CareerCurve™

YouTube is a platform that is fast becoming a huge tool for recruiters, hiring managers and job seekers.  There are many different ways this tool is being utilized.  The days of YouTube just being a collection of Funniest Home Videos are over.  Here are a couple examples of how video is being used in the job market.

Video Resumes – Yes, people are making video resumes and spreading the link all over social media.  While I wouldn’t recommend simply posting a video resume to YouTube because no recruiter is going to take the time to search for a candidate there, it can be effective if included as an additional link like an email address on ALL correspondence with your organization of choice – emails, cover letters, paper resumes. 

A video resume should be short, a minute or two, and should be explain your background in a story-like fashion.  It should also specify why you are the best person for this job and what value you would bring to this organization with the skills you possess.  In other words, the most effective video resume is one that is tailored to a specific job and organization just like a hard copy resume.  You should only do this if you have a lively and outgoing personality.  If you don’t think you could be comfortable enough to be engaging, don’t do it.  Remember the goal is for this to help you, not hurt you.  It is simple to upload and because you are in control of when it is uploaded, you can try it many times until you are happy with results before you choose to post it.  This should be one piece of an overall marketing plan, but if you can create a good one it will really set you apart in the job market.

Recruiting Videos – Many companies are using YouTube to create recruiting videos.  As you are targeting organizations you may like to work for, do some searching.  Search YouTube using the name of the company and other keywords such as recruiting, employment, or careers.  You will find videos on job opportunities, interviewing, working at a company, company culture, and benefits.

Video Interviews – Many companies are beginning to use video interviews.  Here is an example of the process:

• The company selects candidates for video interviews.
• Arrangements for an interview are scheduled – either at a company office, an off-site location with a webcam setup, or via a webcam sent to the applicant.
• A tutorial will provide instructions on the webcam and the interview.
• There will be 10 – 15 questions related to the job the company is hiring for.
• The applicant will have 30 seconds to read the question and two minutes to respond.

Here are suggestions for how to prepare for a video interview:

• Review all the instructions. Ask for help (which is typically available online or by telephone) if you’re not sure how the webcam works or if you have questions.
• Follow the directions.
• Dress appropriately in professional interview attire, just like you would for an in-person interview.
• Practice – if you have a webcam, record yourself to see how you appear on camera.
• Be aware of your surroundings and the lighting.
• Look at the camera, not down at the desk or table.

In short, treat this exactly the same way you would an in person interview.

Video in the job search allows you to be creative.  It also allows you an inside peek at what it might be like to work for a particular organization. 

Have you had an opportunity to use video in your search?  As an HR professional, has your organization invested in creating corporate videos to show your culture?  Has it been an effective interviewing tool?

I recently read an article about complaining at work that reminded me of an email that flew around years ago.  It was supposedly a speech given by Bill Gates to graduating college students and it hung on my refrigerator for years.  In fact, it may still be there under our soccer, baseball and gymnastic schedules and fundraiser information.  This was the one that tried to reel in the expectations for a graduate by pointing out things like “Life is not fair – get used to it!” and “Flipping burgers is not beneath you.”   I believe this was back in the day when things were great all around and my generation (I’m dating myself) kind of disgusted me as being spoiled and  ridiculous.  The more I think about it, it probably is buried somewhere on my fridge – I wanted to have it in case I had kids someday.

I think this article is well written and to the point – it names the complaint and possible solutions for the employee recommending that complaining will get you no where.   I am interested in how many of these complaints really cause disruption.  Some of them make sense professionally, such as having too large of a workload, but do your employees really invest a lot of time in complaining about there being a lack of decent restaurants within the vicinity of the office?  Wouldn’t this be something that was known prior to accepting the position?  

Hasn’t there been an attidue adjustment with the economical changes most companies have experienced that would mean an automatic reduction in complaining in general?   I, for one, am grateful to have a job at all so even if I had all kinds of issues, (which luckily, I do not) my attitude would still be one of gratitude.  Of course, my experience with people currently looking for work may be a little too close for objectivity.  How disruptive are these complaints in real life and has there been any reduction in the amount or type of complaints you deal with?