According to the 2018’s Future of Job’s survey, 55% of employee in 2019 will have to pace up their existing skills. While programming and tech development are still in high demand, the true stars of this year are the Soft Skills. From Creativity to Social Influence. While it can be easy to determine how much of a negotiator or how persuasive a candidate is, some skills such as emotional intelligence or initiative can be hard to spot on. With Video Interviews, assessing character or social traits early on in the process becomes effortless. At least to the trained eyes. Let’s see together how to look for soft skills in a candidate’s video interview.
If you use a tool such as Cammio, you know that one of the strength of video interviews are their ability to be replayed. This allows the recruiter to ask complex questions and not fear to miss the point once a talent deliver an intricate answer. Au contraire, giving more freedom to candidate in their answers is a key element to judge hard-to-spot skills such as creativity, complex problem solving and resilience. At the same time, pushing candidates to be more genuine will eliminate their need to use the usual keyword bingo they’d usually feel obligated to.
One of our client, Lindner Hotels, like to use video interviews to assess their newest polyvalent hosts. That position requires an all-out flexibility and a sheer resistance to stress. Video Interviews gave our client the opportunity to place their candidates in true-to-life situations and see how they roleplay into solving crisis. While the most common traits you look for will flash right before your eyes, your perception can then be enhanced with the use of predictive hiring tools and artificial intelligence (such as our own XpressAnalytics™). We can for instance analyze the tone, linguistic and choice of words of candidates to create a complex personality profile modelled after the renowned Big 5. Comparing this newly generating model to an ideal template for a specific position, we can conclude the probability of a candidate fitting and the chance of employee turnover over time.
Although this combination of tool is powerful, it is the recruiter’s duty to judge of character. Behavioural questions could be used the ace in the sleeve to determine hidden qualities within a candidate by assessing the way they tell situations they experienced. We’ve condensed a series of interesting behavioural questions and their hidden purpose in this article.
In the end, if the survey doesn’t highlight patience as a most sought after quality (often reported in staff turnover studies as lacking in millennials), it does emphasis on flexibility and learning capabilities. Technological disruption being a risk with long-term employees, companies won’t hesitate to invest more money into forming their workforce. Of course, as long as they present the right dispositions to acquire new knowledge. A candidate proving you that they can evolve easily will be of increasing value, as the future investment companies will place in the candidate becomes safer. If no tools can really predict staff turnover, video recruitment does a great job giving you all the possible indicators to reduce this probability.
This, in a way, is already quite a revolution.