Video interviews were once thought of as district recruiters’ secret weapon when hiring talent, but as more school districts begin to implement the software, tools like interviewstream are proving to be a crucial component in many districts’ hiring process. Below, you can find the four main reasons why school districts rely on video interviewing software for teacher recruitment and hiring.
In video interviews, candidates come to life. They are more than just a name on a resume. They become a person with passion, personality and insight. Video interviews give districts insight into a candidate’s cultural fit and potential at the onset of the interviewing process so that district recruiters are only moving forward with quality candidates who are right for their district.
In addition to identifying cultural fit, digital interviews help districts increase their quality of hire by enabling them to tap into talent pools outside of their geographical location.
“interviewstream helps us expand our talent pool by allowing those who live outside of our area participate in a digital interview,” said Kim Caley, Executive Director of Northwest independent School District. The ease of sending and completing one-way video interviews or conducting live video interviews creates better teacher recruitment opportunities for districts to source top talent from all over the world.
Central Consolidated Schools first implemented video interviews when they experienced a major turnover of nearly 100 education professionals, 40 percent of whom were teachers. With the school year quickly approaching, the district principals knew that their average 30-day process to fill a position was not going to be quick enough to hire and adequately train new teachers.
Within the first five months of using interviewstream, CCSD used on-demand video interviews to hire 23 top quality teachers and reduced their time to fill a position from 30 days to 13 days. The amount of information gleaned from digital interviews reduced the average time hiring managers spent reviewing applications from five hours per candidate to two hours per candidate After identifying top applicants, CCSD hiring managers could send candidate responses to other district members for a collaborative reviewing process and push top candidates through the hiring process faster.
Reputation is everything among districts and if your hiring process is outdated, frustrating, incontinent and unfriendly, you could turn off potentially great candidates. A positive experience however could attract additional talent, because 82 percent of candidates will share a positive experience with their personal network.
Districts can also add personal touches like branding and welcome/goodbye messages so that candidates don’t feel as though they are submitting their application to a black hole.
Hiring mistakes not only affect the morale of teachers, administrators and support staff members but also have financial implications that weaken your district. One bad hire can cost 2.5 times the employee’s salary after recruiting, replacement and on-boarding expenses.
Video interviews help district recruiters avoid the cost of a bad hire, because since they help recruiters hire better quality candidates with the right cultural fit , the candidates therefore have a higher chance of working out long term.
In conclusion, video interviews help districts solve interviewing problems and create a more efficient teacher recruitment and hiring processes that result in the best quality hires for your district. If you would like to learn more about how video interviews can impact your district, schedule a demo with our team today!
Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.