2. V.I.D.E.O. Video-cv to Increase and Develop Employment Opportunities OUTCOMES OF THE PRELIMINARY ANALYSIS MADE THROUGH QUESTIONNAIRES Irene Salerno, Federica D’Armini First Transnational Workshop Rome, 18-19 March 2009

3. THE PRELIMINARY ANALYSIS ON THE EXPERIENCES REALISED Dear Collegues, Before starting to create the samples of Video Curriculum, we need to point out an integrated Model both for the creation of Video Cvs, and for the on-field analysis that we are going to do in the next months. In this framework, the first step is the preliminary analysis of the experiences already realised by the V.I.D.EO. Partners in creating Video-Cv tool, therefore on: 1. The experience and the course of 120 hours realised by the City of Rome for the creation of Video CVs; 2. The experience realised by ARGE PLÖN for the creation of Video Curricula for a target of long-term unemployed over 45 people; 3.Tools and methods tested and created by IEKEP e Polydinamo, concerning the creation of scripts and interview simulations aimed at realising Video CVs.

4. MAIN POINT OF STENGHTS AND WEAKNESS OF THE EXPERIENCES AND TOOLS REALISED STRENGHTSWEAKNESSES Possibility to consider users/job seekers as resources rather than as “needy” people Through the experiences realised so far, is not possible to state the effectiveness of the Video CV in terms of finding a job or supporting the matching of job demand-supply (IMPACT). Possibility to show and valorise applicants’ practical skills difficult to be valorised by use of writing and descriptions (CV). Creating a Video Cv is a time consuming procedure that implies organisational and management conditions and aspects. The Video CV can be regarded as a positive, self-empowering procedure for the individual The video CV could be of difficult use with a target of long-term unemployed people, for example, for those people needing to find a job in a very short time (This is the specific case of the clients of the Centres for Vocational Guidance in Rome).

5. MAIN POINT OF STENGHTS AND WEAKNESS OF THE EXPERIENCES AND TOOLS REALISED STRENGHTSWEAKNESSES The Video CV familiarises job seekers and operators to the use of new technologies. The Video CV creation implies the development of applicants and operators’ specific skills (e.g. communicational and technological, counselling, organisational, etc.). High interest in this tool from educational, training and social institutions.

6. OPPORTUNITIES AND THREATS OPPORTUNITIES (best condition of use)THREATS The permanent “advertising” of the video CV tool (implying local networking). The experiences realised do not allow to clearly state if there is a real appreciation of the Video CV tool by the Enterprises, therefore if the Video CV tool can really help the matching between job demand and supply; The realisation of a matching job demand-supply software. Web Platform for the matching of the job demand-supply with links to other professional, educational and social websites. The experiences already realised highlight problems in matching job demand and supply. Clear job search and vacancy cluster must be defined according to economic, commercial or technical area, health and social occupation. Applicants should not be picked out and publicized at random, but according to qualification/suitability and motivational aspects, as well as considering mobility opportunities.

7. OPPORTUNITIES AND THREATS OPPORTUNITIES (best condition of use)THREATS A strong dissemination activity, which is of capital importance for the success of the initiative ; Selection of the right target: the Video CV can be considered a very useful tool, but it might not be suitable for all target groups. The presentation of the applicants can be improved so as not to be too stiff and stilted. It is necessary to select with applicants the relevant information to be showed since the video should give an exhaustive impression of what one is able to do and can offer. It is important to show applicants at work, at home, making something that can describe competences and capabilities held. Attention has to be paid to the low management skills of the local entrepreneurships (lack in the exploitation of the employees skills).

8. OPPORTUNITIES AND THREATS OPPORTUNITIES (best condition of use)THREATS Development of technical, communication and organisation competences by operators. Empowering the clients and supporting their personal and vocational development through the exploration of their interests, skills and personal characteristics are crucial aspects for achieving successful outcomes. The experts should have a clear understanding of the different types of learning (FORMAL, INFORMAL, NON FORMAL) and know how to valorise them. They have to be aware of the tendency of people to depreciate skills and knowledge acquired outside typical and official learning contexts. Development and empowerment of communication competences by applicants. Technical competences required on the operators’ side include the ability to handle a digital video camera and the use of softwares necessary to the processing of the material recorded and to the Video CV creation.

9. SPECIAL REMARKS AND POINTS FOR DISCUSSION WEAKNESSESSPECIAL REMARKS AND POINTS FOR DISCUSSION Through the experiences realised so far, it is not possible to state the effectiveness of the Video CV in terms of finding a job or supporting the matching of job demand- supply (IMPACT). Is there anything you whish to add? Creating a Video Cv is a time consuming procedure that implies organisational and management conditions and aspects. Is there something in your experience that can be underlined and considered to overcome this problem and help organisations? The video CV could be of difficult use with a target of long-term unemployed people or for people needing to find a job in a very short time. It could be possible to verify – through a field analysis - the proper target in each country and the feasibility of the Video CV tool, for the target concerned. Do you agree?