How do I create a job CV?

Did we create a service that does not work?

• I suppose I'm really curious to why HR practitioners aren't jumping on-board with our solutions and not exploring a whole different world or recruitment via the solutions that we have created at our company. I'm from Singapore and I'm beginning to wonder if this is just a limitation from the country I'm residing in and people elsewhere might just really appreciate our work a little more. Its been 4 years since the launch of http://www.next-5.comwebsite. When we first launched in 2009, we saw that the world was rapidly taking on technologies such as Skype, YouTube, Facebook and etc. Built-in webcams and microphones were also starting to become common features whenever you bought a laptop or desktop. So we said to ourselves, great! - what if we created a world where candidates submitted video interviews over just the plain old CV. Wouldn't HR professionals be delighted to receive a CV that came pegged with a Video Interview of a candidate? Doesn't it make sense for them? Wouldn't such a system reduce the amount of bad interviews? As well as reduce the overall cost of recruitment? We also understood that if a solution was cost saving - then it shouldn't burn a hole in our client's pockets...so we made it affordable. Affordable to any SME or MNC - anyone could use it! But even at marginal cost, HR seemed to be disinterested in using something new. Something out of the box and innovative. Scared of change perhaps? Anyway, we started pumping away at our codes and by end 2009, we have launched our first solution. It worked well, had a couple of clients and then it came to standstill! A couple of clients were good, but we weren't getting people or convincing HR folks out here that this is the solution for the future. They were reluctant and we began to see other competitors in the western market blossoming with this concept of On-demand Interviews. I was really happy to see other solution providers come-out and educate the market on the same dreams that we have envisioned. Competition is good as it brings a solution mainstream. We don't have huge marketing budgets like our competitors but that really doesn't mean we have something that is mediocre. In fact, we are probably still the only guys in the market that has been crazy enough to build an entire ecosystem that includes: 1. Social recruitment broadcasting tools 2. On-demand Interviewing solutions 3. Integrated assessment platforms 4. Job boards that clients can choose as a replacement to their career pages 5. For recruiters - we have also create a personalized branding page that they could use to market themselves, and to gather video interviews and resume on one single platform. 6. Collaborative tools that enabled you to share profiles with anyone that needed to make hiring decisions and etc.. After all this, there were still the naysayers that preferred just "LinkedIn" Or "I like meeting candidates face-to-face, even if they were a waste of time. Its part of my job." Seriously?? So i've been really curious to what is not good about what we have done? Is it a technology that does not sit well with the industry? Does it not solve any problems? Or is it just that we have not been knocking on the right doors? Your reviews at this point would mean a lot to me and i'm really looking forward to have some comments from the professionals here. I would appreciate any feedback and recommendations after browsing our site. I'm turning to this blog as i believe that perhaps - some of you here, might take an interest to try us out and tell me where we might have gone wrong. Or perhaps tell me that, we are doing a great job but perhaps a little tweaking here and there would make it better for users. I suppose i'm really looking for more early adopters to tell me more and speak with me. Accounts are free to sign-up and i'm providing the links here for your exploration/review. For Recruiters: http://hirenow.next-5.com/SignUp?type=Recruiter For In-house HR: http://hirenow.next-5.com/SignUp?create=employer A Candidate Launching a Video Interview Recording Session 30 Seconds Countdown before an Interview recording Professional Branding Pages for Recruiters

• Answer:

  OK, first off - I didn't finish your post.  It is just too long. Which - as the guy who at one point ran all North American recruiting for a large global IB - points directly to the problem with the product. A corporate recruiter probably works on 40 jobs at a time.  In a normal work week, that's maybe an hour to work on any one. It is far faster to skim resumes then watch what could be hours of interviews - both activities have a similar probability of success, but one of them allows hundreds of scanned resumes whereas the the other, realistically, might effectively produce only a dozen or so video views. Beyond this, submitting a video at the outset *could* open a comany up to discrimination charges - why wasn't one person who conveyed a similar message to a hired candidate hired himself? If you're going to sell time-savings as a benefit, it starts with the message - bring your presentation down by a couple of thousand words, and distill it into a concise mission statement with clear value adds that fit into your potential client's real use scenarios.