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Dubai / Emirates Business
For the first time in the region, dubizzle, the UAE’s leading classifieds platform, has launched a video job application feature allowing job seekers to submit their job applications via a video recording for free. The revolutionary new tool will reinvent the application process for candidates, whilst creating a fast and useful screening filter for recruiters.
With an average of 3.4 million visits to its jobs section each month, dubizzle’s new innovative tool streamlines the recruitment process by allowing job seekers to record a 10-second to two-minute video job application directly onto the platform.
“Our jobs section receives huge volumes of traffic and we continuously work to enhance the user experience. Through adding new features such as video job application, we aim to make it easier for recruiters to screen candidates faster and fill vacancies more efficiently, as well as provide job seekers a platform to showcase their competitive advantage in a way they cannot do on any other job platform,†said Mireia Mujika, Product Manager dubizzle Jobs.
Using the new feature, job seekers can apply to job ads on dubizzle by recording a video application directly on the specific job ad page that they are viewing. The video is automatically sent through to the recruiter with their job application once they are satisfied with the take. The feature is free and easy to use, without the complications of having to use a separate program to record and upload the video. dubizzle has simplified the process further by allowing candidates to reuse or re-record a video job application for other jobs that they may be interested in applying for during their search on the site.
“Through the new tool, recruiters will see a small video symbol next to the candidate’s application on their dubizzle jobs dashboard. These will be positioned on the top of the pile of applicants who have sent through their CVs, immediately giving the applicant with a video CV a competitive advantage over others, and allowing recruiters to focus on screening out unsuitable applicants and scheduling interviews with candidates that are better matched for the role they are advertising,†added Mujika.