For jobseekers, the use of The SeeV™ or any of the similar applications that are coming on to the market could be said to be simply adding the multimedia factor to a CV in order to create a competitive edge to enable the more creative jobseeker to stand out in the crowd of candidates

 

But what about the issues for the recipient – the recruiter / employer?

 

Firstly there are logistics issues:

 

• How to handle the future volume
• What to do with them at the front end of the process if they are all in different formats, using different media types, and containing different information about candidates?
• Where do you store them? Which Applicant Tracking Systems (ATS) is able to accept them and store them?

 

Then there are legal issues, typically associated with different types of discrimination:

 

• How do you view them with any equity or comparison matrix?
• Who do you allow to view them?
• At what point does a jobseeker become a legal “applicant” in the company’s process?
• Which “pieces” of a candidate's profile should be viewed first, or not at all, to avoid the risk of discrimination claims?
• How do we track who viewed what and when about an applicant?
• How do we judicially “store” these multi-media profiles and the viewing metrics for the proper amount of time?

 

As advocates of this new technology, we subscribe to the view that people are no more or less likely to discriminate on race, gender, age and disability than they would do on viewing a paper CV. Indeed, this style of presentation significantly adds to the total information profile on a candidate in that it provides visual evidence of a common approach being taken with all applicants.

 

We further state the case for use of this technology in the recruitment process as it satisfies the overriding corporate desire to lower the cost of the hiring cycle whilst increasing the quality of every candidate that money is spent  on.

 

With the trend toward reducing carbon footprints [see the Environment section], it certainly makes sense to consider tools that save petrol, but further than that, consideration must be given to new processes that shorten the cycle in capturing the elusive candidate before the competition does, and increases the odds of retention of that hire.

 

So, in our view we are moving inexorably to a position where, despite it’s detractors, the benefits of visual candidate presentation far outweigh the negatives.

 

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