- Our platform
- Best practices
- About us
Having the right staff can make the difference between a great customer experience and a lost customer.
Today’s Travel & Tourism industry is extremely dynamic and transparent when it comes to customer satisfaction as a measure of success. Social media and numerous comparison websites provide consumers with a wealth of information impacting consumer choices and behavior. This has resulted in an industry that is increasingly aware of the value it needs to deliver through its facilities, services and staff.
More than ever, customer retention is key and paramount in driving revenue and profitability. A friendly face at the desk is no longer enough when it comes to customer satisfaction. Personality, demeanor, and social skills are critically important for the overall experience and customer satisfaction.
The Tourism & Hospitality businesses not only have to deal with the increasing competition and pressure of attracting consumers, but also in attracting qualified talent that can successfully deliver the best service to meet their businesses’ objectives. As customers build good memories aided by helpful staff, recruiters want to make sure that their employees have the right motivation and personality to cultivate a friendly approach in client matters, are knowledgeable and genuinely outgoing. At the same time, this industry supports around 16,6 million jobs only in Europe. Therefore the high volume of applicants and the focus on personality, social skills and required qualifications put pressure on the recruiters screening- and decision-making process. So how can you effectively screen a high number of applicants, while getting a complete picture of the person and its motivation in a short amount of time?
In order to attract qualified talent that can successfully deliver the best service to meet the business’ objectives, more and more employers are implementing a modernized approach to recruiting in the form of video interviewing. By replacing the time-consuming interviews on site with the much faster first introductions via the webcam, recruiters are able to efficiently screen candidates no matter where they are located. Also, essential skills like proficiency in a foreign language can easily be tested by asking the candidate to answer some questions in their respective language. Hospitality employers using online job interviews are able to see more candidates in less time, get a complete first impression of the candidates at the pre-screening level and enhance their quality-of-hire.
Want to learn more? Download the free Tourism & Hospitality Recruitment white paper and discover how video can help you build an excellent workforce.
Having the right people in your store is critically important when wanting to create a great customer experience.
In today’s competitive and constantly evolving industry, retailers not only have to deal with the increasing pressure of attracting consumers, but also attracting qualified talent. The way consumers make purchasing decisions has dramatically changed. Shopping is increasingly considered an engaging and sociable pastime where customer service, personability and general consultancy skills are more important than ever for the overall shopping experience and customer satisfaction.
With the physical store becoming an embodiment of the brand, retail recruiters know the importance of not just hiring quickly but also hiring people with the right credentials to represent the brand. In retail it’s often the people factor that can make the difference between a great customer experience and a lost customer. Having a high-quality workforce in place is therefore vital for a business’ long-term growth and success. With hiring on the rise again, recruiters have to provide their companies with qualified talent in an efficient and effective way, while being challenged by typical retail hiring issues such as temporary staffing, high employee turnover and centralized hiring. Video interviewing is a great place to start to overcome these challenges.
Employers in retail using online video interviews are able to see more candidates in less time, get a better first impression early in the process and enhance their quality-of-hire. Using video within the recruitment process offers the ability to base the first candidate selection not just on the CV, but also on ‘soft-skills’. At the same time, the recruitment process can be made more efficient and flexible for all stakeholders involved by screening, reviewing and comparing candidates online. Recordings can be shared between the centralized recruitment team and the de-centralized store or district manager, creating a collaborative process to make more informed hiring decisions.
Want to learn more? Download the free white paper on Video Recruitment in Retail and discover how video can power your retail business.
Cross-border recruitment is on the rise in Europe and other parts of the world.
Our modern world is becoming seemingly smaller by the day. Globalization has created a market that is increasingly dynamic and competitive, including the search for talent. Connected by modern technology and transport links, cultures continue to overlap and people are working together in a market that is more global than ever before.
The battle for talent has become truly global with companies increasing diversity in their workforce by hiring specialist talent from all over the world. This trend is further fuelled by skill shortages resulting in the need to look across borders to find the right people. Companies wanting to be successful in the long-run will need to access a greater pool of candidates in order to create a strong workforce and gain a competitive edge. The international recruitment process can be a complex task that requires a significant investment in time and resources due to logistical difficulties. Scheduling interviews with people in different countries and across time zones can be a real challenge. Flying in the wrong candidates for an interview at the office is a costly mistake, and hiring the wrong candidate even more so. At the same time, organizations indicate competition from other employers as one of the biggest obstacles when attracting talent. Recruiters selecting employees for international placements know the importance of not just hiring people quickly and efficiently but also hiring only the best fitting talent. To be able to attract and retain the industry’s best and brightest and get a head start on the competition, organizations need to provide a candidate friendly and efficient process. Top candidates demand an accessible and fast application process. In response, international recruiters using online video interviews are able to pre-screen candidates around the world in a time and cost effective way, get a better picture of the candidate earlier in the process and enhance their quality-of-hire.
Want to learn more? Download the free International Recruitment whitepaper and discover how video can help you build a strong global workforce.
Having young employees in the workforce is extremely important for an organization’s long-term prosperity and growth.
As today’s success is no guarantee of future profits, change has become an inherent and integral part of a company’s identity. Organizations that want to create a basis for long-term success need to make sure their company is able to innovate and adapt to dynamic markets. The innovation of a company is attributed to the people it employs. Employers need to ensure they have people in the workplace that foster innovation and challenge the status quo.
Bringing fresh perspectives, innovative energy and different views on workplace expectations, young people play a key role in creating evolution in the workplace. Getting college graduates to join your company is therefore often an important part of your recruitment strategy. Companies face the challenge of attracting and identifying the talent that fits their culture and has the potential to be developed into tomorrow’s leaders. With high volumes of potentially qualified applicants, graduate recruiters are facing some specific challenges in their recruitment process. One of the issues is how recruiters can ensure that they are selecting only the best and brightest in their market. Since graduates would generally not have much relevant work experience, their CV will be rather thin and merely focused on study and extracurricular activities. Lacking the time to qualify candidates in a sea of CVs as budgets are being squeezed, companies need to find new and innovative ways of attracting and selecting the best young talent for their company, in a cost-effective way.
Many of these challenges can be addressed with a digital recruitment and interview process. The use of video recruitment makes it possible to add personality to the CV and base the first selection not just on CV, but also on the ‘soft skills’. Video pre-screening offers a way to get deeper insights into a candidate’s personality, competencies and cultural fit early in the process. This prevents wasting valuable time on job interviews with candidates that are not the right match for the position, and increases the chances that a company really selects the candidate that is best suited for the role. Graduate recruiters using online video interviews are able to see more candidates in less time, get a better picture of the candidate earlier in the process and enhance their quality-of-hire.
Want to learn more? Download the free white paper on Graduate Recruitment and discover how video can help you to select the best young talent for your business.
Your customer service or sales staff is vital in representing your brand towards your customers.
Providing the best possible customer experience is an essential ingredient in any sustainable company strategy and a strong competitive advantage. The ability to deliver however relies heavily on your staff. Employee personality, interaction with customers and soft skills are critical in creating happy customer relationships. Recruiter hiring for customer service and sales positions therefore make sure to recruit employees who cultivate a friendly approach in client matters, are knowledgeable and genuinely outgoing.
Can you evaluate these skills from a piece of paper? And can you promise the customer the best experience and provide a competent and an attractive performance without seeing your possible future company representatives in action? How can you screen a high volume of applicants in a short amount of time in the best possible way? It is no easy feat to assess candidates in a short period of time, especially when it comes to personality and soft-skills. How are fast growing industries managing these challenges with a high applicant volume matched with relatively high staff turnover? 75% of all hiring managers say that their limited availability and lack of time for job interviews leads to a delay in the recruitment process.
Video recruitment often seems to be the best solution to the actual challenges recruiters and hiring managers are facing today. It adds speed, efficiency and, most importantly, personality to the selection process. Specialized platforms enable companies a more efficient, fair and engaging recruiting process for both the candidate and the recruiter. Several functionalities, ranging from a video pitch in the early stage of the process to an automated video interview as a replacement of the telephone screening, allow the recruiter to capture a full first impression of the candidate, it’s motivation and personality. It saves time as well as money and offers the candidate a best-in-class experience.
Agency recruiters know the importance of not just hiring the best fitting candidate, but also to hiring as fast and cheap as possible.
The staffing and recruitment industry plays a crucial role in the economy as it offers a broad service on which many businesses heavily rely. With continued growth in temporary and flexible work, the importance of this industry further increases.
With the economic climate improving across the world and in Europe, the staffing and recruitment industry is experiencing some solid economic backwind and is benefiting from increased recruitment demand. At the same time, many markets haven’t reached their pre-crisis levels yet and agencies are operating in an extremely competitive market, competing with both other recruitment agencies and internal recruitment teams. This requires agencies to focus on efficiencies in their approach, using technology to create a highly competitive process.
In order to stay ahead, agencies need to be the best in finding perfect matches and ‘selling’ those matches to their clients. Agency recruiters need to be able to hire the best fitting candidate, but also to hire as fast and cheap as possible. Finding and selecting the right candidates can be a complex task that requires a significant investment in time and resources. At the same time top candidates demand a accessible and fast process which means agencies need to be able to provide a candidate friendly and efficient process. Staffing and recruitment agencies using online video interviews are able to pre-screen a high volume of candidates in a cost and time saving way, get a better picture of the candidate earlier in the process and enhance their quality-of-hire.
Want to learn more? Download the free Staffing and Recruitment Agencies white paper and discover how video can help agencies to upgrade their recruitment process and hire qualified candidates faster, cheaper and better.