The bigger question is . . . Can all the little guys (those vendors listed above) drive demand without a Blue-Chip ‘confirming’ (at least if only market perception) proof-of-concept? Or, in layman’s terms, can the little guys above come together to make the pie bigger . . . instead of vociferously gnawing away at the tiny pie piece that currently exists? (Note that when I say pie, I mean demand.) Big Guys making commercials and spending big bucks on advertising typically does more than drive awareness; in addition, it drives consumption even for the little guys!

I’ve seen many times where the big fish pulls out . . . thereby cutting off the flow of oxygen (or better, the ecosystem) to all the little fish. By virtue of competition, the little fish inherently want to kill one another off . . . yet such a strategy only really works in a mature market where there is a desire for consolidation.

As Confucious might say (if he were from Ancient Brooklyn): “Don’t kill yourselves off before you make da pie bigga.”

Stay tuned for my next white paper regarding your EEOC concerns… Using video technology correctly will actually provide MORE legal defensibility to corporations than less.

Also, you may want to listen to the Webinar we hosted with the EEOC entitled “To Video or Not to Video” at http://www.interviewstudio.com/DisplayWebinars.do.

Thanks for blogging!

To date, I have yet to hear of a single discrimination lawsuit that was based on an employer reviewing a candidate via video.

Best of luck!
Keith

FYI, hirevue.. is NOT video resumes..they are Video Interviews – a common misnomer, and indeed a HUGE difference.. Less liability in Interviewing a candidate AFTER you have seen a paper resume, and made a choice based upon merit, than upon the Hope that maybe your hiring manager will be respectful, and keep his personal opinion out of the decision.. and not judge that person who is overweight, or is scarred, or maybe is disabled or handicapped..

If that were true, that hiring managers would be apt to be mature and trustworthy, why then would discrimination be up?

Karen Mattonen..

The survey was conducted by an independent research firm and was also based on interviews with about 150 senior executives from the nation’s 1,000 largest companies.

I am known for bringing up the mundane and boring stuff, but you see companies are against allowing a company standard of allowing them due to discrimination issues. Especially with the fact that discrimination is On the Rise not decline.

So, even if Hiring Managers may THINK it is a good idea, they Recognize (especially in regards to the Applicant Candidate Ruling, and making sure that one is CONSISTENT in one’s hiring process) that it really makes ones life EASIER, and probably may help reduce the legal implications..

Many also may not be aware that this is NOT a new idea, there was a company who tried the VHS resume.. didn’t actually take off either, for the same reason that companies don’t like to accept PHOTOS on resumes.. it increases potential for liability

Boring, but unfortunately it is reality.. why even tempt something that doesn’t need to be tempted?

Ever heard the word “practicality”? Doesn’t sound like you big hitters with all the money have thought about that.

Video is not a fad that will be stamped out by naysayers. It is here to stay.

The trick is to implement their use in applications correctly so that they save time and money for the employer/recruiter, INCREASE the clarity and quality of hiring decisions when used in conjunction with other pieces of due diligence, and they serve as a more holistic profiling tool for the candidates.

In this tight market it is my belief that companies will hire the best person that meets a majority of the requirements and gives their company a competitive advantage, no matter what they look like. I am not naive to the fact that it happens on occasion but I have faith in the majority of human race.

Video interviews provide much more value outside of “appearance”. If your organization has pride in its culture and the types of personalities that do well in that culture, you can tell a lot about a person by how they answer questions, how long it takes them to answer, the speed of their voice, facial and body language, etc…. If you can ensure to a greater degree that your first face to face interview with a candidate will be productive and worth the amount of time you have to take out of your day (not to mention everyone else involved in the hiring process…time is $$$), wouldn’t that be worth it? Not to mention being able to provide a better candidate experience, because you know them better after viewing their video…just my three cents (got a little wordy(-: