the ultimate guide to video interviewing

GreenJobInterviewcom

THE ULTIMATE GUIDE TO

VIDEO INTERVIEWING

G R E E N J O B I N T E R V I E W P R E S E N T S

From Budgeting to Buy-In Everything You Ever Wanted to Know About Video Interviewing

Screening and Technology

Copyright copy 2015 | GREENJOBINTERVIEWA l l R i g h t s R e s e r v e d

No part of this publication may be reproduced stored in a retrieval system or transmitted in any form

or by any means electronic mechanical photocopying recording or otherwise without the prior

written permission of the publisher

3Address 3050 Pullman Street Suite D Costa Mesa CA

Phone 888-838-8331Email infogreenjobinterviewcomGreenJobInterviewcom

THE ULTIMATE GUIDE TO VIDEO INTERVIEWING

ABOUTWErsquoRE RECRUITERS TOO WE UNDERSTAND WHAT IT TAKES TO HIRE GREAT TALENT AND WE KNOW THAT NOTHING CAN REPLACE A FACE-TO-FACE CONVERSATION BUT WE ALSO BELIEVE THAT MODERN TECHNOLOGY HAS RADICALLY CHANGED THE WAY A FIRST-TIME MEETING SHOULD HAPPEN THATrsquoS WHY WE CREATED VIRTUAL INTERVIEWING SOLUTIONS THAT SAVE TIME AND MONEY BUT STILL MAINTAIN A PERSONAL AUTHENTIC INTERVIEW EXPERIENCE THE FACT THAT VIRTUAL INTERVIEWS ARE BETTER FOR YOUR CANDIDATES mdashAND BETTER FOR THE PLANET mdash ISNrsquoT BAD EITHER

We provide cloud-based virtual interviewing solutions that help employers dramatically reduce the time and costs associated with scheduling and conducting interviews Our robust and easy-to-use live recorded and mobile solutions also enable organizations to reach a global talent pool strengthen their employment brand and reduce their environmental impact More than 300 of the worldrsquos leading organizations (including Walmart PepsiCo UCLA and Mayo Clinic) have chosen us and we continue to gain recognition for developing technology that literally transforms the recruitment process for employers and job seekers alike

As one of the pioneers in the video interviewing space GreenJobInterview continues that tradition of innovation today We save our Fortune 500 clients millions of dollars every year as we create new applications to make virtual interviewing even simpler Building out resources mdash like this one mdash to educate todayrsquos talent acquisition professionals shows just how much video interviewing can change the way they hire

Interview Talent Smarter Starting Now

More than 300 of the worldrsquos leading organizations have chosen us and we continue to gain recognition for developing technology that literally transforms the recruitment process for employers and job seekers alike

ldquo




TABLE OF CONTENTSWhat to Expect 5

How to Use This Guide 7

Why Video Interviewing 8

Budgeting 11

The Platform Advanced 13

Interview Prep 19

For the Candidate 21

For the Interviewer 22

More Practice Tips 24

Interview Questions 26

What to Look For 29

Culture Fit 31

Security amp Compliance 36

Hidden Benefits 39

Getting Buy-In 42

Just In Time Staffing 44

1 INTRODUCTION number one

2 THE PLATFORM number two

3 INTERVIEWING number three

4 WHAT TO LOOK FOR number four

5 EMPLOYER BRAND number five

7 EFFICIENT CORPORATE STRATEGIES TO INCREASE REVENUE QUICKLY

1

INTRODUCTION number one




Despite the widespread use of video interviewing and the increased availability to companies of all sizes many are still overwhelmed and confused by the range of choices and the frustration of introducing new technology into a process that already feels bogged down with other technologies We created this resource to alleviate some of those fears Our clients have shared some of the things they wish theyrsquod known before they made video interviewing part of their talent acquisition process

Our goal is to take the guesswork out of video interviewing and screening and leave only the benefits So wersquove compiled what to say to your hiring managers and how to get executive buy-in with budgetary concerns and compliance parameters explained From the right interview questions to ask to tech support throughout the process wersquove literally thought of everything Of course no onersquos perfect So if you still have questions when yoursquore done perusing this resource please set up a DEMO or call our friendly support and service team

WHAT TO EXPECT

culture

strategy

HOW TO USE THIS GUIDE Of course you can read this guide from cover to cover (and we hope you do) but you can also jump directly to the area that interests you the most Perhaps you already found the perfect solution but arenrsquot sure if itrsquos in your budget or maybe you understand the EEOCOFCCP guidelines but have no idea how to convince your CHRO that you need video interviewing as part of your talent lifecycle Whatever your specific need is just navigate to the section that addresses it HAPPY READING







WHY VIDEO INTERVIEWING

1

2

YOU DONrsquoT NEED FLOATIESHonestly who likes swimming in the shallow end Deepening the talent pool reinforces company recruiting brand and candidate experience A shallow talent pool means the very real potential of missing out on qualified and culturally fit talent With the lowered cost and ease of travel video screening provides the capability to access untapped talent International candidates could be just as viable as an applicant from the local talent pool but you wonrsquot know that until you screen talent separated from your company by distance

WALLET WIGGLE ROOMVideo interviewing saves time and money in travel Take a harder look at ithellip video interviewing simplifies the screening process With pre-recorded or one-way video options a skilled hiring manager can screen 10 candidates in the time it takes to do one phone interview A transition to video interviewing removes inefficient steps from the screening process

Maybe thatrsquos why growing limited budgets and the incessant need for new and bright talent leaves recruiters searching for new and cost-effective interviewing methods Video interviewing is a positive alternative to traditional recruitment methods because it can save as much as 67 in travel costs if not remove travel costs completely Although it is from a distance or even pre-recorded video interviewing gives the hiring manager insights into the candidate

HUMAN BEINGS ARENrsquoT FANS OF CHANGE MAYBE THATrsquoS WHY VIDEO INTERVIEWING EVANGELIST TOBY WASNrsquoT TOO SURPRISED WHEN HIS HIRING MANAGER CRINGED AT THE IDEA OF VIDEO INTERVIEWING

People thrive on stability and predictability So when a recruiter suggests video interviewing as an alternative to the traditional the hiring manager may panic Unfortunately many hiring managers arenrsquot aware of the reasons they should use video interviewing The cost-effective method of deepening the talent pool provides consistency and compliance measures Lucky for you there are video interviewing options that save you time money and energy





3

4

DISCRIMINATION DETERRENTVideo interviewing can strengthen your companyrsquos Equal Employment Opportunity Compliance (EEOC) or Office of Federal Contract Compliance Programs (OFCCP) Yes video screening actually helps to deter job applicant discrimination How It holds recruiters and hiring managers alike responsible for any behavior that would be considered questionable They are more on guard with how they speak and act with candidates Compliance laws state companies have to store recorded video interviews for at least two years Best-in-class companies keep recordings stored for three years

The technology gives no candidate preferential treatment All applicants have the same amount of time to analyze and answer a question So this prevents opportunities to stray from the interview into personal conversations which could potentially create bias

CANDIDATE CONSISTENCYPre-recorded interviews ensure hiring managers and recruiters are asking the same questions to each candidate This consistency guarantees the same experience for each applicant as they make their way through the interview and screening process Candidates want the same stability during interviews as the interviewer the nature of the video interview provides thatIt increases efficiency while maintaining the feel of a traditional face-to-face interview

Not to mention with the 40 million Millennials in the workforce companies have to adjust their employer brand accordingly They are a technology-savvy group and they crave digital development

Transitioning to cost-effective video screening from the traditional face-to-face interviews not only broadens your talent pool but deepens it as well It also helps companies stay compliant with EEOC OFCCP regulations These recordings help hiring managers to review candidate files again or show them to a third party The consistency of a recording not only maintains a strong candidate relationship but also builds your employer and recruiting brand Video screening saves company time money and effort

2

THE PLATFORM number two




BUDGETING

NO MORE MULTIPLE ROUND INTERVIEWS

We know all too well that sometimes multiple interviews are unavoidable Very often when multiple people need to be able to participate in the interviewing and hiring process schedules donrsquot match up and therefore the candidate will have to interview a few different times This also means that the resources spent on the interviewing process for one candidate are now multiplied With video interviewing the candidatersquos responses are recorded and can be reviewed shared and commented on by anyone who needs to be a part of the interviewing process

NO SCHEDULING HASSLES

If yoursquove ever been in charge of interviewing for any length of time you know that frustrating feeling that comes over you when you realize that your candidate isnrsquot coming Most recruiters run a pretty tight schedule and itrsquos a waste of time resources and sanity when a candidate is late or doesnrsquot show up Video interviewing eliminates these resource-wasting incidents

ONE SHOT SCREENING AND INTERVIEWING

Itrsquos common sense that the more interviews or screenings a recruiter has the more resources they are going to

be expending That is not so for video interviewing and screening Recruiters and hiring mangers need only to record one set of interview questions in order to interview as many candidates as they want greatly reducing the resources spent on what makes up a huge part of the recruiting process

LESS TRAVEL

This is the popular one for more professionals who go with video interviewing ndashthey can now almost eliminate travel costs for long-distance candidates What a lot of recruiters donrsquot consider is the everyday local travel and prep time for each individual interview That adds up fast and it is a thing of the past with video interviewing

23 OF HR AND RECRUITING PROS ARE ALREADY TURNING TO VIDEO INTERVIEWING AND SCREENING BECAUSE OF THEIR ESTABLISHED RETURN ON INVESTMENT HOWEVER NOT EVERYONE KNOWS JUST HOW MANY AREAS OF RECRUITING COSTS CAN BE DRASTICALLY REDUCED BY IMPLEMENTING VIDEO INTERVIEWING FURTHERMORE IF YOUrsquoRE TRYING THE BUY-IN ON VIDEO INTERVIEWING SOFTWARE YOU SHOULD KNOW JUST HOW COST SAVING IT CAN TRULY BE




WHEN YOU KNOW YOU KNOW

Video interviewing allows recruiters to get to the ldquowhen you know you knowrdquo part of the process before inviting the candidate to travel for an in-person interview When the candidate and the recruiter can get face-to-face via a live interview they can both more accurately gauge whether or not there should be an in-person interview arranged

A BETTER CANDIDATE EXPERIENCE

Thought-leader Dr John Sullivan saidldquoMost people in recruiting routinely say that they want to improve lsquothe candidate experiencersquo but forcing candidates to lie to their boss and travel multiple times is not a positive experience It may impact their willingness to accept an offer and what they tell their colleagues about your firmrdquo

FASTER TIME-TO-FILL

Consider that the typical phone screen can take up to 30 minutes Now consider your average number of applicants and how many make it to the interview which takes even longer Because video interviewing so drastically reduces the amount of time that traditional screening and interviewing can take it speeds up the entire hiring process Recruiters are crazy about their time-to-fill metric and this tool gets the job done faster

EEOCOFCCP SAFEGUARD

There are arguably very few things more expensive than a lawsuit I know thatrsquos a scary word but it doesnrsquot have to be Video interviewing makes documentation and EEOC OFCCP compliancy a breeze All interviews and screenings are stored for three years Letrsquos think about those recorded interviews the recruiter has recorded one set of questions for multiple candidates virtually eliminating the chance of bias in the interviewing process

When the candidate and the recruiter can get face-to-face via a live interview they can both more accurately gauge whether or not there should be an in-person interview arranged

ldquo




THE PLATFORM ADVANCED

1

2

YOU TAKE THE DEMO AND YOU ARE IMPRESSED BY WHAT YOU SEE Yoursquove searched around and finally found that a video interview solution will work best for your company You take a short test run to make sure it has all of the options you need and decide to bring it up at your next departmental meeting

YOU MAKE THE PITCH TO YOUR HIRING MANAGER WHO PITCHES IT TO THE CEO As easy as it is to make the suggestion to your supervisor itrsquos harder to reach the higher ups 85 of hiring managers say video interviewing is more cost effective than traditional interviewing Itlsquos the company leaders that ultimately make the purchase decisions You have to give your supervisor all of the resources they need This infomation will lead to a purchase that lightens your workload and saves the company money

YOU MAKE THE PURCHASE NOW WHAT Your CEO is on board with the purchase decision and gives you the green light With capability like this Skype just wonrsquot cut it which is why you chose a professional video interviewing service to begin with Free services donrsquot provide pre-recorded mobile options or even live interviews in the same capacity as a professional service You want to project your employer brand and what better way to do this than during the interview While you were deciding what video interviewing platform to choose you stumbled across some articles that suggested the free platforms are just as effective as systems you have to pay for But why spend money when HR is consistently looking for ways to cut spending Not only can you configure the interviews to your employer brand you have technical support and Applicant Tracking System integration capabilities Your IT department has enough high tech devices to worry about If you have issues during (before or after) your interview our support team will rush to the rescue to save first impressions and redeem the interview

Yoursquove made the choice yoursquove finally convinced your hiring manager to go with a video interviewing service to interview international talent instead of just phone interviews While those are losing popularity video interviewing is gaining users because they are much better at deciphering the cultural fit and candidate attitude Since 38 of communication comes from tone of voice the 55 of communication that comes from body language captured in a video interview is more appealing and believable for your hiring manager when choosing the right candidate for the job

VIDEO INTERVIEWING ISNrsquoT JUST A LUXURY ANYMORE ITrsquoS A NECESSITY

3




THE PLATFORM ADVANCED4

5

MAKE YOUR BRAND FRONT AND CENTER BECAUSE WELL FIRST IMPRESSIONS MATTER Your candidates will notice the little extra efforts you put into your employer brand In fact 74 of Millennials feel technology makes life easier so a company who is technically advanced and savvy will stand out compared to a company who is still conducting phone interviews as their primary method of applicant interviewing When your interview meeting invitations and candidate communications are personally customized it will have a direct impact on your candidate experience

THE SITE CRASHED NO PROBLEM YOU CAN CALL TECH SUPPORT When yoursquore busy enough to require video interviewing as an alternative to traditional face-to-face interviews you certainly donrsquot have time to troubleshoot issues yourself Thatrsquos why GreenJobInterview has a tech support team that will solve your platform problems

MANAGE SORT AND RATE YOUR ACTIVE AND ARCHIVED CANDIDATE PROFILES GreenJobInterview keeps your interviews organized candidate files are separated by position title opening and by activity level You can rate your candidate interviews with 1 to 5 stars depending on their performance during the interview

Companies who have consistently large talent pools need a better way to interview candidates Video interviewing allows hiring managers to interview more candidates in less time You can perform up to 10 video screens in the time it takes to conduct one phone interview saving you precious time and money

Video interviewing isnrsquot a hard decision to make it is the decision Companies like Heinz Cox and Kohler use GreenJobInterview as their video interviewing platform of choice

6




THE PLATFORM ADVANCEDWE ALL HAVE ROUTINES These daily and weekly routines can be hard to break or even change Recruiters love the concept of video interviewing replacing traditional interviews but it can be tough to get the hiring manager on board While video interviewing saves more than time money and effort hiring managers may balk at having to change their routine What they donrsquot know is that using video interviews over traditional interviews enhances employer brand and candidate experience Therefore to help you pitch the idea of implementing video interviewing technology into your hiring process we have compiled some possible reactions you may be faced with along with some great responses

ldquoIt is too expensiverdquo

Video interviewing is a much more cost-effective way to process potential candidates Compared to traditional interviewing 85 of hiring managers say video screening is more cost-effective The platform is the only cost of the interview a platform that can be used for numerous candidates Traditional interviewing on the other hand carries the expense of travel and time Video interviewing saves that too In fact 88 of hiring managers say it reduces time-to-fill All recruiters have to deal with is time-to-fill and itrsquos usually from irate hiring managers who are overworked Video interviewing provides employers with the opportunity to consider global talent connect with more targeted candidates and screen out unsuitable candidates more quickly increasing the time-to-hire so both recruiters and hiring managers win Video interviewing saves on costs that can be used to augment other projects

ldquoI donrsquot have time to learn how to use a new platformrdquo

The vast majority of hiring managers feel virtual interviews are easy to conduct 76 to be exact It is similar to a face-to-face interview only through the desktop or mobile device Video interviewing allows hiring managers to decode 93 of the candidatersquos communication through body language Candidates still use the same interpersonal communication skills but it allows the interviewer to see body language from a distance So they wonrsquot be learning new interviewing skills just the method of the interview From them to the desktop it is designed to be simpler Video interviewing ends up being more convenient for you and your candidates





ldquoHow does this make me better at my jobrdquo

Currently a survey found that more than six out of 10 human resource managers at companies with 20 or more employees have used video interviewing It is clearly a growing trend in the field of HR technology Staying on top of modern technology attracts innovative talent Near obsolete methods deter candidates from outdated companies The most advanced companies in the world use a video interviewing service It shows trending company innovation Thatrsquos how they are attracting and hiring the best of the best including tech talent and engineers Video screening makes the company stand out to a higher quality of candidates




STILL NOT CONVINCEDCHECK THE NUMBERSldquoI donrsquot want to turn off candidatesrdquo

Some surprising things happen when you become one of the six out of 10 The company gets more attention from potential candidates So what does this mean It improves employer branding Employer branding dictates the candidate experience determining whether it is positive or negative At least 70 of companies send their candidates through mazes to search for career opportunities resulting in poor employer brand

The interview process strikes fear in 92 of job seekers Video interviews ease this stress so recruiters and hiring managers see the candidate beyond their anxiety Sometimes it is the stress of the interview environment Removing the stressful environment will ease the candidate as well as the hiring manager Not to mention itrsquos just more convenient for your company as well as the candidate Most video interviewing companies offer FAQs and tech support so no one is left in the dark

Both sides of the camera only need an interview space set up to be camera ready There is no need to arrange a meeting space Video interviewing is convenient for the candidates and the hiring managers

Video interviewing shows you care about the convenience and cultural fit for the candidate

85 of hiring managers say video interviewing is more cost-effective

88 of hiring managers say it reduced time-to-fill

6 of 10 hiring managers use video interviewing technology

74 of hiring managers say it makes their jobs easier

76 of hiring managers say video screening is easy to use


3

INTERVIEWING number three

ldquoNOW LET ME LOOK AT YOUR RESUMEhelliprdquo

ldquoWHAT DO YOU THINKrdquo

ldquoLOST TIME IS NEVER FOUND AGAINrdquo

In math class if you told your teacher ldquoNow let me just finish this one equation firsthelliprdquo it simply wouldnrsquot fly You would either get the question wrong or a late grade on the assignment Why should your interview be any different Yes your candidate came to the interview to be considered for the position however waiting until the very last minute to closely examine their resume makes you look extremely unorganized and unprepared Interviewers spend an average of 5-7 seconds per resume before the interview With that said read their resume before the interview donrsquot waste their time or your time filling a position when it can take anywhere from 26-51 days depending on the industry

Yoursquore not the only person who should have a say in a candidatersquos potential position at the company On average 3 to 6 other stakeholders should have input as well as they are the ones who will most likely be working closely with the candidate

If yoursquore on time yoursquore late If 58 of candidates are dismissed from consideration because they are late to an interview doesnrsquot that mean the interviewer should abide by his or her rules Being late gives a poor impression of company priorities and the worth of candidatersquos time Canceling interviews especially last minute also wastes a candidatersquos time Therersquos a lot to be said for body language during an interviewhellip Your body language Candidates know when yoursquore looking at the clock or your phone seemingly uninterested in the interview Ultimately they feel the interview was a waste of their time




INTERVIEW PREPTHE PERFECT INTERVIEWhellip A DREAM COME TRUE FOR A RECRUITER OR HIRING MANAGER THERE IS ALMOST NO BETTER FEELING THAN A PERFECT INTERVIEW WITH A DREAM CANDIDATE UNFORTUNATELY THE HIRING MANAGER CANrsquoT REALLY CONTROL THE QUALITY OF THE CANDIDATE YOU CAN HOWEVER CONTROL THE QUALITY OF THE INTERVIEW FIRST ACTUALLY TAKE THE TIME TO READ THE RESUMES BEFORE THE INTERVIEW YES BEFORE IT WILL MAKE THE CANDIDATE FEEL LIKE YOU ARE INTERESTED IN THEM FOR THE POSITION AND IT WILL SAVE WASTED TIME DURING THE INTERVIEW THE STEPS THAT FOLLOW KEEP THE PROCESS MOVING KEEP THE CANDIDATE INTERESTED AND KEEP IT LEGAL

1

2

3

ldquoI DONrsquoT THINK I CAN ASK THATrdquo

ldquoYOU LIKE ME YOU REALLY LIKE MErdquo

ldquoSOhellip WHATrsquoS NEXTrdquo

There are some typical questions you would use as an icebreaker during a normal conversation However itrsquos not a normal conversation itrsquos an interview Think of the interview as a professional discussion about a personrsquos skills and not their personal life Here are some examples of questions you just canrsquot askbull Do you have kids It is illegal to deny someone a position because they have children or if

they plan to have children down the roadbull Where are you from Accents are interesting and can be telling of a personrsquos origin But

if you are unsure of their accent you canrsquot ask Although you can ask if the candidate can legally work in a certain country it is illegal to ask where they are from

bull Are you married It sounds like a small talk or an icebreaker question so why is this such a big deal Well it can reveal how much time they will commit to the job and the candidatersquos sexual orientation

Much of the candidate experience rides on that precious interview Therefore you should put your best happy face forward be present in the interview and overall be likable Sounds rudimentary but you are the ambassador to the company and often the candidatersquos first impression of the type of people who work at your company Employers are split as to which is more important fit or competence 45 of employers feel skill is more important 55 feel you can teach skill later so hire for fit now If yoursquore looking for a skill-fit and cultural fit then shoot for the middle ground and sprinkle some of your company personality into the interview

Keep it simple for you and the candidate Let them know when they should expect to hear from you and that they will hear from you Surprisingly 60 of candidates never hear back from the employer after their interview Give the candidates regular updates even if that means you wonrsquot be considering them for the position Delineate the process during the interview allowing them to formulate their own timeline

A smooth interview is a good interview and an informed candidate is an interested candidate The more you keep your candidates informed the more they will appreciate your time You can perfect your interviewing skills by following these 6 steps




INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2

RESEARCH THE COMPANYHow can you prepare or rehearse for an interview if you donrsquot really understand the organization you want to work for

PREPARE QUESTIONSYoursquove done all of the research you can You know the employer brand inside and out and the company history is just as familiar However yoursquore not done just yet Look at the job description againhellip think of questions you might have regarding the position itself and the culture that comes along with it You donrsquot want to end up as part of the 20 of employers who end up leaving the position because you didnrsquot end up being the right fit for the job What better way to prevent that from happening than asking some questionshellip and you can only ask questions if you have the information to formulatethem Knowing the job description helps to prepare for the interview as well The better you know the job description the better you know the position mdash hopefully mdash and can answer questions accordingly

REMEMBER EVERYTHING YOUR MOTHER TAUGHT YOUShe may have been bothersome growing up constantly saying ldquostand-up straightrdquo and ldquolook at me when Irsquom talking to yourdquo Little did you know however how much that would prepare you for job interviews in the future Everything from your smile to your handshake has something to say about you Be aware of the global culture of the job yoursquore applying for as handshakes and other common courtesies might not be appropriate

3

Preparing for an interview is nerve wracking for the candidates and the recruiters alike It can be off-putting for both parties when one or both come unprepared for the interview

Out of a focus group of 200 individuals 80 agreed that if an interviewer showed up 10 minutes late it would leave a negative impression of the organization Likewise employers donrsquot approve of many new candidatesrsquo communication skills 60 of fresh graduates donrsquot have the interpersonal communication skills to be able to successfully complete an interview So what should candidates and recruiters think about before the interview




FOR THE INTERVIEWER

1

2

WHAT QUESTIONS CAN I ASKSimply speaking you canrsquot ask anything that could lead to job discrimination Religion sexuality marital status and children are all off limits Marriage and children seem like easy ways to enter into small talk but they pose a threat for candidates who seek a good work-life balance in order to deal with family situations

KNOW THE BINARYWell you donrsquot have to know the sequence of ones and zeros that allow the video interview service to work If yoursquore using a video interviewing service you do have to understand your technology Sometimes technology failshellip the video lags screen goes black or the candidate is telling you about the project they got an award for and you simply canrsquot hear them Find a company with 247 service and support

KNOW THE POSITIONAs a recruiter you have to understand the position yoursquore trying to attract candidates to Be prepared for questions candidates may have because hopefully they will come prepared for some like ldquoWhat does a typical day in this position look likerdquo In a LinkedIn post by Amit Bhagwat Senior Recruitment Lead Lou Adler says ldquoAn unprofessional recruiter is someone who doesnrsquot know the job theyrsquore representing doesnrsquot personally know the hiring manager and doesnrsquot have deep industry knowledgerdquo

Research for both the candidate and the recruiter is essential for laying good groundwork Know the position know the technology and come with questions Before the interview take a short 15-minute breather Compose yourself and remember everything you rehearsed

3

ldquoldquo Deborah Shane career author speaker and media and marketing consultant

Those 15 minutes are your opportunity to get yourself into the right frame of mind and set your energy and focus on who yoursquoll be meeting with what you want them to remember about you and what you want to ask them

bdquo




CHOOSE YOUR ENVIRONMENT WISELYIt stands to reason that if yoursquore applying for a position with a particular culture yoursquod want your attire to match as well as your environment Therersquos no need for TVs or radios in the background and you donrsquot want your dog to come barking in the room Keep any mobile devices out of the room as well According to a survey by Express Employment Professionals 58 of respondents said that answering a phone call was a problem Just donrsquot tempt yourself with the distraction

LET THERE BE LIGHTIn an office lighting generally comes from above That my friends is a terrible recipe for an interview When the light comes from behind or above during the video interview cameras have difficulties with white balance and the exposure of the image Instead Glassdoorcom suggests putting two lights on either side of the computer screen It will help the camera adjust and it will make you look that much better

UP CLOSE AND PERSONAL IS TOO PERSONALBeing too close to the camera is like invading someonersquos digital bubble No one wants to be able to count your pores so take a step back from the computer Remember the yearbook pictures from high school Therersquos a reason they take pictures shoulders up Itrsquos a perfect distance from the camera so try to mimic that Be far enough away from the webcam that yoursquove perfectly framed your bust

PROFESSIONAL MULLETS ARE A NO-NOWhile putting effort into your coif is important so is your attire 72 of hiring managers agree that dressing inappropriately for an interview is one of the biggest mistakes a candidate can make Your upper half might be the only thing thatrsquos on camera but dress like you would for a traditional interview So go the whole nine yards and dress professionally from head to toe

MORE PRACTICE TIPS

1

2

3

4




SIT UP STRAIGHT JUST LIKE MAMA SAIDShe was right Sitting up straight says a lot about you It sends very specific signals to your audience For example according to Fred Miller a public speaking professional leaning slightly forward shows interest slouching to one side shows disinterest and hunched shoulders show a lack of self-esteem

PERFECT THE PRACTICEItrsquos important to make sure your questions are standardized if yoursquore not doing screening with One-Way interviews If the hiring team decides to do real-time video interviews ask questions that help to ascertain competency alignment interest and potential in the candidate pool In fact take the platform for a trial run

KNOW THE TECH KNOW THE SUPPORTJust in case something goes awry have your platform support on speed dial In the very least make sure your IT team is ready to jump on your computer to save the day

Tips and tricks for interviewing are everywhere and with the birth of video interviewing the list is even longer Candidates and hiring managers alike have to be aware of the traditional interviewing tactics and common courtesies but also factor in video technology

Practice makes perfect so take the technology for a test run to make sure yoursquove got good posture good lighting and a good environment thatrsquos free of distractions Sometimes itrsquos easy to tell those who havenrsquot used a webcam beforehellip they sit a little too close to the camera Remember your digital bubble take a step back from the screen With all of this technology there are bound to be some problems ndash and probably some user errors ndash but thatrsquos why many video interviewing leaders offer 247 service and support

MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS

Preparing for a job interview is never easymdashwhether yoursquore asking the questions or answering them

Some interview questions are awkward Others are downright illegal Why do employers ask these questions in the first place And what should job seekers do when theyrsquore put on the spot A pair of recent articles sheds some valuable light on the matter

First of all questions related to age race gender religion and sexual orientation are among those falling into the illegal category The Yahoo article ldquo11 Common Interview Questions That Are Actually Illegalrdquo shows how employersrsquo questions sometimes bleed into off-limits territory Is English your first language Do you have children Do you drink socially

But as the article also points out there may be instances in which questions like these could be considered legitimate particularly if they directly relate to a jobrsquos specific qualifications Itrsquos touchy stuff which is generally why employers should steer clear of these types of questions For their part job seekers should remember that employers are basically trying to gather the information they need to hire the right individuals mdash those with the necessary skill sets and the right cultural fit Not an easy task So employers may in fact ask illegal questions without any malicious intent They might even do so accidentally due to hiring managersrsquo lack of experience for example

Another article ldquoAwkward Job Interview Questionsrdquo published by OISE Oxford highlights oddball interview questions mdash the kind that almost every job seeker has come across Employers donrsquot ask these questions blithely They want to see how job candidates think on the spot




SO HOW SHOULD JOB SEEKERS HANDLE THESE CHALLENGING SITUATIONS

Most experts agree that the best approach is to answer all of the questions you can as truthfully as possible If you think yoursquore being asked an illegal question the Yahoo article advises donrsquot lie but politely decline to answer instead Yes it might make for an uncomfortable moment or you might risk losing the position But fudging or lying probably wonrsquot work anyway

As for those peculiar questions declining to answer isnrsquot really an option Well it is if you donrsquot want to maximize your chances of being hired In these cases you just need to pony up Answer as well as you canmdashand as truthfully as you can Remember asking you what type of tree yoursquod like to be isnrsquot a ploy to trip you up Itrsquos just another way of seeing how you think on your feet and getting a feel for your personality

Interviewing isnrsquot a science Itrsquos an art no matter which side of the desk telephone or even an online interview yoursquore on So prepare yourself to be as sharp open and honest as you can be




4

WHAT TO LOOK FOR number four




WHAT TO LOOK FOR

CONVENIENCE

It seems as though every device in todayrsquos increasingly global community has a camera In fact 86 of jobseekers use their mobile devices to look for new employment opportunities There are endless supplies of apps that are dedicated to the use of the smartphone camera Snapchat Vine Instagram etc

Video interviewing now has a hold on the camera for potential job seekers What does that mean for you as a recruiter Every candidate who has a smartphone has the capability to do an interview at the touch of a screen

Not all candidates work during the day at their current jobs some work afternoon or evening shifts Video applications give your talent pool access to the interview at a time that is convenient for their schedules Not to mention you can go through 10 video screens in the time it takes to do one phone interview

THE BENEFITS OF VIDEO INTERVIEWING GREATLY OUTWEIGH THE RATHER MINIMAL COSTS IT SAVES COMPANIES ROUGHLY 67 ON TRAVELING COSTS OVER TRADITIONAL FACE-TO-FACE INTERVIEWS AS WONDERFUL AS IT IS FOR COMPANIES TO SAVE THAT EXTENSIVE AMOUNT OF MONEY WHAT ABOUT YOUR CANDIDATES ITrsquoS IMPORTANT FOR THEM TO FEEL AT EASE DURING THE INTERVIEW PROCESS AS WELL SO YOU DONrsquoT WANT A PIECE OF TECHNOLOGY THAT ONLY SAVES YOU MONEY BUT IS DIFFICULT FOR THE CANDIDATE YOUR EMPLOYER BRANDING WILL SUFFER AND SO WILL YOUR CANDIDATES

Job seekers look for companies who are technologically savvy In fact some wonrsquot even apply if they canrsquot at least send their resume from their mobile device Video interviewing attracts tech talent currently a very coveted career field for employers While it does save recruiters a lot of time and money to do video screens over phone screens it saves candidates time and nervous energy too In a recorded video interview candidates have the opportunity to prepare answers to questions if they are prone to pre-interview jitters




CONTROL

With video screening your candidates have control over the background the lighting even the noise This means they have greater control with how you the recruiter see them It shows their attention to detail and their professionalism Typical sounds from the home like barking and the doorbell are not only distractions but they can actually hurt the candidatersquos chances of getting hired Video screenings save them from the stressful environments that often come with face-to-face interviews Brutal interviews are a thing of the past No one likes to see nervous candidates embarrassed by their nervous ticks like fidgeting and stuttering

Video screenings save them from the stressful environments that often come with face-to-face interviews

Candidates donrsquot always realize they have an advantage during video screening even though they can control much of the interview itself During a traditional interview the interviewer sits right across the table resulting in 92 of candidates feeling anxious about some portion of the interview and hiring processes However with video interviewing candidates are separated by a screen which removes some of the anxiety associated with the interview process

In fact 60 of candidates prefer video interviewing to the traditional face-to-face interview It is more closely related to the traditional interview feeling without the hassle of travel and tense first impressions Only 7 of communication during an interview is through actual words only 7 For recruiters this is why video screening has superseded the phone screen The registration of the human face accounts for 55 a majority of the interview which is why it is so important to see a candidatersquos face when they are responding to questions The remaining 38 is distributed to their tone of voice

Even if they donrsquot realize it candidates do have the upper hand during video interviews especially video screens They have control over preparing their environment and their answers so recruiters and hiring managers not only interview them in the comfort of their own surroundings but also at their best Give your potential new hires the chance to be at their best take video interviewing for a spin and see the differences in their experience and yours

bdquo




Those with nervous personalities beyond the typical anxious behaviors attached to the stigma of an interview often have little or shaky eye contact obsessively crossing of legs knuckle cracking oral fixation (chewing on a pen fingernails etc) Performing a video interview gives insight into whether or not your candidates have nervous personalities For a position such as a front desk representative this would clearly not be a choice temperament to have

Nervous disposition

VIDEO INTERVIEWINGItlsquos no longer an up and coming practice itrsquos here With 63 of HR managers having used video screening as a means to finding candidates there is good reason to use this technology for enhancing your hiring process Professionalism is hard to recognize through a phone interview since only 38 of non-verbal communication is tone of voice So when a candidate is thousands of miles from the company headquarters video screening is ideal to measure their cultural fit

NONVERBAL COMMUNICATION A key indicator for cultural fit is a candidatersquos nonverbal communication and thatrsquos something you can really only judge by seeing their face and hearing their voice simultaneously Not every candidate will be from the same zip code as the company and phone screenings donrsquot give the hiring manager the opportunity to see the face of their talent This makes video interviewing an ideal option A candidatersquos tone of voice posture facial expression and eye contact account for 93 of communication which gives a great deal of insight into a candidatersquos personality

CULTURE FIT




ATTENTION TO DETAILA candidate who has deliberately and carefully set up their ldquostudiordquo is not only more likely to take the job interview seriously but also more observant after they are hired It is important to pay particularly close attention to their environment while conducting an interview The noise distractions background and their choice in interview attire are key in determining which candidates from the talent pool yoursquod like to see move to the next step in your hiring process

However that attentiveness goes beyond their surroundings Asking insightful questions during the interview is a rare quality to find in candidates In fact 29 of employers say it is a reason some candidates are not considered for hire Candidates who actively participate in an interview will most likely ask questions that matter it is a sign of their attention to detail especially during conversation

If you find a candidate talks over you or interrupts you during the interview they most likely have a Type-A personality They are perfectionists constantly worry about wasting time and are often called workaholics

ldquoBehind the smile a hidden kniferdquo a Chinese proverb in regards to those who exhibit passive-aggressive traits Those traits include procrastination forgetfulness argumentativeness and blaming others for their own faults A candidate with a passive-aggressive personality would not be ideal to communicate to clients or customers on a regular basis

Type-A personality

Passive-aggressive tendencies

CULTURE FIT




GIVES CLEAR PICTURE OF COMPANY CULTUREInterviews make or break a potential hiring opportunity for a candidate and for the hiring manager Since 82 of companies say that a cultural evaluation is important during the hiring process itrsquos important to take into consideration a candidatersquos personality not just their particular set of skills With the capabilities of video interviewing like recorded live or even mobile options there are multiple ways to test a candidatersquos cultural fit before they are hired or rejected

Yes hiring for culture is important but yoursquore not the only one asking the questions While the candidate may not verbally interrogate you they still process company culture in their mind and where they would fit in given what little window you provide them Video screening helps to promote a good employer brand It not only improves the interaction between the recruiter and the candidate but it increases the amount of communication between the company and the candidate Ultimately this increases the positive perception of the company

Nearly 100 of companies feel that cultural fit is no longer just a buzzword in the world of recruiting Itrsquos a relevant term that should be taken into consideration by hiring teams Video interviews are the perfect avenue to measure that candidate-company match It not only provides recruiters with insight to a candidatersquos level of professionalism and their personality but also gives a candidate the chance to discern their fit into the companyrsquos culture

SKILLS SHORTAGEYou may be feeling the skill gap pressure or you might be in the camp that believes the talent shortage is a myth Regardless of how real you believe the talent drought is as a recruiter or staffing professional (at one point or another) found that finding the right talent can be down right impossible

If itrsquos been smooth sailing odds are the waters are about to get a little rough The latest STEM Smart Brief Report revealed that employment in professional scientific and technical services is projected to grow 29 by 2020 and this increase is said to add more than 2 million new jobs to the US economy If yoursquove been in recruiting for any amount of time youdonrsquot need another stat to know that there simply is not that many STEM professionals available or even projected to become available

Many employers are turning to training programs beefing up talent pools and offering mad incentives and sign on bonuses in their referral programs We contend that therersquos a better solution think outside the box and recruit outside your zip code

CULTURE FIT




LETrsquoS LOOK AT THE COSThellipThe first reaction to this solution is that hiring from out of state or even out of the area is too costly So letrsquos take a look at the alternative ndashleaving the spot vacant until someone in the area is found to fill it Voltcom offers a really simple calculator to estimate an employeersquos daily revenue and then revenue lost per position It adds up faster than you probably think CareerBuilderrsquos blog for employers offers some great words of wisdom in cases of hard-to-fill positions

ldquoOf course different positions have different costs per day based on how much revenue that role brings in to the organization Some positions realistically cost a company more to leave open than others And many companies more actively recruit for these positions based on this increased cost-per-opening One way of determining if you should invest more in recruiting for such a position is to determine if different recruiting tactics lead to filling this position faster and if the cost of that is less than the cost of leaving this position open then you need to get on trying to get that opening filledrdquo For those harder-to-fill positions recruiters have to get more strategic and find out what makes the most sense for the success of the organization

THEYrsquoRE READY AND WAITINGDid you know that 92 of survey respondents said that if they were offered a relocation package they would seriously consider relocating The math is pretty simple figure out the cost of keeping the position open (including what you know about this positionrsquos average time-to-fill) compare it to a fair relocation package and therersquos your solution It might not always be the right decision to widen your search but therersquos power in knowledge

Although the vast majority of candidates would consider the offer only 17 of those polled have actually been offered a relocation package So while none of this might seem like out of the box recruiting it actually is

CULTURE FIT




VIDEO SCREENING AND INTERVIEWING CUT THE COST

Relocation packages arenrsquot the only cost to consider when recruiting out of the area candidates Recruiters have to take into account the fact that screening and interviewing candidates can get pretty costly when distance is a factor So if yoursquore going to widen your search area yoursquore going to need to cast one of those ldquowider netsrdquo that everyone is talking about

That is exactly what video screening and interviewing does Employers can effortlessly and cost-effectively screen and interview as many candidates as they want with just one recorded session of questions Once these recorded or One-Way Interviews are complete the recruiter can then push a smaller pool onto the Live Interview process During this stage recruiters can get face-to-face with each candidate over a live virtual interview This drastically cuts down on travel costs and hassles for both the candidate and the organization

With video interviewing and screening the world is your candidate The fate of those hard-to-fill positions is no longer at the mercy of local candidates These tools essentially put the employer in a nothing-to-lose scenario when it comes to recruiting outside of the zip code

CULTURE FIT




SECURITY amp COMPLIANCE ldquoCompliancerdquo - that one word constantly on the mind of HR professionals everywhere HR is tasked with maintaining compliance in so many different areas using different tools and software It doesnrsquot matter what medium a company chooses (phone video digital simple re-sume screening) to screen and interview candidates compliance and the solid establishment of its importance is completely required




STORED INTERVIEW DATA

Did you know that utilizing video interviewing in your hiring processes can actually strengthen your Equal Employment Opportunity Compliance The Office of Federal Contract Compliance Programs (OFCCP) requires organizations to store interviewing and applicant data for up to two years GreenJobInterview has got you covered Our software keeps your videos stored for three full years This effortless automated organization can keep your company safe

DETERRENT AGAINST DISCRIMINATION

With EEOCOFCCP cases on a steady rise companies need to do all they can to prevent discrimination in their organization Video interviewing and screening provides the ability to monitor and track all screening and interviewing activity Recruiters and hiring managers can now be held accountable for discriminatory behavior which also acts as a deterrent Companies are also now armed with recorded proof of their compliance Videos support a fair and equal screening process through total transparency and automated compliance

VIDEO PROVIDES CONSISTENCY

With recorded interviews employers are able to create one recording of the same questions asked in the same way from the same person for every candidate screened or interviewed Every candidate gets the same exact experience This consistent and standardized process takes variables like individual interviewer bias out of the overall equation and supports a consistent and cohesive employer brand

HERE ARE SOME THINGS TO CONSIDER IN EEOCOFCCP WHEN USING VIDEO INTERVIEWING




NO OFF-TRACK DISCUSSIONS THAT CREATE BIAS

This process also helps to combat the bias that can arise from small talk or ldquoconversationrdquo interviews Candidates canrsquot sway a hiring manager during recorded interviews These interviews donrsquot allow for off-track discussion or flattery

Straying from standard interview questions can also make candidates feel uncomfortable or give an unfair advantage to those who have similar interests to the interviewer With video screening (an option that allows pre-recorded questions to be answered by candidates at their leisure or in a specific time window) the opportunity for this is diminished entirely With live interviews the same discussions may take place but the notes storage and recording avoid any finger pointing or vague issues

NO INDIVIDUALADVANTAGES

Each candidate is given the same response time in which they can hear the question think about their answer and then deliver their response They are allotted the same challenge to prove that they can think on their feet or the same opportunity to analyze the question before answering This depends on the time the interviewer chooses to give the candidates

It is up to leaders to establish the right values and the right software to solidify compliance

While the top-down importance of embracing diversity and creating a fair hiring process is up to organization leaders our video interviewing software can really help lighten the load when it comes to solid EEOCOFCCP compliance It is up to leaders to establish the right values and the right software to solidify compliance

bdquo




Mobile device usage is at an all time high and itrsquos not expected to decrease anytime soon As a recruiter you have to find the right candidates to fill jobs Thatrsquos not feasible if you donrsquot go to them How do you reach the talent pool in the first place Itrsquos crucial to understand your target Currently your target loves everything that makes anything more convenient Traditional interviews are stressful new place new people talking with a strangerhellip it leaves a lot of room for anxiety With video interviewing as an alternative they can interview from the comfort and sanctity of their own home In fact 66 of candidates prefer video interviewing to the traditional face-to-face alternative and herersquos why

HIDDEN BENEFITSTOTALLY MOBILE

DIGITAL LIVING

CONVIENCE

PREPARATION TO PERFECTION

In theory the internetrsquos purpose was supposed to be educational It has since grown to a massive entity with capabilities far greater than anticipated Social interaction schooling businesshellip you name it you can do it on the internet nowadays In January of this year in the United States alone 55 of all internet usage was through a mobile device ndash not a desktop This shows a trend among mobile users for mobility Thatrsquos a reason candidates love video interviewing Video interviewing platforms allow candidates to use their mobile device in the recruiting and interviewing process

Apple Android Google and Windows mobile devices have cameras With these mobile devices it makes it easier and convenient to be in a video interview no matter your location 86 of job seekers use their mobile devicesto search for new jobs Because of the increasing all-in-one capabilities of these mobile devices recruiters can now offer candidates a mobile video interview as an alternative to a desktop interview Thanks to video interviewing mobile applications they are easy for the recruiters and hiring managers as well

Video interviews give candidates the opportunity to record and re-record their interviews if they feel inclined to do so in order to interview at their best Candidates can practice for a traditional interview generalizing the questions they can only assume the interviewer will ask The real intimidation factor of an interview comes from the unknown That fear affects 92 of candidates at any given point during their interview ndash however with One-Way video interviews candidates can stop re-record and present their best selves (with their best answers) without the interference of nerves

1

2

3




HIDDEN BENEFITS

TIME AND FLEXIBILITY

Video screening gives non-traditional candidates the flexibility they need to interview for a new job Those who work evening or third-shift wonrsquot have the time to interview after or during the typical workday due to altered sleep schedules This is where video interviewing is flexible with a busy or odd schedule Nearly 33 of Americans work on the weekend and they work more hours than any other country on average With all this time spent in the office itrsquos nice to have the capability to interview after a long day or during what little free time there is on the weekends

Candidates love video interviewing because itrsquos one less thing they have to scramble for Workers scramble in the morning to get ready for the day scramble at work to get that project done and scramble at the end of the day to do it all over again

Video interviews not only provide a better window into the candidatersquos fit for the hiring managerthey also ease many trepidations on the candidatersquos part Video interviewing is convenient causes less anxiety and gives the talent pool the upper hand with flexibility

HR professionals can look at the video interviews on their own time sort them by job and rank them by fit We allow companies to brand their video interview to the employer brand which helps to ensure the best candidate experience and fit

4




5

EMPLOYER BRAND number three

THE PROCRASTA-MANAGER

THE MICROMANAGER




VIDEO INTERVIEWING CATERS TO ALL TYPES OF HIRING MANAGERS THESE FOUR DIFFERENT KINDS OF MANAGERS NEED VIDEO INTERVIEWING BUT FOR DIFFERENT REASONS

GETTING BUY-IN

ldquoI have an advanced degree in procrastination and another one in paranoiardquo ndash Joanne Harris author

ldquoThe traits that make a supervisor a micromanager are hard to break they measure too much they monitor too closelyldquo

26 of the American public believe themselves to be chronic procrastinators So itrsquos safe to say some managers out there procrastinate and possibly on a regular basis The decision to hire a candidate shouldnrsquot wait until the last minute and be a hurried choice For those procrasta-managers who hire with haste video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit Video interviewing provides a window into the candidatersquos cultural fit Sharing candidate files with other colleagues to get a well-rounded assessment helps the hurried hiring manager (who doesnrsquot have the time to spend contemplating it themselves) It keeps candidate information organized so their interviews are easily accessible

Micromanagement isnrsquot something employees want to deal with but it happens in every workplace In fact 59 of employees say they have worked under a micromanager The traits that make a supervisor a micromanager are hard to break they measure too much they monitor too closely Much like helicopter parents helicopter managers hover They have a hard time completely passing a project to their team so they have to give their input on everyhellip singlehellip detail Video interviewing and video screening can help slow the hovering propellers of a helicopter manager during the hiring process

Using video while assessing candidate fit allows micromanagers to store the information later for further review and further input from other colleagues GreenJobInterview stores these videos to not only pass along to other colleagues but it also keeps companies EEOCOFCCP compliant Those who use video interviews must keep the videos and applicant data for two years GreenJobInterview stores this information for three years which is one year longer than the legal requirement

THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN

ldquoEffective leadership is putting first things first Effective management is discipline carrying it outrdquo ndashStephen Covey

ldquoThey solve the issue with flying colors and an imaginary cape Unfortunately they are often also the ones who create the mess in the first placeldquo

Being a supervisor comes with a certain territory of authority and confidence Unfortunately poor management is the number one complaint for most employees The passive manager sits back and doesnlsquot take charge of projects or decisions This is where video interviewing comes in to give them - or rather force ndash a bigger voice The hiring manager can add interviewers or candidate file reviewers to One-Way interview files This gives hiring managers who tend to let others make the ultimate decision the power for the ldquogo-aheadrdquo

Everyone loves an in-office hero Thatrsquos where these managers come in They solve the issue with flying colors and an imaginary cape Unfortunately these office saviors arenrsquot everyonersquos superheroes They are often also the ones who create the mess in the first place Hiring managers who fall under this category could use a little help in maintaining the status quo without disrupting it first

For example to lower the cost to hire a new employee they decide to try an online platform thatlsquos not specifically designed for video interviewing The company unfortunately has a lot of problems with the technology not offering integration file storage the ability to share and rate files and most of all mdash the crippling lack of tech support

Choosing the right video interview platform can help solve issues the ldquoproblem-solverrdquo hiring manager might have unwittingly created Not all IT departments are created equal thatrsquos why itrsquos important to choose a company that can provide live 247 tech support in the event of a tech meltdown Not all hiring managers take the same steps in bringing new team members to the office Some wait until the last minute others have to receive input from colleagues to ensure they made the right decision In either situation video interviewing can help to solve the problems these management types have

MONEY CONVENIENCE AND OVERHEAD

Corporations who donrsquot necessarily have the resources for an extensive hiring program pay staffing firms With video interviews these staffing firms can decrease the talent pool sooner so they can send the most qualified candidates onward to the hiring managers The capability to go mobile will affect businesses more than the internet did in the 1990s 67 of CIOs and IT professionals agree

Mobility saves time and money Video One-Way interviews have the ability to go mobile for both the candidate and the recruiter from the staffing firm Mobile applications allow users to interview and record beyond the traditional 9 to 5 work schedule Combine the projected 61 billion smartphone users by the year 2020 and the growing number of companies that use video interviews as a major part of their hiring processhellip you will find the need for mobile video interviews

Itlsquos not just about the cool new piece of technology anymore Video interviews make sense because they are efficient cost effective and they are simply convenient Not to mention 60 of candidates actually prefer video interviews The popularity of mobile devices such as smartphones and tablets have increased the flexibility of job applicants and recruiters alike Corporate HR departments arenlsquot the only ones who can benefit from video interviews over the traditional face-to-face Staffing firms can use video interviews to their benefit as well saving on overhead time and money




JUST IN TIME STAFFING




NO NEED FOR ONE-ON-ONE The one-on-one experience can be very intimidating for some candidates and recruiters alike So these firms record candidates for one position or many using general questions to place talent in the best position The videos can then be passed along to the corporate hiring manager who can assess candidate communication and presentation skills It gives candidates who are camera shy or timid in interview situations the opportunity to retake their One-Way videos if they feel they can communicate their qualifications better

SPEED OF LIGHT Using a video interviewing service saves companies both time and money in the hiring process It can also save the same amount of time and money for staffing firms who take a large portion of the burden off of the shoulders of the corporate HR departments This is true for recruiting companies as well With recruiting technology like this they no longer have to travel to screen applicants nor do jobseekers have to travel to the staffing office to conduct preliminary interviews

HR departments arenrsquot the only teams looking to save time money and energy during the hiring process Many large companies look to staffing firms to do the first stages of the hiring process for them in order to save time and money They do this in order to prevent wasting time with the candidates who are less than desirable These staffing firms can save on overhead by using video interviewing technology because they too save a substantial amount of money per interview on travel Furthermore the candidates who participate in the One-Way video screenings can also use these videos for multiple companies That saves time money and energy for both the applicants and the staffing firm recruiters

Video screening and interviewing helps bridge those inherent disconnects that can pop up for an organization using a staffing firm Branding culture and recruitment messaging are all seamlessly delivered through recorded interviews ensuring that your employer brand is presented with your strategy and vision in the forefront So you recruit from a staffing firmhellipyou interview candidateshellipwhy not make your job easier

GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW




facebookcomGreenJobInterview

GrJobInterview

linkedincomcompanygreenjobinterviewcom

Connect With Us

3050 Pullman Street Suite D Costa Mesa CA

888-838-8331

infogreenjobinterviewcom

greenjobinterviewcom

Contact Us Now

OTHER GREAT RESOURCES

GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS

President amp Co-founder of GreenJobInterview

Vice President ndash Sales amp Strategic Alliancesof GreenJobInterview

A 20-year veteran of the recruiting industry Greg Rokos provides strategic direction for GreenJobInterviewreg and is responsible for marketing its virtual interviewing solutions through client meetings conferences speaking engagements key channel partnerships and other activities Alongside fellow co-founder Theo Rokos Greg is one of the pioneers of cloud-based virtual interviewing

Greg has been interviewed by NBC CBS Fast Company HR Executive HR Magazine and many other media outlets He also has been a featured presenter at various national industry conferences including ERE Expo Taleo World Kenexa World Conference and conferences held by the Human Capital Institute (HCI) Greg has participated as a speaker at several national talent acquisition meetings including those held by Fortune 500 companies such as Walmart and PepsiCo Greg holds a bachelorrsquos degree with honors from the University of California at Santa Barbara

Julie Salerno provides guidance and leadership to the GreenJobInterview sales team and is responsible for the ongoing growth of the companyrsquos revenues and profitability In June of 2014 Salerno was named the head of strategic alliances In this role she works with GreenJobInterviewrsquos extensive network of partners on co-marketing technology integrations and strategic planning Julie assists in managing the companyrsquos resources and improving business processes from sales to service Previously she served as a partner and senior executive recruiter at Personnel Strategies Inc

COSMIN DUMITRESCU




ABOUT THE AUTHORS

CTO amp Innovationof GreenJobInterview

Cosmin is the Chief Technology Officer for GreenJobInterview responsible for overseeing the companyrsquos technology vision innovation and strategic investments He also leads GreenJobInterviewrsquos technology-related research and development efforts

Prior to joining the company Cosmin served as CTO at Realty ONE Group and held management roles for Fortune 200 companies like Experian Corelogic First American Corporation and McAfee He was also the President amp CEO at Ziarecom Inc In these roles Cosmin led several innovation Cloud projects for infrastructure and applications delivery to improve overall IT and accelerate growth while reducing costs He also has extensive experience building strong development and infrastructure teams from the ground up to sustain complex web projects and IT business solutions Cosmin is an expert in eliminating legacy IT concepts mentality and processes while introducing a fresh IT based on Agile methodologies

Cosmin studied Law at Ecologic University in Bucharest Romania Computer Science at the American College of Computer and Information Sciences and Web Design at Santa Clara College

Introduction

Finances

Reports

Copyright copy 2015 | GREENJOBINTERVIEWA l l R i g h t s R e s e r v e d

No part of this publication may be reproduced stored in a retrieval system or transmitted in any form

or by any means electronic mechanical photocopying recording or otherwise without the prior

written permission of the publisher









ldquo







Budgeting 11


Interview Prep 19





What to Look For 29

Culture Fit 31


Hidden Benefits 39

Getting Buy-In 42








1







WHAT TO EXPECT

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports









ldquo







Budgeting 11


Interview Prep 19





What to Look For 29

Culture Fit 31


Hidden Benefits 39

Getting Buy-In 42








1







WHAT TO EXPECT

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports







Budgeting 11


Interview Prep 19





What to Look For 29

Culture Fit 31


Hidden Benefits 39

Getting Buy-In 42








1







WHAT TO EXPECT

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports


1







WHAT TO EXPECT

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

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GrJobInterview


Connect With Us


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GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports






WHAT TO EXPECT

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



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1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

culture

strategy









1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





1

2










3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





3

4






2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

2





BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




BUDGETING








LESS TRAVEL










FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports








FASTER TIME-TO-FILL


EEOCOFCCP SAFEGUARD



ldquo





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





1

2






3





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





5






6





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





























3












1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports











1

2

3














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports














INTERVIEW PREP4

5

6




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




FOR THE CANDIDATE

1

2




3






FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




FOR THE INTERVIEWER

1

2





3



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports



bdquo








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports








MORE PRACTICE TIPS

1

2

3

4









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports









MORE PRACTICE TIPS

5

6

7




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




INTERVIEW QUESTIONS
















4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports











4





WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




WHAT TO LOOK FOR

CONVENIENCE









CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




CONTROL






bdquo





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

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GrJobInterview


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GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports





Nervous disposition



CULTURE FIT








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


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Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports








Type-A personality


CULTURE FIT










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports










CULTURE FIT








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports








CULTURE FIT








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports








CULTURE FIT

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

























bdquo






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports






DIGITAL LIVING

CONVIENCE





1

2

3




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




HIDDEN BENEFITS






4




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports




5



THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports


THE MICROMANAGER





GETTING BUY-IN






THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

THE PASSIVE MANAGER

THE PROBLEM-SOLVERS




GETTING BUY-IN






















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports
















GreenJobInterview

- OUR BLOG

- WHITEPAPERS

- CASE STUDIES

- SURVEY

CLICK TO VIEW





GrJobInterview


Connect With Us


888-838-8331



Contact Us Now


GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

GREG ROKOS

JULIE SALERNO




ABOUT THE AUTHORS






COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

COSMIN DUMITRESCU




ABOUT THE AUTHORS





Introduction

Finances

Reports

the ultimate guide to video interviewing

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