Archives For February 2014

Love hearts

Article by Rupert Sellers

It’s Valentine’s Day. Romance is in the air …with a computer.

Romcom Golden Globe Winner “Her” the movie is out today in UK cinemas. It gives a fascinating insight on how our relationship with technology might progress in the near future. This film boldly states that ultimately life is about relationships, and not much will really change. Technology will discretely enable those relationships.

Technology shouldn’t feel like technology

In this futuristic movie, or ‘slight future’ as Spike Jonze the director calls it, there’s technology everywhere but most of it is invisible and blends into people’s everyday lives without being the centre of attention.

Technology is shown as more people-centric. It’s not there to dazzle with gimmicks; instead it’s more behind the scenes in a constant supporting capacity.

It’s very much how I see Compact Interview. As a video interviewing service working closely with the HR community, this technology is not meant to dazzle. It’s there to support our clients with their recruitment process. On the face of it, talking to a camera to record a video interview might seem impersonal, but this quick and easy form of showcasing candidates to employers is much more effective than relying on the traditional CV during the screening stage.

We are passionate about relationships with our clients and ensuring that their candidates are engaged and have a good experience in their recruitment journey. All too often, candidates are judged by the content of their CV and if the keywords being searched for don’t appear, it’s the end of the road.

In my 12 years of recruitment I have met a number of great candidates who have applied for jobs and been rejected unfairly at this first hurdle. Fortunately, many of these same candidates have gone on to secure great jobs with other employers soon after the disappointing experience.

Adoption of video interviewing technology might take time for some employers, but it’s inevitable that this will be mainstream in the ‘slight future’. The good news is that this screening tool is available right now and many employers have embraced this technology, reaping the benefits of the the time and cost saved to fill their vacancies.

speed

Article by Rupert Sellers

Nobody doubts that technology has had a huge impact on our lives. It speeds up processes and it has transformed the way we gather information and communicate with one another.

It’s staggering how the pace of technological innovations is escalating, but some of the more recent product releases lack purpose and value to the user.

Firstly, let’s look at some key milestones over the last 50 years starting with the desktop PC:

50 years ago: It’s 1964 and the first desktop personal computer is launched by Olivetti

40 years ago: Video games led by Atari become widely available to the general public

30 years ago: Apple’s Mac computer launches in 1984; Microsoft launches Windows shortly after

20 years ago: The internet is gathering pace – There are 623 websites at the start of 1994. Today there are nearly 1 billion websites

15 years ago: The founders of newly launched Google move from a friend’s garage to nearby offices. The business is taking off…

10 years ago: In 2004, a new social network called Facebook is launched. It follows LinkedIn and MySpace which launched the previous year

5 years ago: The world goes App mad… Twitter goes mainstream… Android phones go mainstream… 

…While Apple’s iPad is yet to launch.

As sales of tablets overtake PCs, it’s amazing to think that the iPad was actually launched less than 4 years ago.

With revolutionary products such as Google Glass expected to launch before the end of this year, nothing seems impossible. But technology needs to be useful, relevant and straightforward.

Tech geeks need to ensure they don’t create things just because they can. Take the latest smartphones, they’re packed full of features but many of these can be confusing, leaving users with a complicated experience.

Samsung’s Galaxy S4 phone has been criticised for having bloated software and just too many gimmicks.

Yes, you can scroll through pages using eye movement, and move pages with ‘air gesture’ without touching the screen. Pretty amazing stuff, but do they provide any value for consumers? It would seem not, as these features are likely to be removed when the new model is released.

The following incident from a CIPD blogger illustrates how our ability to use technology can fall short of matching the opportunities it offers.  Although he’s a big fan of technology generally, he came unstuck in a recent panel discussion on the subject of social media. He used his iPad for his discussion points but incoming emails kept appearing on his screen in front of his notes, completely obscuring what he’d intended to say next. Read the full story here.

As for video interviewing, this screening tool started to build momentum in the US about 5 years ago and it’s now really taking off in the UK and internationally.

Video interviewing is a great concept and it’s an effective way to screen candidates, but it only works well if the system has been designed to provide a good candidate experience. Like smartphones or any other tech tool it needs to be intuitive, uncomplicated and void of gimmicks.

Those that develop technology need to ensure their users can embrace it.

 

Kevin-Pietersen - small

If an individual has a track record for outstanding achievement and contribution to a company’s success, but also has a track record for disruptive behavior, would you hire such a person?

The England Cricket Board (ECB) is currently in turmoil, having just fired Kevin Pietersen, arguably England’s best cricketer – See Telegraph detail.

We don’t yet know the reason, but it’s almost certainly due to this cricketer’s fractious behavior and the disharmony he caused amongst his team.

Was this maverick a divisive empire builder? Was he late for team meetings? Was he rude to the captain? Maybe, but he was also England’s best performer on the cricket pitch.

This is a common scenario within the business community. Would you run the risk and employ a high-performance maverick in your organisation, or would you settle for a more conventional, but less outstanding person?