Last week I followed a thread on Linkedin on a disappointed candidate who never heard back after his many CV uploads, followed by a response from a recruiter saying she is overloaded with emails asking to check out their CV and not having enough time to respond or meet. Situations like the above are obviously not new and, with the pressure on recruitment further increasing, the mismatch will only grow in size and frequency.
With the recruitment landscape rapidly changing towards a candidate-led market, providing a good candidate experience is more important than ever before. Today’s candidates are increasingly selective when looking for an employer and make career decisions in a similar way to how a consumer chooses a product. While a strong candidate experience can boost your ability to land the best talent, a bad experience can have an adverse effect on the company’s corporate brand and employer reputation. With companies looking for ways to enhance their candidate experience, the implementation of video recruitment is often a good place to start. Here are 4 ways to improve candidate experience using video interviews. [Read more…] about How video recruitment can help you improve candidate experience
The truth is that pre-recorded video interviews seem unnatural. Talking into a camera is nothing like speaking to a person and many first-time interviewees get self-conscious when seeing themselves speak. The easy conclusion to jump to is that video interviews are not a good recruitment tool. But since a good craftsman never blames his tools, the more accurate conclusion to draw, is that video interviews, like any other tools, have to be used in the correct way and for an appropriate purpose. When used correctly, video interviews can truly work in the candidates’ best interests and they can improve the candidate experience. In this post, I will explain how pre-recorded interviews can benefit the candidate and what it takes to make this happen. [Read more…] about How to make sure that your candidates see the value of pre-recorded video interviews
Workforce diversity and equality are gaining more and more momentum over the last decades. Significant gains have been made when it comes to achieving economic gender parity. Yet, in spite of all efforts, women in the workplace are still not treated equally compared to their male counterparts and most companies still have a long way to go when it comes to reaching true gender equality. The workplace gender gap is still very real, and at the current rate of progress, neither you nor I will be around to enjoy gender parity. It’s clear that more work needs to be done. But how can we fast forward? And why should employers want to anyway? [Read more…] about Workplace gender parity | It’s time to close the gap!
The market for HR Software and Tools is estimated to be around 14 billion USD and growing every year with double digits. Every day more tools and innovations in HR enter the market driving disruption and change in this business-critical field. Most of the time these innovations however do not originate from the traditional HR Systems. Despite the consolidation in the market where HR Systems are snatching up smaller specialized tools, they cannot compete with the innovation speed provided by all these start-ups in performance management, assessments and artificial intelligence. That’s why connectivity is becoming increasingly important, connecting innovation to core HR in a seamless workflow.
“I only meet candidates face to face” I heard the last time I talked to a recruiter in the public sector.
Agree. You should, I said.
How many interviews do you do roughly on a monthly basis? Twenty.
Nice. You can, I said.
Indeed, not in all instances should you integrate a video interview in your recruitment process. In the end, a video interview is not meant to replace any personal contact with the best candidates. Can you accommodate to meet and talk to every candidate that applies? Great! Reality is, however, that most recruiters will not have the time or resources to meet with every single candidate. And the important question is, should you anyway? [Read more…] about There is no point to video interviewing. Is there?
Recruiters are under a lot of pressure to get great candidates and they simply have to go chase after those prospects that would be a great fit for the company, even if they are not actively looking for a job. I get that. This is supposed to be a win for everyone involved – the recruiter gets great candidates, the candidate gets a better job or a better deal on the same job, and the hiring manager gets a great new addition to their team. Unfortunately, the average selection process is nothing like a win-win, but rather a process that causes headaches and frustration for everyone involved. The good news is that you – those of you who are responsible for designing the selection process – can do many things to improve this process and really turn it into a win-win. [Read more…] about From flattery to frustration. Where headhunting is going wrong & how to fix it