CVIVE adds personality to recruitment processes by adding video in the mix. The applicant completes an applicant profile: upload CV and social media profile (Linkedin), motivation test and gives video answer to interview questions. This system is complementary to existing HR-systems and enables recruiters to take a decision based on personality and resumé (CV), instead of only a resumé.
Standard procedure to apply at a large organizations usually involves uploading a resumé (CV), cover letter and/or take an assessment test. Personality and 'click' with the culture of the organization are left out of the basis of decision-making. Often this results on inviting candidates that are most qualified, on paper. Applicants will only get the chance to present their personality during the interview. On occasions this results having to re-run the process because no applicant is found fit with the company culture, or is able to establish good impression.
Research has shown that recruiters generally have formed an impression of a person within 3 minutes of meeting the person. During the hour-long interview this impression may be slightly adjusted, however remains within a boundary. The saying 'You only get one chance to make a first impression' definetly holds for recruitment. Basically, recruitment wastes hours with interviewing non-fit candidates, that could have been avoided.
CVIVE has developed a system that enables applicant to demonstrate their personality. The applicant is taken through 4 steps:
1. Upload a resumé
2. Upload a social media profile
3. Take a motivation test
4. Provide video answers to interview questions
An applicant will be able to provide video answers with a pc, webcam and internet connection. The video is recorded on the site and at the disposal of recruitment. This system is complementary with existing recruitment- and HR-systems and online based.
Recruiters broaden their basis of decision making by evaluating personality and resumé / recommendations.
Improved quality of decision-making by recruiters. Recruitment will only invite applicants that one does deem fit based on 'hard' requirement and personality. The advantages summarized:
- Save time and costs:
Save time and costs by avoiding hour-long interviews with non-fit applicants. Provide a real impression of an applicant instead of possible 'fake' cover letters.
- Allows the recruiter to work efficient
Screen based on personality and resumé: using personality and the motivation test enable recruitment to
determine a possible fit with company culture and job. If one is applying for a sales job, one is motivated by
critical factors in the motivation test. The motivation test is provided by a HCI underwriter.
- Reduces the risk of turning down a talent
- Reduces the risk of hiring a bad candidate; decreases employee turnover