Stats…

During the month of May, in the United States, 3 out of 4 internet users streamed video.

comScore reports - In total, nearly 132 million Americans viewed online streaming video in May. Google Sites also captured the largest streaming video audience with more than 64.9 million unique streamers, followed by Fox Interactive Media with 52.7 million and Yahoo! Sites with 35.0 million.

Stats and ramblings…

Is this the start of a global video phenomenon? Not the start, the United Kingdom and France have an even higher percentage of online video streaming, when compared to the United States.

Pure and simple, injecting video into your employment branding scheme will provide an entirely different dimension of messaging to perspective candidates, domestic or global. The statistics above, and below, demonstrate video as a widely accepted, mainstream communication, and branding vehicle for anyone willing to embrace it.

Go viral! Upload your video to Google, YouTube, or any appropriate video site allowing it to be shared for maximum exposure. Remember, in May, Google sites accounted for almost 50% of U.S. streamers online!

Last but not least, check out advertising programs which allow your employment branding video to have home page presence and more views.

Even more “stats and ramblings” supporting video:
- YouTube Killed the Radio Star
- Ganging up on YouTube
- Hitwise data supporting Video Gang Fight!

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According to the LA Times, companies in Second Life are working too hard and paying too much to reach too few visitors, compared to other traditional and more cost effective advertising mediums. End result, many companies are closing their doors in Second Life. The question is, will they return another day when the main business moves away from Second Life’s more risqué mainstream crowd?

A few weeks ago the LA Times published “Virtual marketers have second thoughts about Second Life” and Ian Schafer, chief executive of online marketing firm Deep Focus stated this about the Second Life population, “Their interests seem to tend toward the risque. Ian advises clients about entering virtual worlds, he recently toured Second Life. He started at the Aloft hotel and found it empty. He moved on to casinos, brothels and strip clubs, and they were packed. Schafer said he found in his research that “one of the most frequently purchased items in Second Life is….” Read the article for the risque ending

I truly believe Second Life is a step in the right direction, although it has not yet reached the maturation point necessary for solid everyday business, let alone recruiting. Companies should explore all possible avenues for advertising, branding, and recruiting by crunching case studies and hard data. Maybe someday soon the number of Second Life’s visitors will increase to the point of providing greater ROI and less “risqué” or should I say “risky” business adventures.

Stay Tuned……

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I’m sure you’ve heard about P. Diddy using YouTube to attract a new Personal Assistant. If you haven’t, Diddy has requested interested candidates upload their “video interview/resume” to YouTube with the proper tags. Personally I think Diddy’s video is well done and he’s successfully received over 500 candidate videos for FREE, so far.

Unfortunately, I don’t envision Corporate America following in the famous rappers footsteps, due to the high risk of possible discrimination cases when dealing with the visual nature of video. Today, hiring companies take great steps to ensure race and gender information is suppressed on every candidate, until chosen for interview, hence the unattractive nature of the video resume.

I do agree, video could possibly help the hiring process take a step forward, although “legally” it is in the hiring company’s best interest not to allow this new form of the resume into their system, building, or cross the corporate threshold.

How can a hiring company leverage video?
YouTube is currently being used as a valid recruiting and branding tool for companies to reach out to qualified candidates. Here are some practical examples of recruitment videos being uploaded to YouTube…

- Inside Google
- Cisco
- LAPD Series Vol 1, Vol 2, Vol 3
- LAPD Chief of Police
- LAPD LA Mayor
- United States Army
- United States Marines
- United States Air Force
- British Army
- Royal Navy
- Czech Army
and I thought I’d save the best for last!
- Become a Klingon?

Okay, so if the Klingon’s have recruitment videos on YouTube…

Seriously, what is your company waiting for?

Checkout San Francisco jobs at SanFranJobs.com.

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Last month, The American Institute for Full Employment’s President, John W. Courtney, published an article, providing a positive spin and some needed fresh air to AJB’s demise and JobCentral’s new role. Mr. Courtney also unveils keen insight into this shift with a clear concise writing style, devoid of the heavily laden regulation-speak we are all tired of reading around.

We appreciate the kind words and encouragement from Mr. Courtney. He is correct, this is just the start and DirectEmployers Association will continue working hard to achieve the labor market efficiency goals set forth by our Executive Committee, the States, and job seekers everywhere.

Remember, Rome was not built in a day, although I bet watching the build was quite amazing!

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Building a national labor exchange might not be “Rocket Science“, although it’s far from an easy task and does not happen overnight.

Last week I was lucky enough to spend some quality time with the Connecticut Department of Labor staff, as a consultant, helping with the transition from America’s Job Bank to the new JobCentral, National Labor Exchange. I was happy to hear about JobCentral’s immediate and extremely positive impact on “the long tail” of employers and job seekers in their market, not solely the Fortune 500. Unfortunately most “industry experts”, who are the outside of this science, cannot comprehend more than the web they know; since connecting with the tail is far more than providing slick technology or distribution services.

As I sat in meetings throughout the week, I recalled my early days of online recruiting at Online Career Center, and even later during the launch of Monster.com, when seekers weren’t so savvy and employers needed much more hand-holding. This new labor exchange effort is bringing a segment of workers and employers to the web that are NOT 2.0, and in more need of this tool than ultra-savvy Starbucks wielding corporate hipsters, like me.

Stories have been written, and will be written again, about how AJB is dearly missed and how Chicken Little was right, although as we move forward I believe we all need to remember that change and adversity bring out the best in all of us. Just remember the sky isn’t falling, it’s just approaching much faster due to this new labor exchange rocket ship built through continued collaboration of state workforce and companies nationwide, fueled by evolving labor market efficiencies and opportunity.

Hmmmm, maybe it is rocket science after all?

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