Remote recruitmentOn 1 Sep 2002 in Personnel Today Previous Article Next Article Related posts:No related photos. Howard Popeck reviews web-based campus recruitment and a software assetmanagement solutionWeb-based campus recruitmentIf you are engaged in corporate recruitment from colleges and universities,web-based solutions that enable you to conduct interviews without actuallygoing to the campus, allow multiple interviews to take place at once andeliminate the potential for interview bias, are invaluable. Until now, the best possible solution was video conferencing – which is notwithout disadvantages. It is not synchronous, there can be time delays in videoand audio transmission and costs can exceed $1,000 a day. However, VIDINT, anew video interviewing system, offers a radical and cost-efficient alternative.VIDINT was the creation of National Corporate College Consultants (NC3)which works with companies to build and manage college recruiting programmes.VIDINT’s raison d’etre is that it is a recorded (not live), synchronous videoand is web-based. A graduate in a campus office records answers to a company’s specificquestions. The interview is then deployed via the internet for password accessby HR or line managers, who can view the interview at their PC – anywhere,anytime. Therefore, a company in Toronto can review a student interview from Tokyo atits convenience without visiting that campus. It can review as much or aslittle of the interview as required and can have multiple people involved in thereview process by simply circulating the password-protected web address. Ahigh-speed internet connection and Windows software are required. Companies give NC3 the job spec and questions which VIDINT records on theirbehalf and deploys to selected campuses. Students submit CVs as they would fora regular interview, and are screened and selected for a VIDINT interview byNC3 or the client company. Feedback from a pilot study evaluation at Pepsi Bottling Group isencouraging. Some interviewees were more relaxed than in regular interviewsbecause there was no body language judgmental feedback or interruptions from aface-to-face interviewer. Another benefit, for both parties, is that manymanagers, not just the interviewing representative, can review the interviewee– collaborative decision making. No work and all play? What lies beneath the satisfying scene of staff slaving away at their desksand behind the reassuring hum of photocopiers and fax machines churning out thefruits of your employees’ labour? All is well, or is it? Perhaps you shouldtake a closer look. ‘Work hard, play hard’ to some nowadays seems to be a cliché, if not anirrelevance. Faced with long hours, increased stress and insufficient sparetime, some employees might have adopted a ‘slacker ethic’ in which work is theenemy that must be avoided by any means possible. Excessive web-surfing andsending countless e-mails from nine to five are symptomatic of that malaise.One unnamed US Government department discovered an elaborate ring of computerblackjack gamblers operating in its offices. Such game playing can cost a fortune in downtime hours and finding expensivesolutions to curb it. Abuses of the company’s e-mail and internet areincreasing. Most employees need access to the web for work purposes, but manyoveruse it, blocking the company network and costing businesses thousands everyyear. How can employers put an end to this? One claimed solution is Monactive’s dxPRO. It monitors computer activity andbuilds a complete picture of all software usage within a company. A smartprogramme sits on each individual desktop and reports back to a centralconsole. This information then builds a picture of the software in use andallows an employer to click on an individual software application and findexactly who is using it and how frequently. It identifies any softwaredownloaded from the net, allowing employers to stop to the use of applicationsthat could cause financial or legal damage to the company. Martin Brokers, the oldest established money broking firm in London,recently installed dxPRO to control software installation from a licensingpoint of view. The firm said: “dxPRO allowed us to identify a number ofgames and undesirable bits of software on company PCs, which we would neverhave been able to do as easily previously. We can delete all undesirablesoftware and persuade staff to be more disciplined.” Undeniably clever, but some might wonder if the fine line between ‘bigbrother’ and corporate accountability is now more blurred than ever before. Websiteswww.vidint.com/about.htmlwww.monactive.com/html/products/dxpro.asp Comments are closed.