2. V.I.D.E.O. (Video-CV to Increase and Develop Employment Opportunities) LLP-LDV-TOI-08-IT-456

3. 2 nd Transnational workshop Thessaloniki 11th December 2009

4. Video CVs and outcomes of the focus group in Germany

5. Sample video CVs

6. Outcomes of the focus group

7. General evaluation of the video-CVs realised Very professional sample videos Videos generally regarded as positive Individuality of applicants was shown Lenght, structure and content in general sufficient

8. General evaluation of the video-CVs realised Time consuming for employers to watch numerous web portals Videos too professional- less authentic than self made videos Lack of evidence of formal qualifications Video application only as a supplement, not a substitution for written application

9. Opinion about the tripartite structure Structure and content (Who am I? What can I do? My future/ my future workplace) sufficient BUT… „Hard facts“ (training dates, formal qualifications) missing  additional information (written CV also on website or parallel with video)

10. Concerns and worries about a web-based platform or CD application Access to Internet by Small and Medium enterprises in rural area (Schleswig-Holstein) not always available (CD application more suitable) Rejection of web-platform/portal (too much work for update and follow up) Large enterprises block their systems to prevent them from reading external data (CD, USB connection) Acceptance of this tool by employers not certain

11. Authenticity of applicants Videos are too professional: jobseekers better portrayed as they are Videos show applicants‘ craftmanship very well BUT also necessary to mention jobseeker‘s weakness to avoid disappointment during personal interview Suggestion: No professional coaching of applicants

12. Envisaged problems when producing a video CV Lack of suitable applicants who are interested in beeing filmed (fear of stigmatisation, camera-shy)  Data protection aspects very important (protection of personal rights, NO open acces?) Cost factor for professional CVs to high  Teamformation out of training course participants from further education measures

13. Instructions for video CV production Handbook should only be conceived as a guideline, should not be too rigid NOT a uniform standard but space for own ideas (although keeping the tripartite structure: Who am I? What can I do? My future/my future workplace) Technical equipment should be in responsibility of team (variation according to location: inside/outside)

14. Video CV as an adequate way of reconciling supply and demand on the labour market? Only a comprehensive survey amongst employers can give an answer  acceptence of the tool by employers General doubt about acceptence of the tool by employers in Schleswig-Holstein Applicants in handicrafts follow different selection procedure (personal interview, period of probation in company)  discussion about appropriate target group for video-CVs

15. Questions?

16. Thank you