![\"interview\"](\"https:\/\/www.corporate-eye.com\/main\/wp-content\/uploads\/2014\/02\/interview.jpg\")
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The video application has been a stalwart in some industries for some time. Media, marketing and creative\u00a0 industries depend upon employing those with a flair for film-making and artistic talent, and in the 2013 graduate run we saw giants M&C Saatchi switch to a video application system. While it\u2019s a quirky and interesting way of seeing whether a candidate\u2019s face fits, do video applications really do the business for online recruiters?<\/p>\n
The great problem with a video application is that it will turn away some candidates without question. Some won\u2019t have access to the requisite video hardware, some will fear being outdone by those graduates with degrees in editing or film-making and others just won\u2019t want to appear on camera.<\/p>\n
Having said this, if you\u2019re in creative media then perhaps a video interview is exactly the right way to reduce the pile of applications on your desk. However, unless your grads are going to be producing videos or adverts on a regular basis, it\u2019s going to turn away plenty of very good candidates.<\/p>\n
In many ways a video application works just like an interview, except the candidate has some time to script and construct their answers and determine how they come across in advance. It\u2019s fantastic for finding the face that fits, but you\u2019ll need to test those other skills – business writing, numerical competency and verbal reasoning \u2013 elsewhere.<\/p>\n
You also need to make sure your application page is extremely specific about what you\u2019re looking for. Your corporate web capital needs to state whether you\u2019ll be ranking candidates on their production abilities, their creativity or their general mannerisms. Different candidates will be attracted by different challenges.<\/p>\n
It\u2019s very easy to standardise an application form and to ensure that all of your interviewees are given a fair opportunity and it\u2019s unlikely you\u2019ll be challenged on grounds of discrimination. With a video application, however, this is a serious concern and you need to be explicit about your criteria.<\/p>\n
You also need to ensure there is adequate space on your website dedicated to your equal opportunities policy. In particular, you may want to formulate an alternative application for disabled candidates. Whatever your policy is, you need to make sure it\u2019s not compromised by requiring graduates to send in a video.<\/p>\n
Video applications are something which we\u2019re sure to see more of in the coming years, even if now the old-fashioned application form still makes up the bulk of graduate applications. The video is a powerful tool, but don\u2019t overestimate your candidates\u2019 abilities and remember that it\u2019s essential to give extra dedication to equal opportunities. It\u2019s just not as simple as calling for tapes!<\/p>\n","protected":false},"excerpt":{"rendered":"
The video application has been a stalwart in some industries for some time. Media, marketing and creative\u00a0 industries depend upon employing those with a flair for film-making and artistic talent, and in the 2013 graduate run we saw giants M&C Saatchi switch to a video application system. While it\u2019s a quirky and interesting way of […]<\/p>\n","protected":false},"author":18,"featured_media":47435,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[],"class_list":{"0":"post-47410","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"entry"},"yoast_head":"\n