Show HN: Roob. Ask your candidates for video resumes, instead of CVs
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Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#2> Culture fit is the glue that holds an organization together. That’s why it’s a key trait to look for when recruiting. Video resumes help you understand candidate's character and provide you information about their culture.
There's a reason why hiring for culture fit is a bad thing, not a value proposition.
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#3Video resumes will bias you towards attractive and well-spoken candidates. That makes more sense for sales than technical positions.
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#4I hope that's not designed for the programming jobs -- because for those, it'll totally select for the wrong thing. I have been conducting interviews, and they often start with me asking, "please tell me a few words about yourself". Some people fumble, and some have great prepared speech. Except in the extreme cases, the quality of introduction is rarely correlated with either interview or job success.
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#5Video resumes will bias you towards attractive and well-spoken candidates. That makes more sense for sales than technical positions.
They'll not necessarily bias you. But still, our main use case is sales & marketing roles. If someone can convince you to hire them through this process, it's also highly likely that they can convince your customers to buy your product
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#6> Culture fit is the glue that holds an organization together. That’s why it’s a key trait to look for when recruiting. Video resumes help you understand candidate's character and provide you information about their culture. There's a reason why hiring for culture fit is a bad thing, not a value proposition .
Let's say that you hire the candidates with the best hard skills. If they don't fit your culture, they will be a threat for your company in the long run. Their values and behaviour can be as important as their skills. That's why you need to look for culture fit
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#7I hope that's not designed for the programming jobs -- because for those, it'll totally select for the wrong thing. I have been conducting interviews, and they often start with me asking, "please tell me a few words about yourself". Some people fumble, and some have great prepared speech. Except in the extreme cases, the quality of introduction is rarely correlated with either interview or job success.
What signal does this question provide?
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#8I hope that's not designed for the programming jobs -- because for those, it'll totally select for the wrong thing. I have been conducting interviews, and they often start with me asking, "please tell me a few words about yourself". Some people fumble, and some have great prepared speech. Except in the extreme cases, the quality of introduction is rarely correlated with either interview or job success.
We're focused on early-stage startup jobs, so they're mainly sales & engineering roles. For them, it's really important to find a culture fit, because the environment they operate in is unstable and chaotic. So, their employees need some soft skills (combined with hard ones) to succeed in their roles
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#9This tells me that your culture says "I want to see what you look like before I even think about hiring you". That tells me all I need to know about your so-called company culture.
Re: Show HN: Roob. Ask your candidates for video resumes, instead of CVs
#10I hope that's not designed for the programming jobs -- because for those, it'll totally select for the wrong thing. I have been conducting interviews, and they often start with me asking, "please tell me a few words about yourself". Some people fumble, and some have great prepared speech. Except in the extreme cases, the quality of introduction is rarely correlated with either interview or job success.
We're focused on early-stage startup jobs, so they're mainly sales & engineering roles. For them, it's really important to find a culture fit, because the environment they operate in is unstable and chaotic. So, their employees need some soft skills (combined with hard ones) to succeed in their roles
> sales & engineering roles
In the other comment you said sales & marketing roles.
You just saw a candidate's video. How do you "find a culture fit"? What do you look for?