As my high school calculus professor proclaimed when asked why we weren’t allowed to use calculators, “They just help you get the wrong answer faster.” Often in recruiting, the results aren’t even that impressive. The costs of bad hires and prolonged position vacancies represent ever present challenges to the recruiter in 2016, much as they did in 1997. The battles continue.
In this guide, we’ll show you what digital interviewing does, and how it can add significant efficiencies and advantages to your hiring process.
For live interviews, the benefit is primarily in saving costs of in-person meetings, while still presenting the candidate in a live setting, maintaining the human element in the interview process. If you are constantly reimbursing candidates for travel, parking, and other expenses, the cost savings can be significant.
Again, the above are significant efficiency gains which do not come at the expense of sound judgment. Video interviewing does cut days out of the time-to-hire metric as well as saves busy recruiters hundreds of hours per year.
Candidates are largely interested in understanding your corporate culture, values, and mission. Millennials place more value on understanding this than prior generations, with 60% seeking a sense of purpose from prospective employers. They’re also interested in the employer’s impact on society, how innovative the company is, and a clearly defined corporate mission (Deloitte: The 2015 Deloitte Millennial Survey).
Many companies have implemented an employer branding strategy, beefing up the traditional “careers” pages by using it to build a community of current and potential employees, highlighting corporate values and missions, allowing employees to promote the work environment, and giving candidates a bit better insight into working there.
So how can digital interviewing help employer branding efforts? First, it frees up valuable time for companies struggling to fit employer branding initiatives into their schedule.
Video interviewing also allows the corporate brand to be carried entirely through the hiring process, offering opportunities to communicate the employer’s brand at the most granular level – the particular position itself. Even the best social media effort and corporate career site may not have specifics related to that particular position.
Carrying the employer brand through the interview is very difficult to accomplish with traditional phone screening interviews and is time consuming to do in live interviews. Consider a screening interview where all candidates are presented with enthusiastic, relevant messaging – perhaps from the CEO or their potential immediate manager, describing how that position will provide value and support the corporate vision and mission. Imagine a video introducing candidates to their potential teammates, or recorded testimonials from successful employees describing how they’ve been able to grow with the company, or a video showing candidates some cutting edge technology with which they will work. And with video, this can be accomplished and communicated more efficiently or even in addition to later rounds of in-person interviews.
Your top candidates are interested in how they will fit in and contribute, seeking a sense of purpose. Video interviewing allows you to communicate that to them in an efficient, convenient manner.
The main complaint is the lack of communication after applying, and while this falls squarely in the realm of ATS functionality, video interviewing platforms are starting to incorporate more candidate communications into the workflow.
Suffice it to say, anything that can be done to improve the candidate experience will reflect positively on an employer’s brand. Video interviewing contributes to this effort in several ways:
For positions requiring specific skills or experience levels, more active approaches to sourcing candidates can make sense, and may even be critical to filling the position.
Video interviewing frees up recruiters’ time to pursue other sourcing methods, allowing time for building referral channels, networking and searching for passive candidates. In addition to increasing the quality of hires, it can often compound into additional time savings for recruiters.
Even for positions where generating larger candidate pools makes sense, video interviewing still frees up time to build a more thorough filtering process and conduct more in-depth reviews.
ERE’s State of Talent Acquisition Survey 2016 found that while many recruiting teams rated themselves grades of A to B-, hiring managers rated the same teams a C-, with the top two concerns being quality of hire and speed to hire.
Video interviewing helps correct this disconnect by allowing recruiters to develop a closer relationship with their hiring managers. Additionally, since the responses are recorded, the interviews can be easily shared, giving hiring managers direct and convenient insight into the candidates that may not be available without additional rounds of interviews.
Robust video interviewing platforms also allow recruiters and hiring managers to conveniently build customized scorecards for reviewing candidates. Using candidate scorecards agreed upon by recruiters and hiring managers reduces bias from the review process and focuses reviewers on the traits that should qualify a candidate.
Time-to-hire is a broad measurement, and simply tracking this one metric may not provide the information necessary to pinpoint bottlenecks. There is sourcing, screening, interviewing, and the final negotiating stages, each of which contribute to the total time-to-hire. If your ATS isn’t granular enough to capture these times, video interviewing platforms can help fill in the data gaps, letting you know how long it took to invite candidates, collect the interviews, and have reviewers grade the responses.
Additionally, the workflows offered by video interviewing platforms allows control over the timing of these actions by setting acceptable deadlines for candidates and reviewers.
InterviewStream, the premier provider of video interviewing technology, continues to offer students and talent professionals a comprehensive global solution to prep, hire and train. Fill out the form below to request your FREE live demo
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