2. Presented by Adam Peterson CEO, Vipe Inc March 8, 2010 Recruiting Firm Owner Summit What Works and What Doesn’t When Using Video in Recruiting

3. 1.Your ability to convince a client to work with your organization 2.Your ability to filter through the statistically high number of “B” and “C” players who have been laid off 3.Your ability to match a candidate with a job order What your value proposition IS: Your ability to influence the hiring process Define Your Value Proposition

4. Why Should I Consider Video? Although the web provides access to a broad audience, there is a significant sacrifice in the effectiveness of communicating via the web  7% - Words  38% - Tone of Voice  55% - Body Language Components of Effective Communication Effectiveness Sacrifice

5. Source: Comscore May 2009 78% of the total U.S. Internet audience views online video each month 63% of video users are over the age of 35 Online video consumption tripled in 2009 “Why Recruiting Has to Go Video - Video is rapidly becoming core to recruiting success. Organizations that do not start to build video into every aspect of talent acquisition will find that they are at a competitive disadvantage, especially with college students and younger experienced hires. This is the age of video and we all need to learn to use it better.” Kevin Wheeler, August 14 th, 2009 ERE.net Who Else is Using Video?

6. Video Messaging Short 30-second video introductions Your standard process is maintained Industry specific turnkey solution Continual product upgrades Specialize in video deliverability Video Messaging Do It Yourself Approach  Best practices learning curve  Bandwidth and storage issues  Product maintenance  Video deliverability Do It Yourself Approach YouTube / Sharing Sites  Branding concerns  Little management and privacy capabilities  Generic technology  Video deliverability YouTube / Sharing Sites Video Resumes / Interviews  Historically have not caught on  Long videos  Large file attachments  Not designed to scale Video Resumes / Interviews What Type of Video is Most Effective?

7. Science Behind Video Messaging Professor Frank Bernieri University of Toledo “…twenty-minute interviews in which the interviewers were asked to rate each candidate on attributes such as ambition, intelligence, and competence. Then a group of observers was asked to watch video footage of just the first fifteen seconds of each interview. The results showed that the observers' first impressions in fifteen seconds almost paralleled the impressions of the interviewers.*” *As quoted by Alan and Barbara Pease in The Definitive Book of Body Language 20 minute interviews Interviewers 15 second videos Observers Nearly identical Results

8. How Can I Use Video in Recruiting? Land more job orders Marketing videos, thank you videos, follow up videos, prospecting videos, signature videos, video testimonials Place more candidates Submit short, 30 second videos to employers to provide more information and make their decision easier Recruiting Sales Operations

9. How Can I Use Video in Recruiting? Leverage your candidates Engage your candidates and employees through contests to drive referrals Increase average hours worked per employee Advertise contests if they work 40 hours, incentivize referrals, congratulate new jobs Recruiting Sales Operations

10. How Can I Use Video in Recruiting? Add efficiency to your operations Automate training, distribute information, send out seasonal updates, and provide payroll reminders. Recruiting Sales Operations

11. Get a Video Testimonial Today! What's the difference between sales trump and Donald Trump? “The best example of sales trump is a video testimonial. “ Jeffrey Gitomer Action Item Write down one customer that might do a video testimonial for you and a 1 sentence game plan to get them to do it. Create and Use a Video at least ONCE within the next MONTH Action Item Write down one customer that might do a video testimonial for you and a 1 sentence game plan to get them to do it. Create and Use a Video at least ONCE within the next MONTH

12. Any Questions? (Bueller?)

13. What about Discrimination? 1.EEOC website post 2.Candidate’s rights significantly change after an offer letter given 3.One Fortune 500 company and two national staffing companies already using and benefitting