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I have heard a lot of talk about Video Recruiting lately and there are some cool new technologies. The real leader of the space is HireVue offering a complete service that not only allows f

or the video interview but a robust amount of screening and communication features. We sat down with Scott Sessions for a very fun interview…below is video of his roll out of HireVue OpenVue a further refinement of an already “Awesome Product”. HireVue OpenVue is taking the whole platform Mobile engaging potential candidates earlier and more deeply than before. This makes for improved hires and onboarding and allows recruiters to focus on what they do best!

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Job Seekers Can Skip the Resume with

World’s First Social Interviewing App from HireVue

Candidates and Companies Conne

ct and Share Digital Introductions and Interviews Using Social Networks, QR Codes and Geolocation

SALT LAKE CITY – Oct. 4, 2012 – Say goodbye to updating and uploading resumes, completing application forms, phone tag and bad blind interviews. Companies and job seekers alike now have the option of skipping static resumes all together and getting straight to the interview by using OpenVue™ the latest product from HireVue.

HireVue’s OpenVue™ combines social, mobile and video technology to eliminate the hassle, inconsistency and delays of getting the right people into the right jobs. Hiring companies simply broadcast a job-specific link, push notification or QR code to millions of candidates – or a select few – through social networks, geolocation applications (such as Foursquare), email referral campaigns or job postings.

“One of the biggest drags on time and resources for companies with open positions is having to work through hundreds of resumes, and with OpenVue, that process is virtually eliminated. Now candidates have the opportunity to skip right to the interview and show their personalities and their strengths via video from virtually any device with a web cam,” said David Bradford, CEO of HireVue. “OpenVue will be game-changer for companies looking to better connect and engage with the right candidates, faster.”

OpenVue™ highlights include:

• On demand: Candidates respond to interviews anytime, anywhere; recruiters and hiring managers rate, share and compare responses on their own time – seeing exponentially more candidates in less time
• Fair and consistent: All candidates receive the same questions (per position) providing a fair, consistent and more personalized candidate experience
• Welcome videos: Companies can broadcast opening videos allowing candidates to come up to speed quickly on the company culture, workplace and job opening
• Digital introductions: Candidates respond to a series of job-specific questions at their convenience allowing companies and candidates to connect more quickly
• QR codes: Candidates can scan QR codes and respond to job opportunity within seconds via a mobile device with a camera – anytime, anywhere
• Social media integration: Companies can push digital interview invitations to potential candidates via geolocation platforms such as Foursquare, allowing companies to target talent quickly; also allows candidates to skip registration steps by using their Facebook, LinkedIn, Twitter or Google+ accounts. Companies can also push out OpenVue invitations via their own branded social channels
• Search and social campaigns: Companies can use search engine-marketing (PPC and SEO) and behavioral advertising to present highly targeted candidates with relevant interview opportunities
• Employee referral programs: Employees and executives can easily share on-demand interview requests with qualified alumni, friend and business networks
• Event hiring: Companies can broadcast interviews to hundreds of targeted candidates in seconds using a one-to-many approach; for campus hiring, candidates and companies can connect prior to events for higher velocity hiring
• Play, rate and share: Digital interview responses, ratings and feedback are captured at the question-level, creating a valuable digital talent pool; Responses can be shared creating more exposure for candidates
• Mobile:Candidates are able to respond using the HireVue mobile apps for iPhone, iPad, iPod Touch, and Android devices. Recruiters and managers can review from these devices as well

Companies interested in generating an OpenVue digital interview for their open positions can find more information at www.hirevue.com/openvue or at facebook.com/hirevue. HireVue will also be exhibiting at the upcoming HR Technology conference Oct. 8 and 9 in Chicago, where attendees will be able to demo the OpenVue product in HireVue’s booths, #933 and #237.

About HireVue

HireVue is an amazing new way to interview – on demand! Users simply browse, watch, rate and share the interviews they want, on their own time – just like streaming their favorite movies – even from a smart phone. Recognized by HR Executive Magazine as a Top HR Product of 2011, HireVue’s Digital Interview Platform™ also helps improve interviews of all types, including in person, phone and video interviews. Digital question, feedback and collaboration tools remove hassle and make interviewing up to ten times faster and nine times cheaper. Join HireVue customers like Starbucks, Nike and Walmart who are making interviewing awesome. http://www.hirevue.com

Keep a pulse on emerging trends in digital interviewing by following HireVue’s social channels: http://www.twitter.com/hirevue, http://www.facebook.com/hirevue, http://www.youtube.com/hirevue

Video Interviewing is hot, and widely debated.  Here Ty Abernethy of TaketheInterview.com discusses why NOT to use this tool:

Every good recruiter has a packed tool kit full with useful tools for sourcing, screening, and evaluating candidates – tools likeLinkedin, job boards, assessment tests, and an easy-to-use ATS.  As technology advances and online video consumption explodes, recruiters have begun finding creative ways to incorporate video into the recruiting process as well.  These ways include candidate interviews via Skype, marketing job openings with video content, and screening candidates with recorded video interviews.

With every new recruiting innovation, there is typically reluctance to adoption and a general skepticism at first.  Can the tool do what it says it can?  And at a price that makes sense?  As an ex-recruiter who used YouTube to screen candidates when I was understaffed at my recruiting firm, I’ve experienced the benefits and issues of video first hand.  I felt so strongly about video recruiting that I went on to help create and launch a video recruiting solution in 2010.  Over the past few years, I’ve heard many of the same objections from companies that are drawn to video.  Here are the 4 most common objections I hear and the reasons why most organizations end up adopting video once they try it out.

#1.  Video can hurt your organization more than it can help it. 

When you utilize video to market your organization or job opening, if you half-ass it, it will show.  If your video does a poor job of reflecting your brand’s values, it will show.  However, if you take the time to do it right, there is no better way to showcase your brand and captivate potential candidates.  A new generation has emerged, dubbed the “YouTube Generation”, and they have grown up consuming online video content.  When your brand messaging incorporates a medium that candidates engage with regularly, communication becomes easier.   Check out how Twitter used video to market their company and job openings, in a funny, engaging way.

#2.  Candidates don’t want to be interviewed via video. 

Candidates actually don’t mind being interviewed via video.  What they do mind is having to spend their time on activities that waste their time.  A ridiculously long job application is an example of this, especially when candidates don’t get any feedback from recruiters.  However, if you properly set candidate expectations up front and  provided feedback along the way, candidates take the process seriously.  Suddenly, candidates will jump through any hoop they need to, because they know you won’t waste their time.   When companies incorporate video interviewing, as long as recruiters set expectations up front, candidates are eager and willing to go through the process.  Typically, candidates love it because it saves them time and allows them to interview at home at their convenience.   It’s all about setting expectations up front, regardless of your hiring process.

#3.  Video interviewing isn’t EEOC and OFCCP compliance. 

This is an objection I hear a lot.  Video interviewing is both EEOC and OFCCP compliant.   In 2004, the EEOC ruled that viewing a video clip of a candidate is no different from ascertaining the rate, sex, or ethnicity of a candidate from a paper resume.  Additionally, with asynchronous video interviews, every question is asked in the same manner to all candidates, enabling a more equal evaluation than a phone interview could provide.  This ensures that every candidate is interviewed the same way and has the same opportunity as every other candidate.   Video helps keep you compliant, no prevent you from being so.

#4.  Candidates don’t have webcams. 

Surprisingly, most candidates do have webcams.  Most laptops sold in the last 4 years have come with a built-in webcam, as well as many desktop computers.  On top of that, virtually everyone now has a smartphone or tablet with a camera built in.  And on the rare occasion that a candidate does not have access to a webcam, all public libraries now provide access to computers with webcams.  It’s never been easier to interview candidates online.

Video is exciting, engaging, and very effective when incorporated into a hiring process.  It saves time and money, and allows recruiters to receive feedback from hiring managers earlier in the process.   It also allows organizations to screen more candidates than they could with phone screens, ensuring that they find the overall best candidate, not just the best resume.   To supe-up your hiring process, maybe it’s time to try out video.

Guest Contribution by Ty Abernethy