Make Your Recommendations Mean Something: Put a Face to Them



Make Your Recommendations Mean Something 

More Than Being In Like

The Recommendation as adopted by sites such as Linkedin is a more meaningful concept than “Like.” The “Like” was always just a click that anyone could apply to anything without much thought or effort. The Recommendation, on the other hand, carries more weight because it requires a bit of thought and explanation.
But evolution never ends, and when dealing with Recommendations you have to ask yourself: who is actually doing the Recommending? And more importantly, are they willing to put a face to the Recommendation? It’s an important question. People often will say or attest to things anonymously or semi-anonymously, safe from having to defend their statements. If they’re willing to put a face to their opinion, you know you can rely on their sincerity.

Face the Facts of Video Recommendations

A Video Recommendation takes the Recommendation concept to the logical next step, bringing us full circle back to the days when things were done face-to-face. Instead of semi-anonymous words on a screen, a Video Recommendation is a real person, speaking naturally and passionately about a service or product they have used and can personally recommend.
The word personally is important. Text is impersonal. Writing words on a screen requires a layer of artifice on top of everything else – word smithing, crafting the sentences carefully, revising and refining until we lose the spontaneous (and more truthful) inspiration that sparked the Recommendation in the first place. A Video Recommendation removes this layer of over-thinking and gives you a more raw and unvarnished Recommendation – and thus a more valuable one.
Video Recommendations also ensure that you know exactly who is making the Recommendation – not an assistant, checking off one of five hundred tasks from their list, and not the subject of the Recommendation themselves calling in favours and supply people with scripted text to use. No, you’re watching a real live person speak in real time, with all their expressions and tone captured for you to have a more natural reaction to.
If a picture is worth a thousand words, a video is worth a million. It’s as close to a face-to-face Recommendation you’ll ever get, and as such is quickly becoming the Gold Standard for Recommendations on the Internet and beyond. We’re living in the Age of Multimedia, where everyone has in their pocket the ability to watch video, and that is quickly becoming what people expect. Make sure your Recommendations keep up.

Similarities between Speed Interviewing and Speed Dating





Interviewing for a job is very much like dating when you’re single: it’s exciting and interesting when you’re young and starting out, decidedly less so when you’re mature and seeking a new challenge after years involved with someone else. It’s awkward, just like dating, involves getting to know others from scratch, just like dating, and – most importantly – isn’t enjoyable for either party. Everyone hates the interview process, and for good reason. In looking for a job or a date, we end up kissing a lot of frogs who fail to transform into a gorgeous princess or handsome prince.


Listen to Your Gut


Science informs us that the concept of your ‘gut,’ or intuition, isn’t a lot of baloney – there is some real scientific basis to the idea that you often are capable of making complex decisions within a few seconds of meeting someone or entering into a scenario. We have all had that experience of regretting delaying a decision because we look back and see clearly that we knew what the decision should have been almost immediately. That’s not our imagination – it works.


Speed Interviewing, as the name might suggest, takes its inspiration from Speed Dating. The basics are the same: you bring a large number of candidates into a room, and you spend a very short period of time with each. In Speed Dating this ranges from one minute to several minutes. At the end of the period everyone changes partners and repeats the process. It’s the same in speed interviewing: you meet via video each candidate and interact with them for about sixty seconds. And the benefits are enormous.


The Benefits of Speed Interviewing


ONE: No wasted time. You’re an advertising firm and candidate number one has absolutely no marketing experience and tells you right off the bat he skips the commercials when he watches TV and that advertising is dumb. An awkward silence follows – but happily it only lasts forty-five more seconds.


TWO: Laser Focus. If you’ve ever handled ten interviews in one day for an open position, you know that by the end of the day you simply have no more small talk left. Hearing about hobbies and pleasantries is wasted time: with a speed interview there’s no chit-chat. You ask the two most important questions you have and get your answers.


THREE: No misconceptions. Candidates and Dates are always studying you for clues – does the fact that they kept me an extra fifteen minutes mean they’re interested (when the fact is you simply lost track of time)? Does the fact that they think my resume is funny mean they like my quirky personality (when the fact is they were alarmed and the laughter was nervous)? With Speed Interviewing, the playing field is level. No one gets more than sixty seconds.


FOUR: Instant analysis. Speed interviewing allows everyone involved in the interview process to offer up immediate reaction, which very quickly narrows down your candidate pool. Just like speed dating allows you to eliminate everyone with a cat, speed interviewing clears out the people who would be a waste of time for the position.


Technology sometimes seems to crowd our time with new tasks and constant intrusions, but it also gives us new tools to control our time. Speed Interviewing can make the interviewing process faster, leaner, and more enjoyable. Refrek’s Speed Interviewing allows you to configure and schedule video interview under 60 seconds. 


Is your hiring process outdated?


Is your recruiting process outdated?


It is important for your company to make use of the latest hiring technology, as for sure your competitors are.  6 out of 10 companies are making use of online / video interviewing to hire best talent worldwide.  In spite of changing technologies the biggest challenge in front of hiring managers and employers still remain is avoiding discriminatory hiring practices.


Is video interviewing EEOC compliant?


Video interviewing is 100 percent compliant with all EEOC regulations, but still the question of discrimination remains whether it is in-person interviewing or video interviewing.  EEOC once quoted, “Employers and recruiters [should] continue to structure their recruitment and selection processes to be nondiscriminatory and to consistently focus on the job qualifications of all job seekers, regardless of technology or of the information available by virtue of that technology.


It’s amply clear that discrimination is not done by methods of hiring but by people using those methods, final decision is taken by a humans, technology is just a mean.


Benefits of video job interviewing: -


Online / video job interview not only cuts down the recruitment cost drastically but also shortens the hiring time. It also allows the recruiters to know the candidate and his qualities beyond their resume. Job interviews also can be recorded and reviewed by the managers or higher officials again in case of any doubt or just for choosing the best by comparing eligible candidates. To top it all many companies provides their services for free. You want to make sure your company is taking advantage of all the latest hiring technology, because it’s certain your competitors are.


Infusing efficiency into you talent acquisition process


Hiring again?


Hiring appropriate candidate for a particular position can be a very stressful task for the employer, especially if it is one to one face interview. Sorting out candidate’s based on qualification, pre-screening, them and finally a face to face interview, is a long, tedious, stressful, expensive and time consuming process.


Also these kinds of interviews allow only one person from the company the opportunity to hire the candidate in their opinion, which means other staff members have no say at all, as to how good this candidates is and if in fact they are the best candidate for the job. Also the interviewer has to take into consideration all of the ethical and legal issues and requirements involved while conducting an interview.


Online Video Recorded Interviewing.



Video recorded job interviews make the hiring process easier and smooth. Interviewers can make a pre-determined format and same set of questions can be asked to all the candidates. There by providing faster, more consistent and reliable process.


Video interviewing permanently captures the moment, thereby giving employers flexibility to replay, review, rate and share with other members of the company for their views and suggestions.


Interviews visual material helps employers to identify outstanding candidates; they better associate a candidate’s name to a face thereby providing a more personal touch.


Time is at premium for human recourses department at all time, video interviews permit a large number of interviews in a short or same time, in a different time zone, city or country.


Video job interviewing has drastically cut the recruitment cost by 80 %.