Get a job in 10 seconds or less


This brand innovation serves the dual purpose of brand activation and job application in the exact same simplified process. It is a Snapchat filter that lets people put on a virtual McDonald’s hat and name tag. Then, they can record a 10-second video talking about themselves and send it to McDonald’s. While this is not a full job application process, it is a recruiting system as other stages or phases have to be undergone.

I remember being nervous for my first job interview, reading and studying with the torchlight of my phone and almost having a nervous breakdown and skipping breakfast. I hate pressure, and that is all one-on-one interviews do to me. So, while this might be a fun way to conduct an interview, this interview should be restricted to some job positions, I can't take a bank's branch manager seriously if he has filters on his head. 

It certainly won’t replace a thorough face-to-face interview, but we’ll obviously take it into account. We’re looking for that positivity, bubbly personality, someone we think would be good in a customer service role. Based on what my daughter sends to her friends, you do get a bit of a glimpse [from a 10-second video].
— Shaun Ruming, McDonald’s Australia COO

This is not to benchmark the beauty, comfort and creativity/customer insight that has its hands wrapped around this innovation; I am just saying it has the potential of replacing the most common one-on-one interviews, and is that what we want?, now of course millennials would whole-heartedly subscribe to this future of work strategy, but would brands follow this path? Because what this does is rule out the chance to nail a great physical first impression; not also do you have just 10 seconds to sell yourself, you have the task of getting proper lighting and silencing environmental noise. Having established that this is a welcoming idea although we think it will be eventually welcomed but with a bit of hesitation at first. According to Coburgbanks, here are the advantages and disadvantages of video interviews:

//It’s quicker than a face-to-face interview.
//It’s cheaper than a face-to-face interview.
//It’s less effort for you and the candidate.
// You can reach long-distance candidates.
//You can cull weaker candidates right at the start of the process.
//You’ll be able to tell if they’re focused (or just reading from notes).

//The video call could be interrupted (bad signal, connection, background noise).
//You’ll find it difficult to read the candidate’s body language.
//You might have to schedule it outside of working hours (if their employers don’t know).
//It’s difficult to build rapport via a video chat.
//You have to look professional and focused (unlike via the telephone).

In conclusion, I would reiterate and say that before jumping on this innovation train, make sure it aligns with your industry. Are you a brand manager would you adopt this style of interview? Are you a job seeker, do you think this is a feasible means of recruiting?