SALT LAKE CITY, Utah (April 12, 2011) –

WHO: HireVue, the number one provider of video interview solutions

WHAT: Will demonstrate how their video interview solution helps recruiters and hiring managers assess candidates and evaluate KSAs while improving the candidate experience at the Society for Industrial & Organizational Psychology’s (SIOP) 26th annual conference.

WHEN: Thursday, April 14 through Saturday, April 16, 2011

WHERE:

SIOP’s 26th Conference
Hilton Chicago
720 South Michigan Avenue
Chicago, Ill.

HireVue will be exhibiting at booth No. 619.

DETAILS: During the three-day SIOP 2011 annual conference in Chicago, attendees can meet with HireVue’s video interviewing experts to learn more about how their solutions help recruiters and hiring managers personally connect with high quality candidates, regardless of their location.

Those who visit the HireVue booth during open conference exhibit hours will hear how other companies, across industries, are using video interview in their recruiting processes today, and learn more about the benefits those companies have gained as a result –including the ability to increase time to hire, utilize video assessment tools, leverage their investments in job interview video guides and evaluate KSAs and job fit using scalable methods.

The HireVue team will also be on hand to demonstrate the 1-way virtual, 2-way live recorded, and 2-way live non-recorded video options within their Interview Platform, as well as provide additional information on their mobile solution, Interview Admin and Interview Evaluator capabilities.

SIOP’s 26th annual conference will gather thousands of the country’s top industrial-organizational psychologists to discuss current issues and emerging trends in the workplace. For additional information on SIOP 2011, including registration details and a full agenda, please visit http://www.siop.org/conferences/.

More information about HireVue’s video interviewing platform can be accessed at http://www.hirevue.com/content/services/.

About HireVue
HireVue is the world’s leading video interview platform and brings talent into focus right from the start – reducing the time and money it takes employers to make important hiring decisions. HireVue’s full service video interviews eliminate travel costs, increase productivity, reduce recruitment time and improve new hire quality by providing greater candidate insight earlier in the hiring process. HireVue combines superior service and solutions, improving the hiring process anywhere in the world. HireVue is the recipient of Human Resources Executive® Magazine’s prestigious HR Product of the Year award for 2009. For more information please visit: www.hirevue.com or call (801) 316-2910.

###

Note to Editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

Media Contacts
Scot Sessions
HireVue
(801) 415.9485
ssessions@hirevue.com

Angela Trombatore
The Devon Group
New Jersey Office: +1 (732) 706-0123 ext. 15
London Office: +44 (0) 207 917 1832
angela@devonpr.com

SALT LAKE CITY, Utah (April 19, 2011) –

WHO: Jody Henderson, recruitment coordinator at Scottsdale Healthcare

WHAT: Presented a complimentary ERE webinar, “How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing,” to help recruiters understand how video interview technology can enhance the recruiting and job interview processes for candidates, recruiters and hiring managers.

WHEN:

Wednesday, April 20, 2011
2:00 p.m. – 3:00 p.m. ET

VIDEO: View the webinar recording: “How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing”

DETAILS: Niche job recruiting for healthcare presents challenges that are as unique as the positions themselves. Traditional recruiting methods often fail to help HR professionals reach  and assess the best-qualified candidates in a timely manner. When met with these challenges, Scottsdale Healthcare turned to HireVue’s video interview platform to improve time-to-hire by sourcing and connecting with the best candidates, regardless of their location.

During the complimentary webinar, “How Scottsdale Healthcare Hires Better Talent Faster with Video Interviewing,” Scottsdale Healthcare outlined how video interview management technology has streamlined their recruiting process while enriching quality of hire. Webinar participants will learn how HireVue’s video interview platform eases scheduling challenges by allowing both candidates to record and hiring managers and executives to review interviews at their own convenience. Scottsdale Healthcare also shares how they save time and money with greater insight to candidate qualification and cultural fit earlier in the interview process.

Presenter Jody Henderson, PHR is the recruitment coordinator for Scottsdale Healthcare and has worked in industry for over eight years. During this time she has led and initiated several process improvement initiatives for recruitment, including web-based on-line reference tools, video interviewing and corporate social media websites for branding and recruitment purposes. Jody also recruits for nursing positions and is an ambassador for the Diversity and Emotional Intelligence program at Scottsdale Healthcare.

About Scottsdale Healthcare
Scottsdale Healthcare is a not-for-profit organization led by a volunteer board of directors comprised of leading local citizens. That means we answer to our community, rather than stockholders. A leader in medical innovation, talent and technology, Scottsdale Healthcare was founded in 1962. Today, we serve the entire Northeast Valley and beyond through two comprehensive medical centers and the first hospital north of the Loop 101. Scottsdale Healthcare also offers outpatient surgery centers, home health services, and a wide range of community health education and outreach services. Not to mention clinical and research services not typically found in community healthcare systems. Our compassionate staff members and expert physicians are dedicated to providing world-class patient care. Supporting Scottsdale Healthcare’s staff in providing patient and family-centered care is a corps of 800 volunteers who donate more than 155,000 hours of service each year.

About HireVue
HireVue is the world’s leading video interview platform and brings talent into focus right from the start – reducing the time and money it takes employers to make important hiring decisions. HireVue’s full service video interviews eliminate travel costs, increase productivity, reduce recruitment time and improve new hire quality by providing greater candidate insight earlier in the hiring process. HireVue combines superior service and solutions, improving the hiring process anywhere in the world. HireVue is the recipient of Human Resources Executive® Magazine’s prestigious HR Product of the Year award for 2009. For more information please visit: www.hirevue.com or call (801) 316-2910.

###

Note to Editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners.

Media Contacts
Scot Sessions
HireVue
(801) 415.9485
ssessions@hirevue.com

Angela Trombatore
The Devon Group
New Jersey Office: +1 (732) 706-0123 ext. 15
London Office: +44 (0) 207 917 1832
angela@devonpr.com

Scot Sessions
HireVue
801.415.9485 | ssessions@hirevue.com

HealthcareSource launches Interview Manager^SM powered by HireVue. Partnership helps healthcare providers prepare to meet oncoming hiring boom with recorded and live video interviews that streamline hiring logistics, reduce costs and greatly speed time-to-hire.

WOBURN, Mass. and DRAPER, Utah, May 12, 2010 – HealthcareSource^®, the leading provider of talent management solutions for the healthcare industry,and HireVue, the number one provider of video interviewing solutions, today announced that they have formed a strategic partnership. HealthcareSource will become the exclusive reseller of HireVue to U.S. healthcare providers and will integrate the software into Position Manager®, its industry leading applicant-tracking solution used at over 1,000 hospitals. The solution will be marketed as HealthcareSource Interview Manager^SM powered by HireVue.

The Bureau of Labor Statistics reports the healthcare industry will generate 3.2 million new wage and salary jobs between 2008 and 2018, more than any other industry, largely due to growth in the elderly population.

“While Healthcare remains at the top of the hiring market, healthcare providers have been forced to pull back in response to the recession,” said Peter Segall, CEO and President, HealthcareSource. “The demand is still there but the recruiting budgets are limited. However, with the economy showing positive growth, the healthcare reform bill adding millions of potential patients to the mix and no change in elderly population growth, the pressure is building for new ideas that reduce recruiting costs. Our customers are asking us for help. We knew this problem couldn’t be solved with traditional thinking, that’s why we turned to HireVue. They are changing the game and our customers will benefit with competitive recruiting advantages.”

HealthcareSource Interview Manager^SM powered by HireVue is a video job interview platform that allows employers to dramatically improve the interview process by using video interviews to create a historical record of the interview that can be reviewed at any time and compared against other candidates. Organizations can drastically cut time and cost from their recruiting processes while giving hiring teams deeper insight into candidates’ strengths and weaknesses. The result is improved candidate screening, reduced interview time, reduced recruiting travel expense, and more consistent, compliant and effective interviews.

“The bottom line for healthcare providers is that, combined with Position Manager, HireVue is ideally suited to help them deal with the pressures of talent management in today’s healthcare environment,” said HireVue CEO, Mark Newman. “HealthcareSource is a true innovator for talent management in healthcare. This partnership is proof that they not only hear their customers, but they are keeping pace with the changing face of talent management in this evolving space.”

Current HealthcareSource clients can register for a live webinar at: www.healthcaresource.com/imlaunch

About HealthcareSource

With more than 1,000 hospital customers, HealthcareSource is the leader in talent management for the healthcare industry. Through its software-as-a-service solutions, HealthcareSource helps hospitals acquire, develop, and retain the best workforce possible in order to maximize the quality and efficiency of patient care. The company’s talent management solutions include performance management, onboarding, applicant tracking, video interviewing and a leading healthcare job board. A private corporation, HealthcareSource focuses exclusively on the healthcare industry and consistently earns high marks for client satisfaction and retention. To learn more, please visit www.healthcaresource.com or call (800) 869-5200.

About HireVue

HireVue is the world’s leading online video-interviewing solution that brings talent into focus right from the start – cutting down on the time and money it takes employers to make important hiring decisions. HireVue is certified Safe Harbor Compliant by the U.S. Department of Commerce and is used in over 110 countries around the globe. HireVue’s full service video interviews eliminate travel costs, reduce recruitment time and provide greater candidate insight earlier in the hiring process than ever before. HireVue combines superior service with superior solutions to power any video used in the hiring process anywhere in the world. HireVue is the recipient of the prestigious HR Product of the Year for 2009 awarded by Human Resources Executive® Magazine. For more information please visit: www.hirevue.com or call (801) 316-2910.

The global online recruitment magazine “onrec,” featured HireVue in their analysis of virtual interviewing, “Virtual Interviewing – US Perspective.”

“New technology solutions allow employers to forego face-to-face interviews. But is virtual interviewing as good as being there? For clients of HireVue, a leader in interview solutions, the answer appears to be a resounding yes. As video and related technologies have become more pervasive, employers have become increasingly comfortable with adoption…”

The Wall Street Journal article, “How to Nail a Job Interview – By Video” emphasized the growth of video interviewing and tips for job seekers.

“These days, a job-seeker can land a job without ever setting foot inside the company’s office, thanks to video communication tools that connect employers with candidates over the Internet. Several people in the career and job-search industry say video interviewing using remote technology software is on the rise for a broad swatch of industries…”

The increasing industry adoption of video interviewing in general, and HireVue’s video interviewing and decision management solutions specifically, is becoming more and more obvious. Stay tuned as we announce incredibly talented recent hires at HireVue and the acquisition of some amazing new clients.

There’s a lot of buzz of late around using video interviews in the recruiting process. Sure, talking to candidates via webcam over the Internet provides a ton of cost savings. Plus it really helps shorten time-to-hire on the right candidates. But what happens once the interview is over? Nothing…unless you conducted the interview. What about the others on the hiring team who have input into the hire?

This is why having a platform that records your video job interviews is so valuable. It allows the hiring team to see the same thing as the interviewer and allows the hiring team to collaborate.

You know what is even cooler? REAL candidate comparison. At HireVue, we offer our 1-way Virtual Interviews in addition to 2-way Live Interviews. Our clients typically use the Virtual product after a phone screen, but before an interactive interview (over the Internet or face to face). The Virtual Interview is done on a broader set of candidates (approx 7-10) where all of the candidates answer the same set of questions, which are configured by our clients. When the candidate completes the Virtual Interview, it is available in HireVue for the hiring team to review.

This is where the “Killer App” of Video Interviewing lies. Let’s say there are a couple of key competencies or skills that are needed for a particular job opening. Our clients use the HireVue Virtual Interview to ask those questions. Because candidate’s responses are recorded, they can be easily compared using the comparison tools within HireVue. With one click, the reviewer can stay on that same question, but listen to each candidate’s answer. This is REAL candidate comparison and is almost impossible to replicate in normal interviewing cycles. Using HireVue’s Candidate Comparison and Evaluation tools allow the hiring team to get a deep perspective on candidates and really make it easier to decide which candidate should advance in the process.

This is exactly why HireVue exists today…and why companies that use video job interviews are so passionate about our offerings.

2009 was a year full of enormous positive changes here at HireVue with the addition of a new team, new platform, new investors and many new customers. 2010 seems primed for major changes not only at HireVue but across the entire HR community.

A New Newsletter in 2010

I’m pleased to announce one of our first changes of 2010, THE VUE, a new monthly newsletter from HireVue. You can look to THE VUE each month for news, updates on changes happening at HireVue and valuable information on video interviewing and recruiting in general. In every issue you’ll hear from me or one of the HireVue staff. We’ll make sure you know what’s going on at HireVue and perhaps share a thought or two related to current events. Sometimes we’ll focus on video interviewing and sometimes we won’t but I’ll make you this promise – whatever we have to say, it will always be relevant and may even be insightful and entertaining.

We’ve also asked a number of writers in the HR community to contribute one article each newsletter with helpful tips and best practices in all areas of HR, not just video interviewing. For example, in this month’s issue, NAS’ Caroline Slomski opens our eyes to the promise of mobile recruiting and gives some tips on what can be done to get on board.

For those of you still wondering how video interviewing fits into your talent acquisition strategy or for those of you who’ve implemented it but want to find other ways to use it, we’ll include a customer success story each month to help you see how others are using HireVue. Also, whenever possible we’ll include special content such as white papers, webinar recordings, articles and other things you need to get and stay fully informed.

To subscribe to the newsletter, go to the HireVue home page and scroll down to the newsletter sign up in the right column.

Planning for Change

If you’re not following John Sumser’s series of articles on preparing for the future of recruiting on ERE.net, you should. In the second article of the series, he recalls that old Eisenhower quote attributed to him during his days as the Commanding General of European and African Allied forces where he was tasked with ending World War II. “The plan is nothing. The plan is everything.” As the quote implies, change is inevitable but that’s not why we plan. Planning simply helps us to survey the field and do our best to consider our options. It might even give us a pretty good map of the battlefield but as Eisenhower well knew, things can get disorienting in the heat of battle and relying on the map alone can get you killed.

The war for talent has been on hiatus but if the economy turns around any time soon it could heat up quick. According to the Washington Post, economists typically look to six elements of the economy when judging its health. When three of the six show significant improvements over a two to three month period, they say recovery is on the way. I took a look at the indicators they suggest and here’s what I found.

1. Jobless Claims - Jobless claims have dropped every week but 1 over the past 20 weeks, reducing weekly claims by nearly 100,000 over that same period. That’s 1 out of 6. (Source – U.S. Dept. of Labor)
2. Durable Goods – New orders for durable goods excluding transportation increased 0.9 percent last month. This is a good sign, but we need to see this positive trend over two or three months and this is the first increase since September. So the score’s still 1 out of 6. (Source – U.S. Dept of Commerce)
3. Existing Home Sales – After a rising surge from September through November, existing-home sales fell as expected in December after first-time buyers rushed to complete sales before the original November deadline for the tax credit. However, prices rose from December 2008 and annual sales improved in 2009. While it’s tough to know for sure if this trend’s for real due to the tax credits, this looks to be a good sign that investors and would-be homeowners are back in the market. I’ll buck my usually skeptical ways and give this a thumbs up – 2 out of 6. (Source National Association of Realtors)
4. Consumer Confidence – The Consumer Confidence Index has risen steadily since October 2009 (about 6%). Economists say that’s enough to expect things to continue trending upward so who am I not to agree. That makes it 3 out of 6. (Source – The Conference Board)
5. Retail Sales – retail sales have improved 1.8% over the past three months adjusted for Holiday sales. I think you get the idea – 4 out of 6. (Source – U.S. Dept. of Commerce)
6. Interest Rate Spread – The Wall Street Journal says that the difference between the yield on risk-free, three-month Treasury bills and the London interbank offered rate, or Libor, a rate at which banks lend to each other is a pretty good indicator of economic health as long as the gap is 1/2 percentage point or less. As of today, it’s 2/10 of a percent. 5 out of 6. (Source Wall Street Journal)

Prepared for Change

From what I can tell, it’s time to start sharpening your swords, the battle looks to be back on! From NPR to your brother-in-law you’ll get no shortage of advice for how to prepare so I’ll make mine short and sweet. Of course it’s related to video interviewing. Don’t panic. “How is that video interviewing related?” You ask. One thing video interviewing does extremely well is support the demands of the current recruiting environment – the one built on the old economy, the one that has you doing more with less – while setting you up for the new paradigms of a recovering economy. So with HireVue you can sit tight and see which way the tide rolls because you’re prepared no matter what happens or how fast it unfolds. Below is a comparison I often share to explain how we do this.

Today: Bear Market

In a Bear Market, HireVue helps you:

• Do more with less since interviews can be conducted and reviewed anywhere, anytime.
• Live with reduced staff.
• Interview anyone even with travel restrictions.
• Improve the quality of your hires since you get a clearer view into your candidate pool.
• Manage high candidate volume.
• Give candidates an opportunity to interview without feeling like they’re jeopardizing their current job.
• Reduce the risk of a bad hire.
• Access passive talent and keep all talent invested in the process.
• Gain greater efficiency from a much simplified process.
• Learn more about the benefits of video job interviewing.

Tomorrow: Bull Market

In a Bull Market HireVue helps you:

• Be more efficient as you scale for growth.
• Push your brand message further.
• Manage high requisition volume.
• Make it easier on high value candidates to pay attention to you.
• Increase your speed-to-hire & improve your workflow.
• Give you a competitive advantage due to ease-of-use and “wow” factor.
• Help you access and find the best candidates in a highly competitive situation.

The future of our space is exciting to think about. Not just the 5-year future but what will transpire in the next twelve months. I’m optimistic about it; even more so after looking under the hood a little at the economic trends, and though, as Eisenhower eluded to, nothing is certain. I think the change we’ll experience between now and this time next year will be positive. Still, you’ll have a lot to think about regardless so if we can help reduce the stress a little with HireVue we’d love to help.

I hope you found this article and, if you received it, the newsletter beneficial. Don’t forget to read Caroline’s article on mobile recruiting, I think you’ll find it incredibly helpful. I’d love to get your feedback on anything so don’t hesitate to drop me an e-mail at mnewman@hirevue.com, and if you’d like to sign up for our newsletter, go to our homepage and scroll down to see the newsletter sign up in the right column.

Sincerely,

Mark

This article also appeared in this month’s issue of THE VUE, HireVue’s monthly newsletter. To sign up, go to the HireVue home page and scroll down to the newsletter sign up on the right.

Below is an excerpt from a recent SHRM article discussing the adoption of Video Interviewing technology. HireVue is discussed prominently.

Melissa McMahon, senior director of talent acquisition for CDW, a technology services firm in Vernon Hills, Ill., knew something had to be done to reduce the time managers were committing to first-round evaluations of candidates.

That growing responsibility was eating into their bread and butter, which was developing strategy, selling product and coaching their sales teams.

“We were flying our top four or five candidates in for interviews, and it was literally taking a full day or more of our sales managers’ time,” McMahon says. Not only that, but each interview for new sales associates was ringing up close to $1,000 in candidate travel costs.

So McMahon turned to a solution that’s gained increased favor among human resource leaders-the one-way recorded video interview. Working with vendor HireVue, McMahon created a system where job candidates can log onto a web site and answer a series of prerecorded interview questions while speaking into a webcam. CDW sales managers later log on to the site, review the video interviews and determine which of the candidates to bring in for face-to-face interviews.

… Read the full SHRM Video Interview Article. Or call us at 1.800.655.4106 for more information.

Video Enabled Talent Acquisition Webinar Q&A

Q: Is video introducing any bias in the process of hiring?
A: This is a question that was asked to Carol Miaskoff, Associate Legal Counsel at the office the EEOC at the ERE conference last fall and her response was that as long as employers carefully define their hiring practices and ensure that they follow them, (which they should be doing regardless of whether using video or not) there is little risk of introducing bias to the hiring process. For example, a company who provides every single candidate that undergoes a video interview with the same level of technical support, preparation coaching on things like lighting, sound and other video related elements, the same question set and time to answer questions, there is little room for any bias that might not also be present through a face-to-face interview. Click here for more on the EEOC’s opinion on video interviewing.

Q: What objections have you heard from companies?
A: Some companies decide that they are not ready to implement the technology because it is so new. These tend to be the same talent functions that are not using other Web 2.0 services like LinkedIn, Twitter, etc. Other organizations feel that they won’t be able to sell the concept internally, but we find once they pilot it with an innovative internal client they see adoption.

Q: Are there reservations about blocking individuals from having an opportunity to interview face-to-face?
A: We do not recommend replacing live interviews with video interviews but rather using video to narrow your slate of candidates so that you are investing your time and money into your true finalist. Think of video interviewing as a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.

Q: Have you talked to candidates and how do they perceive interviewing using Video Technologies?
A: We provide 24/7 candidate support as part of our offering and so we hear from many candidates and their feedback is almost universally positive. Some of the most prevalent feedback we get is about how easy it is and how thankful they were that they didn’t have to take time off, lie to their boss or interview over a holiday due to travel. We also hear how happy candidates are that they can interview once instead of having to repeat themselves as much as 8 or 10 times in one day’s worth of interviews. Learn more about why job candidates like HireVue Video Interviews.

Q: How many individuals are on this webinar?
A: Over 180 Talent Acquisition professionals from all over the world attended and hundreds more have accessed the video interview webinar recording here.

Q: I used video interviewing for one position and the feedback I have received is that the candidate did not like the process as it took out the personal touch or two-way interview.
A: Video Interviewing is not meant to replace face-to-face interaction but rather to augment it. It’s a screening funnel. Most of our customers use the virtual 1-way interview at the front end of the screening process to narrow down a larger group of candidates then they may use the live 2-way interview later in the process to validate a smaller group of candidates from whom they might pick a couple of finalists to fly in for a face-to-face interview. That way you’re not spending time and money and they’re not spending their time unnecessarily.

Q: What are the legal implications of using video in the hiring and screening process?
A: We can’t answer for all video interviewing providers, but here at HireVue, our pre-recorded product provides a completely standardized interview that insures the same questions are asked to all qualified applicants in exactly the same manner as required by the EEOC. This approach also insures that a trained interviewer will have the opportunity to review each candidate and the responses of each hiring manager to insure a consistent assessment. You can go to our online video interview and recruiting resources page to find links to information posted at the EEOC regarding the use of video.

Q: Do ALL Best in Class companies use video?
A: This study was conducted specifically around video as it enables more efficient talent acquisition practices. So for the results presented in the webinar and discussed in the whitepaper, yes, Best In Class refers to organizations who used video in their recruiting as opposed to the ones who did not.

Q: How does this solution work in multiple languages? Is there a built in translation tool?
A: Questions answered by candidates via video can be input into HireVue in any Roman-character based language and candidate interface screens are currently supported in six languages (English, French, Spanish, Portuguese, German and Italian) and can be easily localized in any other Roman-character based language at the customer’s request.

Q: How can you be inclusive of those candidates in technology backward or limited locations like the Philippines or South Africa where feeds are not up to video standards?
A: This is one of the most exciting things about HireVue. We have facilitated interviews in over 100 countries including South Africa and the Philippines. Our technology has been designed to work well even over very low bandwidth connections for this very reason. In situations where candidates do not have access to the Internet from their homes, our customers will often set up an on-site kiosk in high volume areas for candidates to use and other public options like libraries and Internet cafe’s will work well, even with the high level of security inherent in the HireVue system.

Q: What ATS systems is HireVue integrated with?
A: HireVue is fully integrated with Taleo Enterprise and we will announce integration with Taleo Business Edition shortly. We are also working with a number of other providers interested in integrating video interviewing with their systems so look for additional integration announcements soon.

Q: So much of interviewing is using probing questions as follow up. How do you address that?
A: Many employers use our virtual 1-way interviews to ask knockout questions or they break the probing questions into a sequence of questions in the one-way interview to insure more thoughtful responses by the candidates. They then use our live 2-way interview to meet with the candidate face-to-face to conduct an interactive discussion. Face-to-face interviews can still be scheduled – in fact, we recommend them – but by using HireVue you ensure those interviews only occur at the right time, with the right candidates and at a far lower cost than the traditional interview model.

Q: How do you sell this to senior leaders who are used to and require face-face meetings with candidates for executive positions?
A: Many executives quickly become proponents of the process. If used as a screening tool it saves them time and wasted meetings. They can view a set of pre-screened finalists at a time convenient to them and insure that the right candidate will qualify for the face-to-face interview.

Q: Who are your competitors and how do you differentiate?
A: There are a number of video interviewing providers out there – LiveHire, InterviewStudio and GreenJobInterview.com to name a few. Surprisingly video interviewing offerings actually vary widely so it’s important to consider the difference between simple video interviewing and, as Aberdeen put it, Video Enabled Talent Acquisition. We discussed some of this during the webinar but if you would like a list of 10 things that differentiate a Video Enabled Talent Acquisition Provider like HireVue from the rest, please e-mail sales@hirevue.com to request a copy. You can find additional details in Aberdeen’s whitepaper available for complimentary download from HireVue here.

Q: Will the slides be made available?
A: A recording of the entire webinar is available on the HireVue website here.

Q: What happens if a candidate’s Internet crashes part way through the interview?
A: When they log back into the system for a one-way interview they will start after their last completed question. For a live interview they can log back into the session as long as there is still a participant logged in.

Q: Is your solution compatible with any standard Talent Acquisition technology (i.e. Duet, SAP eRec)?
A: As mentioned earlier, HireVue is integrated with Taleo Enterprise and Taleo Business Edition. We are working on a number of other integrations with the top tier ATS vendors in the market. Additionally, we have built an open API that allows us to easily create ad-hoc integrations with other HRMS technologies and vice versa.

Q: what is the average length of time of each interview?
A: Virtual 1-way interviews typically take about 30 minutes and live 2-way interviews usually take no more than 1 hour.

Q: What is the average size of each file of the video interview? Are there any special system requirements?
A: We store and stream the video files in our proprietary system so there are no storage requirements and file size is irrelevant since it is accessed over the Internet. The only system requirements are a computer with a browser and Internet connection and a webcam. HireVue provides webcams as part of our service.

Q: How much does this cost?
A: At HireVue Pricing is based by the interview. You purchase Interview credits in packages. The more you purchase upfront, the lower the cost per interview. Pricing starts at $225 for international or $175 for domestic per interview credit and scales down based on volume. HireVue clients typically save 5x what they spend with HireVue annually doing US only interviews. If they are doing interviews outside of the US, their cost savings can be as much as 10x what they spend with HireVue. Their Return is almost immediate once they start using HireVue. There is no time limit per interview.

Q: One concern is how to propose implementing video/HireVue to recruiting firms who have to fill top upper management positions for which they believe there is no substitute for the process of performing an initial phone screen then a face-to-face interview. How would you handle this?
A: Recruiting firms typically utilize a video conferencing solution when client companies request that they “meet” the candidate. For searches where that is appropriate, HireVue is a lower cost alternative with the added benefit of recording and reuse. HireVue has been used for recruiting C-suite candidates in the corporate setting.

Q: As a contract recruiting firm, we’re curious about the mechanics of bringing in client middle managers into the process and making it appealing to them.
A: HireVue has been used in the contract recruiting process and typically the recruiting firm builds the one-way interview based on the client’s requirements. The completed candidate interviews can then be shared with the client middle managers from the recruiting firm for review and selection of final round candidates. Live interviews can be conducted and shared in the same way.

Q: How does this work for non-management level positions?
A: HireVue is a great solution for high volume front line roles such as retail, call centers, etc. Our on-site subscription service provides a low cost alternative for sourcing local candidates at a set location within a facility. Companies typically have candidates take a one-way interview that allows them to process a high volume of candidates to determine the most qualified people to bring in for face-to-face final interviews.

Q: Logistics…what is the best way to manage the logistics of the process including getting a candidate a web cam?
A: With HireVue all of the logistical elements are taken care of. All you need to do is set up the interview questions and invite the candidate to perform the interview and we’ll take care of the rest, including the delivery of webcams, training and 24/7 customer and candidate support. Learn more about how video job interviewing works.

Q: At what step was video used in these TA processes (for the African Development Bank case study)…. as a first, 2nd, final interview etc.?
A: As a first and sometimes second screening interview. Final interviews were still held in person.

Q: What time frame was used to measure retention for this best-in-class research?
A: One 12-month period of time from the date of hire.

Q: What if the candidate doesn’t have a webcam?
A: We can’t speak for other video interviewing providers, but we ship a Client Branded Interview Package (via FedEx) to candidates. The materials are completely customized by our clients and include information about the HireVue Process, Tips for Success On the Interview, Company Information/Brochures (ex: Annual Report), Job Related Information (Job Description) and a Logitech Webcam (which can be branded with your logo). This presents a unique opportunity to push YOUR employment brand as well as information to the candidate in case you want to educate them along the recruiting process. The candidate gets to keep the webcam afterward since the HireVue Service is all-inclusive. Even if the candidate does have his or her own webcam, the quality varies drastically. So, almost all of our clients elect to have HireVue ship the Client Branded Interview Package out to the candidates to ensure consistency and extend their employment brand.

Q: What are some sample applications where customers are using Video Talent Acquisition Today?
A: There are a number of sample applications that include:

• Geographically dispersed Recruiting: Either candidates are in different countries or the hiring team is spread across different geographies.
• Internal Hiring: Candidate in a large organization is applying for a job but is in a different office than the hiring manager (or hiring team).
• Campus Recruiting: Budgets have been slashed in campus recruiting and companies are using Video as a way to still reach all the schools on their Target Recruiting List.
• Bi-Lingual Positions: Great chance for those companies who need to hire bi-lingual candidates to see them in action giving answers to the same question in different languages.
• Retail/High Volume: Set up an interview room or kiosk in locations where you have a lot of foot traffic.