#videointerview

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STAR TREK: STRANGE NEW WORLDS - VIDEO INTERVIEW - EXTRA TV: Rebecca Romijn Says ‘Star Trek: Strange New World’ Season 3 Is ‘Craziest’ (Exclusive)

Courtesy of You Tube and Extra TV:

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What's the Difference Between the Big 5, the Enneagram, and MBTI?

People often ask us why we based our AI-powered personality and communication analysis on the Big 5 Model instead of other methods, such as Enneagram, and MBTI. Accordingly, we will give you a summary of these common assessment methods and talk about their differences and connections.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. It's commonly used as a pre-employment assessment---and as a basis for other personality systems. The Enneagram and the Myers-Briggs pull from the science-based Big Five.

What Is the Enneagram?

The Enneagram consists of nine main, overarching types that interact with each other in unique ways. Another feature of the Enneagram is that it has “wings,” which highlights a few other dimensions of personality. A person’s wing illustrates their secondary Enneagram type. It’s common for a person to exhibit traits of another Enneagram type.

What is MBTI?

The Myers-Briggs Type Indicator (MBTI) has 4 dimensions that reveals how an individual gathers information and makes decisions. The 4 dimensions can come in 16 different combinations, ultimately creating 16 different types of personalities.

The 8 Functions

Extraverted Thinking (Te)/ Introverted Thinking (Ti)

Extraverted Feeling (Fe)/ Introverted Feeling (Fi)

Extraverted Intuition (Ne)/ Introverted Intuition (Ni)

Extraverted Sensing (Se)/ Introverted Sensing (Si)

The Big Five Personality Traits (or OCEAN) is a result of researched trait theory. Personality is one of the most complex areas to understand. After decades, researches narrowed down personality into 5 main characteristics. 

How Does the Big 5 Differ from MBTI and Enneagram?

Most significantly, the MBTI and Enneagram give a personality type—rather than a personality trait. The Big Five are individual characteristics that can be placed high or low. Given the Big 5 is a science-wide consensus, psychologists use traits versus types to talk about personality. Because personality is characterized as a collection of traits, it’s especially valuable to workplace items like pre-employment assessments. Type descriptions, used in MBTI and Enneagram, do have some correlations with the Big 5. How scientific these correlations may be up for debate, but MBTI and Enneagram do pull from the Big 5. These systems share similarities. 

Big 5 Model

1. Openness to experience

2. Conscientiousness

3. Extraversion

4. Agreeableness

5. Neuroticism

The Big 5 theory stems from the lexicon of adjectives used to describe a person. They assumed traits are basically adjectives or short, descriptive phrases. Therefore the early practice of what would be personality research involved thumbing through the dictionary. Yes, really. The whole theory is rooted in the idea that individual differences that are socially relevant would naturally arise in their language. The more common the word becomes, the greater the likelihood that a significant difference is summarized in a single world.

The scientific community regards the Big Five as the only scientific consensus in personality psychology.

  Defining the Big 5

Openness to experience

Think of those people who have a willingness to try new activities or who are open to unconventional, new ideas. This dimension expressed in the willingness to try out the unknown.Traveling to new places and visiting new cultures are a few indicators of a person more “open”. Those who have low levels are generally skeptical about the unknown and questioning the status quo.

Conscientiousness

This personality trait found in the Five Factor Personality Model examines impulse control. Individuals who are more conscientious on this particular facet of the personality scale are able to control impulse. They’re the classmates who tend to organize their class assignments by color; the co-workers who use a desk calendar in addition to their online calendar and journal calendar.

Extraversion-Introversion

This dimension refers to how people gain their energy. Extroverts to gain energy from activities and people. Introverts prefer the world of ideas and internal thoughts. Extroverts possess the special ability to advance projects quickly. Introvert’s special skills include picking up the moving dynamics of a particular situation.

Agreeableness

Agreeable individuals take a rather maternal and a more cooperative approach to situations. They care deeply about people, more so than themselves. They are far more likely to consider and incorporate the feelings of others in decisions. Those who score low in agreeableness are viewed as “competitive”.

Neuroticism

Neuroticism refers to the emotional stability a person has. If they tend to be emotionally stable ---meaning their moods tend to stay pretty constant--- they would be termed as “low neuroticism”. If their moods and feelings fluctuate over a period of time, they are labeled with “high neuroticism”.

The Big 5, the Enneagram, and the MBTI share similarities. The biggest distinction is that the personality type tests pull from the research-based Big 5 model. Here you find out more about the foundations of the Big 5 model and how it is used by professionals around the globe.

  What Really Counts: Self-Assessment vs. Observer-Ratings

More important than the differentiating between Big 5, Enneagram, and MBTI is the way in which they are measured. Personality tests can be based on self-assessments and on observer ratings.  Self-reporting concentrates on how an individual measures their own internal dynamics. Observer ratings focus on how a peer or a neutral observer perceives the personality of an individual.

Self-reporting and observer ratings do not provide redundant information, but actually capture complementary aspects of an individual’s personality. One explanation of the self-and-observer difference in personality evaluation is that observer evaluation is more shaped social behaviour and thus formed by how others perceive an individual. Conversely,personality self-ratings are comparatively more shaped by own feelings and motives.

If self-reporting and observer ratings are not necessarily measuring the same aspects of personality, which measurement method is more relevantin the workplace? In short, it depends on the question. In a workplace context, such as hiring and recruitment, it turns out observer ratings have an incremental predictive validity over self-reporting. For example, Mount et al. (1994) examined whether observer ratings from supervisors, co-workers, or customers could predict performance; they found that Conscientiousness and Extraversion assessed externally (e.g., supervisor) were valid predictors for job performance. Self-assessments usually do not offer the same predictive accuracy.

  AI-based Observer Ratings - Faster and Less Biased

In the past, observer-based personality tests required human observers. Accordingly they occured high costs and were prone to biases. Nowadays, more and more organizations rely on AI-based observer ratings to solve these issues. Retorio has developed neuronal networks that analyze human behavior in short video interviews or digital training simulations within seconds, free of bias.

Companies like BMW (Case Study), Happycar (Case Study), or Lufthansa use Retorio to gain faster and deeper insights into their talent pool. Retorio's machine learning algorithms support HR departments and executives around the world.

LEARN WHAT MAKES ELON MUSK, ELON MUSK?

Retorio is a video-based behavioral assessment powered by AI. It uses facial expression, language, gesture, and voice to create a Big 5 Personality profile.

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STAR TREK: THE ORIGINAL SERIES - YOU TUBE VIDEO: KATEE SACKHOFF SHOW - GEORGE TAKEI INTERVIEW

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Why You Should Include Video in Your Job Application

By Mark Fiebert Key Takeaways - Video enhances first impressions: A well-crafted video showcases personality, professionalism, and communication skills better than a traditional resume. - Screening becomes more efficient: Recruiters can quickly assess candidate fit by reviewing short videos before scheduling interviews. - Collaborative hiring is simplified: Video submissions allow multiple team members to evaluate candidates and reduce bias during the selection process. - Tech tools boost quality: Using modern video editing software ensures polished, clear presentations that reflect digital competence and effort. - Soft skills become visible: Videos give candidates a platform to highlight emotional intelligence, enthusiasm, and authenticity—key factors in hiring decisions. Organizations today register very high numbers of applicants whenever there is an advertised vacant position, thanks to the high number of job seekers. Until recently, companies employed written communication to establish a dialogue with the applicants. With luck, you could end up with a personal interview where the organization can get a better picture of the candidate beyond the CV.  Visual interaction enables you to demonstrate more aspects of your personality and abilities than could be captured on paper. Unlike standard resumes, videos allow hiring managers to better screen applicants by analyzing their personality, creativity, and presentation skills. You can use technology to help get an audience with recruiters. Video editing software will help you get the best video presentation to win the recruiters' hearts. See below why you should include a video in your job application.  The Overall View Resume screening emphasizes educational background and professional experience. Unfortunately, this is limiting, as it does not convey the candidate's personality or whether they can fit well culturally within the company. Many applicants pray for a chance to reach the interview stage and showcase their skills. Personal interviews open the door to an exchange that can benefit both the applicant and the recruiter. It is impossible to get a 360-degree view of a job seeker solely based on the cover letter and resume. With video, you can comfortably present your more authentic side. Using videos in the recruitment process allows recruiters to look beyond your credentials and know you at a deeper level, which is impossible to do from only the cover letter and resume. Also, videos allow you to appear before the recruiters, giving you a higher chance to present yourself and convince the hiring team.  More Effective Screening According to most recruiters, screening CVs and cover letters is tedious and time-consuming. Videos help to identify the best-fitting candidates more efficiently. Pictures are indeed worth a thousand words as they offer more substantial clues.  With a video presentation, you can effectively convince recruiters. You have a chance to present your character and educational level. Video allows hiring managers to see your oral communication and language skills, which are impossible to assess in written resumes. When doing a video for a job application, present some of your hidden gems, like your sense of humor and oratory skills that a resume cannot capture.  Collaborative Hiring Team members participate in the screening process more effectively with the video, as the recorded content allows recruiters to review submissions at their convenience and comfort. More decision-makers can review the video and participate in the decision-making process.  When multiple team members participate in the early stages of the hiring process, they will gain a broader understanding of applicants' cultural fit within the organization. Another advantage of having more members participate in the hiring process is that it limits the unconscious bias in the recruitment process.  Collaborative hiring opens up transparency which reduces the risk of prejudice. This allows you a fair opportunity to contest for the open position, free from discrimination. Showcase Personality Beyond the Resume Traditional resumes often fail to capture the essence of who you are as a person and professional. A video application bridges this gap by showcasing your enthusiasm, communication style, and authenticity. It gives recruiters the chance to see how you carry yourself, react under pressure, and articulate your thoughts—traits that are rarely evident on paper. This personal touch helps differentiate you from other applicants who rely solely on text-based documents. Strengthen First Impressions with Visual Presentation Video applications give job seekers a valuable opportunity to make a strong first impression, especially when competing in crowded applicant pools. A well-prepared video shows initiative, confidence, and creativity—key attributes recruiters notice early. You control the environment, tone, and message, allowing you to present your best self. Whether it's a confident smile or clear articulation of your value, these details can be the deciding factor in moving your application forward. - Dress professionally: Treat the video as a formal interview to project credibility and confidence. - Script your message: Plan talking points to avoid rambling and ensure you cover key qualifications. - Use proper lighting: A well-lit space enhances video quality and keeps the focus on you. - Keep it concise: Aim for 60–90 seconds to maintain attention and deliver a focused message. Improve Screening Efficiency for Employers Recruiters face the challenge of reviewing hundreds of resumes for every open role. Videos help streamline the process by revealing candidate strengths early in the funnel. Hiring teams can quickly assess communication skills, professionalism, and culture fit without scheduling initial interviews. This saves time while improving the accuracy of shortlisting efforts—an efficient and scalable solution for modern recruitment practices. Encourage Collaborative Decision-Making Video applications make it easier for hiring teams to work together in selecting the right candidate. Because videos can be shared and rewatched, team members can review submissions asynchronously and offer more objective input. This collaborative approach increases fairness and allows diverse perspectives to shape hiring outcomes. It also helps minimize bias and ensures that a well-rounded evaluation process is in place for each applicant. - Enable flexible review: Team members can assess applications on their own schedules. - Reduce bias: Group evaluations help avoid decisions based on a single viewpoint. - Strengthen cultural fit: Multiple perspectives help identify candidates who align with company values. - Foster transparency: Sharing feedback openly improves accountability and hiring quality. Leverage Technology to Enhance Delivery Modern video editing tools allow applicants to refine their submissions for maximum impact. With minimal investment, candidates can add captions, transitions, or visual cues that improve clarity and professionalism. Using these tools doesn’t require advanced technical skills—many platforms are user-friendly and intuitive. Investing time in producing a polished video reflects positively on your attention to detail and digital literacy, qualities that are increasingly valuable in today’s job market. Gain a Competitive Edge in the Application Process A compelling video presentation can elevate your application and help you stand out in a saturated job market. It offers a dynamic format to demonstrate soft skills like empathy, leadership, and enthusiasm that are otherwise hard to convey. When used strategically, video applications become a powerful asset that aligns with the modern hiring process. By putting a face and voice to your achievements, you create a lasting impression that’s hard to ignore. - Showcase soft skills: Highlight emotional intelligence and leadership qualities in action. - Demonstrate creativity: Use unique visuals or storytelling techniques to stand out. - Highlight adaptability: Express your ability to thrive in fast-paced, tech-driven environments. - Build employer trust: Show transparency and authenticity that helps establish early rapport. Next Steps - Plan your message: Outline key points such as your background, skills, and career goals before recording your video to stay focused and professional. - Choose the right tools: Use reliable video editing platforms to enhance quality with proper lighting, transitions, and clear audio for better viewer engagement. - Practice delivery: Rehearse your script to ensure confident, natural speech that reflects your personality without sounding overly scripted. - Seek feedback: Share a draft version of your video with a trusted friend or mentor to get constructive feedback before submitting it to employers. - Upload strategically: Include the video link in your resume or LinkedIn profile and tailor it for each role you apply to for maximum impact. Final Words A video presentation allows you to share more information with your recruiter during the pre-selection phase. You get a chance to show your human side using emotions, tone, and other expressions.  In a few minutes, you get to put your voice, face, and energy into your CV, allowing you to show your communication skills and highlight the most relevant factors. It is impossible to demonstrate most of the soft skills in writing.  Using the video presentation opportunity well to show your strengths can give you a competitive advantage over other candidates. Additional Resources Read the full article

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StreetSpeak AI The Realistic Street Style Interview Videos

Credit to: Armin Hamidian Instead of filming real people or writing scripts, you enter a keyword, topic, or offer. StreetSpeak AI then automatically generates a complete street interview, including…

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Meet Team Jobma at the NMSDC Conference 2025 | See What’s New on Our Platform

Team Jobma is heading to the NMSDC Conference 2025, and we’re excited to connect with HR leaders, staffing experts, and talent acquisition professionals from around the world.

If you’re attending, don’t forget to stop by Booth #534. Our team will be showcasing Jobma’s latest updates, giving live product demos, and walking you through how organizations use video interviewing to hire faster and more effectively.

Whether you’re exploring new hiring tech or looking to upgrade your recruitment workflow, we’d love to meet you.

See you at NMSDC!

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Hiring Terms Every Recruiter Should Know | Ghosting, Zombie Applicants & Phantom Hiring Explained

Ever been ghosted by a candidate? Met a zombie applicant who won’t go away? Or stumbled on a phantom job posting that never gets filled?

In this week’s Hiring Terminology Simplified, we’re breaking down some spooky HR vocabulary every recruiter should know.

Quick Glossary:

Ghosting: When a candidate or recruiter suddenly disappears from the hiring process.

Zombie Applicants: Candidates who accept another offer but continue interviewing anyway.

Phantom Hiring: Job postings for roles an employer has no intention of filling.

If you’re tired of haunted hiring moments, follow Jobma for more simplified HR terms, smarter hiring tips, and recruiter-friendly insights.

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What Candidates Have to Say About Jobma | User Review

One-way video interviews don’t have to be intimidating - especially if it’s your first time. In fact, many candidates find the experience much easier and far more flexible than traditional screening methods.

Check out what this candidate had to say after completing his first-ever one-way interview on Jobma, giving it a full 5-star rating.

Jobma’s one-way video interviews are designed with candidates in mind. You can:

Record answers anytime, anywhere

Avoid scheduling delays and travel requirements

Take your time and re-record until you’re confident

Present your best self comfortably and authentically

Your first impression matters, and flexibility helps you shine. If you're preparing for a video interview or exploring modern hiring tools, this testimonial shows just how easy the process can feel.

If you’re a recruiter looking to enhance candidate experience with a modern video interviewing platform, book a demo at jobma.com.