a job description but they will watch a professional video.

I'm out of excuses for people who still aren't certain about video. I suppose it's like those still hooked on their VHS..... TalentRooster has made video technology easy for job seeking candidates and hiring managers alike. Contact us to learn more at TalentRooster.com

The Power of Video Resumes and Social Media

When did you first hear the words "social media"? Unless you're really dialed in, chances are you first heard about it in the last several months. So what is social media and how can it help you in your job search? In summary, social media is an absolute for any serious job seeker. Hiring managers expect to see job seekers not only embrace social media, but have a better understanding they they do! The point is you need to get on board.

As job seekers become better acquainted with social media, so are companies. Everyone needs to maximize their social media exposure, especially when you're looking for a job. Check out how this search, recruiting and staffing firm is helping their candidates achieve maximum exposure on FaceBook - how cool is this? These candidates can post their video resume profile on personal social media sites and forward links directly to potential employers. It's often been said that people won't read the book, but they'll watch the movie - this same principle transcends nicely to your video resume. There's something about a video that compels people to click on the link and take a quick peek. Therefore it is critical that you capture your absolute best sixty second "elevator pitch". TalentRooster has built a platform to ensure you accomplish this lofty goal. Better yet, you are in control of your profile and don't have to post it on YouTube (which is the last place you should post your video resume). Check out TalentRooster.com to learn how you can capture you best and increase your chances for hire by thirty percent or more.

Video Interview or Video Resume?

It's been a really good week for video resume technology! First this story appeared on Good Morning America, followed by this story that appeared on a local affiliate in Jackson, Mississippi. More and more people are waking up to the reality that video resumes are the future of the hiring process - now they need to figure out how to incorporate a strategy.

There has also been a lot of talk about video interviewing (e.g. Skype) as many companies are considering this technology as well. The problem with video interviewing is that the technology just isn't right yet. Remember all the dropped calls you had (or still have with AT&T....) when cell phones were new? Same principle - they will get it right but it will take time.
In fact, just last week The Today Show was taking calls from viewers via Skype. I'm sure every precaution was taken to ensure there were no technical issues.... Guess what? Half way through a call, the audio dropped and then the call was lost altogether. It's awesome technology but won't be right for a couple of years.

With video resume technology you don't have to worry about these issues. This technology is ten years old and has essentially been perfected by companies such as TalentRooster (TalentRooster.com). Videos are professional, consistent and anyone with an internet connection can view them. The two most important words in business today are social media. Increase your social media footprint by creating a professional digital video profile. Post it on Facebook, LinkedIn and Twitter - you won't believe who will find you!

When will Video Resumes pull a Roger Bannister

It couldn't be done - it isn't possible. No human is capable of running a mile under four minutes, so thought the world. Then in 1954, Englishman Roger Bannister broke the barrier to the shock and disbelief of millions. However, once this longstanding barrier was broken several others quickly repeated this miraculous feat.

My point is this - many people are still uncertain as to the future of video technology in the hiring process. Who will be the first to run with this technology and break the barrier of uncertainty? Doing some research, I came across the following article written in 2007 by Stephen Dubner, the author of Freakonomics. He understood the logic of this powerful technology and wondered why it hadn't become widely accepted yet. What a visionary! If Dr. Dubner discovers TalentRooster.com, I'm certain he would be very impressed and see that we have put all of his concerns to rest. Nonetheless, I found his article fascinating - I hope you do too.

Why Isn’t the Video Resume More Popular?
By STEPHEN J. DUBNER
I am currently in the process of hiring a new assistant. (Yes, Nicole has been here for more than a year, and I vow at the outset to hold no assistant captive for much longer than that.) I posted an ad on Craig’s List and received roughly 200 resumes. Many of them are impressive. From an anthropological standpoint, nearly every single one is interesting, just to see the kind of skills and traits that people use as employment signals. I had no idea, for instance, that Eagle Scout membership would show up on so many young men’s resumes.

But what’s most striking to me is the disparity between what a person looks like on paper and what they’re like in person. We touched on this notion briefly in Freakonomics – the fact that a resume is a pretty unreliable set of clues. But it goes beyond that. When you’re hiring someone, their personal manner, attitude, quickness, humor, curiosity, and a few dozen other traits are really important. And you get almost none of that on a paper resume.

So the question I have is this: Why, in a world of excellent, cheap, and fast technology, hasn’t the video resume become more popular? It’s certainly not unheard-of, and maybe one infamously over-the-top video resume scared some people off. But I am still surprised that we are relying on paper resumes. Here are a couple of thoughts:

1. The cost of making a video resume falls on the applicant, not the employer; but it’s the employer who reaps most of the reward in terms of not wasting time interviewing unlikely candidates. The applicant inherently has more time to waste than the employer.

2. Applicants may want the chance to impress an employer in person, and fear that they’ll be poorly represented in a video.

3. Maybe employers, in their embrace of status quo-ism, think that video resumes are just too weird, or modern, or revealing; or perhaps they’re worried about being charged with discrimination if they respond disproportionately in favor or against a certain type of applicant.

Video Resume technology continues to proliferate and become more widely accepted. Upon reading this article, it appears that human resource leadership is warming up to the idea. This powerful technology enables a hiring manager to send specific questions to a candiate to answer in both a video and written format. The ability to "see and hear" candidates, prior to an interview is quickly revolutionizing this ages old process.

Conversely, candidates can create their own video profiles answering questions specific to the company where they wish to apply - how cool is that? Savvy candidates can do some homework and learn about the company and they type of attributes they value most. Simply create your digital video profile with that information in mind - you will blow hiring managers away! Put yourself in the hiring managers shoes. Would you rather sort through hundreds of paper resumes or click a link and view candiates that took the time to learn about the position and answer relevant questions? No question candidates that complete this process will have a huge advantage over everyone else.

As résumé coach Laura Smith-Proulx notes, all too many Jobless Joes are sticking by their one-page .pdfs, as if the career world is desperate to hire more candidates versed in Mesozoic Era traditions.

"The single page résumé with an objective up top really went the way of the dinosaurs," she says. "A lot of people are still very reluctant to create something that’s cutting edge because they've never seen a résumé that looks cutting edge."

Give yourself every advantage possible by creating your digital video resume! Check out TalentRooster.com to learn more.

1950 - Quit Smoking; 2011 - Make A Video Resume

It's 1950 and I'm the guy warning everyone to quit smoking! Evidence clearly points that smoking is hazardous to your health and will lead to multiple health problems.... My message seems to fall on deaf ears - if only people could see into the future.... I can only imagine how exasperated "that guy" must have been - the signs were everywhere that smoking was terrible for your health, yet Americans continued to inhale the toxic fumes, despite overwhelming evidence.

Now it's 2011 and "that guy" is advising job seekers that paper resumes are headed for extinction. Within the next couple of years, few candidates will be using the traditional paper resume - it will all be digital, with video, graphics, links to social media sites and much more. Hiring managers will have access to 80 or 90% of the information they need about a candidate before they ever meet, resulting in a far more efficient process for everyone involved. Managers can source candidates and send them a link to record a video at home, answering questions specific to their position. Appropriate candidates can be shared with others in management, while those that are not a fit do not require any further investment of time.

In just over six months, TalentRooster has added over 5,000 video resumes to our website. Clearly people are starting to come to the realization that video is a powerful alternative to paper. So how come you haven't made one yet? I bet none of your friends still smoke. Check out TalentRooster.com to learn more.

Companies To Pay Candidates for Interviewing??

Politics aside, of all the ridiculous lawsuits I've ever seen this one takes the cake! This pending suit is seeking to require search, recruiting, staffing firms to pay candidates for time spent interviewing! "As California goes, so goes the nation" - let's hope not! Can you imagine the unnecessary expense and headaches that would result from this action? What would follow, a bonus for candidates that don't get the job?

Here's the good news - get on board with video resume technology and avoid this potenial quagmire. Video Resume technology enables you to send clients and prospects professional profiles, that will get your candidates to the front of the hiring line. While the competition continues to send Word documents attached to email, you will blow them away with next generation technology. Your clients will eat it up!

It's 2011, which means we are one year closer to the paper resume becoming obsolete. Job seekers are already on board with video resumes, having posted over 200,000 on YouTube. TalentRooster is preparing to surpass the 5,000 video resume mark within the next couple of weeks. We all know that video will become a vital part of the hiring process - its inevitable. Let TalentRooster show you how to become the leader in your market.

More Companies Going with Video Resumes

Within the next couple of years, video resume technology will be a part of every company's recruiting process. In five years recruiters will ever wonder how they functioned without video (sort of like my kids trying to imagine life without the internet). Savvy job seekers utilize video technology and companies are taking notice. What is your strategy, both personally and professionally?

We all claim to be open to change - are you? Companies look for candidates that are ahead of the curve and embrace technology. So does company leadership. Nothing makes the boss happier than a cost savings initiative that will help the company operate more efficiently. You have to know that someone is going to introduce this concept soon, shouldn't it be you?

I've heard stories about people resisting computers, the internet and various software. Can you imagine life without that technology? Already we are seeing job seekers utilize video resume technology - there are over 200,000 video resumes on YouTube! There are estimates that 40% of all websites being developed are incorporating video. They figure people won't read, but they'll watch the video!

My point is this - take some time to learn about video resume technology and how it can help your career and your business. TalentRooster.com

Video Resumes Wave of the Future

So glad many others are talking up the power of video resume technology! The reality is that within the next couple of years, virtually every company will integrate video technology into their applications process - it just makes better sense for everyone involved. Next time you walk into a business, take note of the computers set up for applications. A year ago that was unthinkable - how long until they stick a camera on top and add video to the process? In five years we will find it hard to believe we ever interviewed candidates without a video first - the possibilities are unlimited.

Although there are many imitators out there, make sure you pick a professional site to film and host your video resume. When you find the best provider, make sure you compare it to TalentRooster.com. We have yet to find anyone that provides such a professional option. In fact, TalentRooster is a finalist for an Innovation Award!

There is a reason TalentRooster is the fastest growing video resume site on the Internet - professionalism and consistency! Show potential employers that you are tech savvy by creating your video resume today. It's fast, easy and professional. Upon completion, make sure to post your video resume on all of your social media sites. With several candidates applying for every opening, it's all about personal branding and showing employers you "get it". Check out TalentRooster.com and learn how you can increase your chance for hire - you'll be glad you did.

Video Resumes Are A Good Idea!

Surfing the net this morning I found another supporting the idea of a video resume. Lord knows I talk about it enough so it's refreshing to see so many others coming to the realization that video resumes will become an intricate part of the hiring process.

So how can I help my friends over 35 come to accept this reality? I'm talking about my employed friends (many of which make hiring decisions) that are still on the fence. Some of them are still uncertain or even scared of this powerful technology. It reminds me how the previous generation fought the fax machine, computers and the Internet - they had to know that ultimately these technologies were coming, yet they still resisted. Although we all say we are open to change, statistically we are not. With technology moving at breakneck speed, we no longer have the luxury of being resistant to change - you end up holding back the success of your company. You don't want the "new hire" showing the boss how it's done today....

Within the next couple of years job seekers will no longer utilize a paper resume - we all agree on that. The resume will become digital with video, links to social media and much more. It will provide hiring managers with 80% of the information they need before ever meeting the candidate! With TalentRooster you can do all of this and more, including the ability to send a candidate questions to answer specific to your opening. Think about that. Hiring managers can send potential candidates specific questions to answer in a video resume before committing to an interview - talk about saving time for all parties. Check out TalentRooster.com to learn more - you won't believe how easy it is!