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Howard Popeck reviews web-based campus recruitment and a software asset management solution
Web-based campus recruitment
If you are engaged in corporate recruitment from colleges and universities, web-based solutions that enable you to conduct interviews without actually going to the campus, allow multiple interviews to take place at once and eliminate the potential for interview bias, are invaluable.
Until now, the best possible solution was video conferencing - which is not without disadvantages. It is not synchronous, there can be time delays in video and audio transmission and costs can exceed $1,000 a day. However, VIDINT, a new video interviewing system, offers a radical and cost-efficient alternative.
VIDINT was the creation of National Corporate College Consultants (NC3) which works with companies to build and manage college recruiting programmes. VIDINT's raison d'etre is that it is a recorded (not live), synchronous video and is web-based.
A graduate in a campus office records answers to a company's specific questions. The interview is then deployed via the internet for password access by HR or line managers, who can view the interview at their PC - anywhere, anytime.
Therefore, a company in Toronto can review a student interview from Tokyo at its convenience without visiting that campus. It can review as much or as little of the interview as required and can have multiple people involved in the review process by simply circulating the password-protected web address. A high-speed internet connection and Windows software are required.
Companies give NC3 the job spec and questions which VIDINT records on their behalf and deploys to selected campuses. Students submit CVs as they would for a regular interview, and are screened and selected for a VIDINT interview by NC3 or the client company.
Feedback from a pilot study evaluation at Pepsi Bottling Group is encouraging. Some interviewees were more relaxed than in regular interviews because there was no body language judgmental feedback or interruptions from a face-to-face interviewer. Another benefit, for both parties, is that many managers, not just the interviewing representative, can review the interviewee - collaborative decision making.
No work and all play?
What lies beneath the satisfying scene of staff slaving away at their desks and behind the reassuring hum of phot
