In the world of YouTube, budget video cellphones and lowered bandwidth cost, what is stopping you using video analysis to significantly increase your candidate selection while reducing traditional costs and time. Here is a smart choice for HR who need to clarify a point that words themselves cannot explain, to test the relevance of a applicants skills set ! They say seeing is believing - well believe!

Imagine if you could set a test when your candidate is seen without been seen, answers all your questions to perfection while you only deal with them when your cell phone rings.. Sounds like something from a George Lucas production, doesn't it !

Well in reality this technology is here and if you are still using the old phone to do all your repeative interviewing, or hell bent on using the out of date database filters and text based online questioning, then what I am about to explain will not be for you. However, if you want to get with the rest of society where video and sound are becoming more fluent in their lifestyles then please read on.

It is proven in many circles that as bandwidth becomes more readily to the average user, so will tools that can utilize it for their purposes. One such phenomenon is the use of video streaming across the internet. Names like YouTube did not just mushroom because no one liked them. Many people found it to be a useful tool for expression.

In the world of employment, expression is a key way of acknowledging someone. In the traditional method one would get told of a position to fill, then post the job either within the company's internal job board or through an agency. Once the job would go out, people would respond.

The HR person would get the resume, check against skills sets and then call in what they thought was the most suitable applicants.

However, as many a HR person knows, what is shown on paper does not reflect so much in person for the many. So just imagine the amount of time is wasted on telephone calls, pre-interviews, interviews for people who just do not fit the job requirement!

So as time moves on, technology is incorporated where databases are created to help you speed up the process of finding candidates from your databank. There is only so much efficiency you can get out of that too.

Some smart firms started to see that the net was offering solutions to this time consuming sifting of finding the right calibre of people. How? Well , they started to see a questioning technique commonly known as pre-screening, as a method of filtering out the majority of people who just would not make the grade. This left them more quality time to interview the applicants that made it and place jobs better - well that was the theory!

Sure many of these pre-screening software products, do help in areas of skills test to see current ability or the psychological tools allow some insite into a persons personality. However as many are derived from someone other then the person offering the job, how accurate can you get!

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