FAQ's
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Is in2View™ a recruitment supplier?
Will in2View™ integrate with our existing HR and recruitment systems?
Are candidates willing to be filmed?
Could the system encourage discrimination?
What is the difference between a video resume/CV and a video interview?
Our company already has video conferencing, why do we need this too?
Is in2View™ a recruitment supplier?
No, in2View™ is a video interviewing application, which is used by HR, Resourcing teams and Recruitment companies to provide greater insight into the candidates being presented for employment opportunities.
Our technology is used to create, collate and distribute candidate video profiles. We do not conduct interviews on behalf of clients or represent individuals seeking employment.
Will in2View™ integrate with our existing HR and recruitment systems?
Yes, in2View™ was designed and built specifically to enhance rather than replace existing applications. It can be operated independently, but provides greater benefits as an integrated (with HRiS, ATS, ERP and recruitment databases applications, etc.) system.
Are candidates willing to be filmed?
in2View™ has been used to film over 3,000 candidates, so the straight answer is yes.
The majority of candidates who have declined (less than 1 in 100) to be filmed during the interview did so because they had not been properly informed about the process, prior to the meeting. We advise our clients to inform or request the permission from potential candidates in advance of a face to face meeting, to avoid surprising the candidate on the day of interview.
Is Data Protection an issue?
No more so than with a written CV in the traditional process. Video clips are treated like any other media (CV, Interview notes, psychometric test results, etc) in that they can only be used for the purpose for which they have been provided, they must be held securely and can be provided to individuals, with the correct authority or proof of ID on request.
As a data processor, in2View™ has the responsibility to protect any information held on behalf of candidates and clients but the responsibility for the distribution and use of the information lies with the hiring client or the recruitment partner.
Could the system encourage discrimination?
Quite the opposite; the in2View™ application is unique in that it tracks every user action, providing a detailed breakdown of who is looking at what information, for how long and what decisions result from those actions.
Unlike a traditional paper based process, where it is impossible to track individual user activity, in2View™ captures every user action and this aspect alone discourages potential discriminatory behaviour.
In our experience, most clients behave professionally and responsibly and are very mindful of the implications of discrimination. They are more comfortable with the fact that, through in2View™, they can now provide clear, irrefutable evidence in the event of potential legal action.
What is the difference between a video resume/CV and a video interview?
Anyone with a video camera and a PC can create a video résumé and upload it to YouTube or Myspace.com and direct potential employers to it. Video résumé’s are typically filmed in face to camera/news reader style and are scripted along the lines of a written CV.
These video résumé’s should not be confused with professional video interviews, which are excerpts from face to face meetings between two or more people, which have been recorded as though the camera were a third party observer, sitting in the room.
The video interview provides a more natural insight into how an individual reacts in a real interview situation and is provided to complement rather than replace the written CV.
Where can in2View™ be used?
in2View™ can be used on-site or off-site and does not require a permanent network connection. It has been used extensively in the UK, Europe, USA, Middle East, China, Far East and South Africa and can be operated on a portable/laptop system or from fixed, room based systems.
in2View™ was designed to enable clients with distributed offices, suppliers and personnel to capture and share information on potential candidates quickly and cost effectively, without the need to physically transport people to every meeting.
Our company already has video conferencing, why do we need this too?
They are two completely different products, designed to provide completely different functionality, the only connection between the two is video.
in2View™ is to videoconferencing what email is to the telephone; you would not replace one with the other – they are not directly competitive products.
A videoconference would require candidates and hiring managers/recruiters to be on the line at the same time, often for at least an hour, to achieve what can be achieved within 5 minutes from a pre-recorded video interview. An interview in Hong Kong at 10am in the morning local time is 3am in the morning in London – not a particularly social time to be on a videoconference if you happen to be in London!
in2View™ records clips from interview events at the time they happen and then archives/stores these for viewing at a later time. The video clips can be reviewed independently or simultaneously, alongside other information and can be recalled multiple times at no extra cost.
In short, in2View™ is a more effective solution for the recruitment process and provides significant benefits over and above a videoconferencing system for this purpose.