Video is on its way to become the norm in recruitment. There are numerous statistics that justify this phenomenon. Think about a reduction of the time-to-hire by 30%. Or how about a decline in recruitment costs of over 20%? Numbers that we at Cammio are extremely proud of! However, video recruitment is so much more than numbers. It is a process change that affects every stakeholder involved. From recruiters to candidates and from hiring managers to the newly hired and therefore the organisation as such. Hence, this article aims to go beyond the statistics. Let’s instead look at to power of video recruitment by using the power of paradoxes.
The traditional recruitment process is in itself quite paradoxical. An employer is looking for a new employee and therefore the future contribution to the organisation. However, this potential employee, also known as the candidate, is mainly judged on the basis of past accomplishments, also known as the CV. Of course, the education and previous jobs are not to be totally neglected. A CV therefore tells, to a certain extent, whether a candidate is suitable or not. Nevertheless, a shift from a paper CV towards a video-powered interview, gives the recruiter an insight into the motivation and personality of the candidate, which actually indicates the potential. Instead of judging candidates on the (past) experience, video recruitment therefore allows employers to look at the (future) potential, which is a much better predictor of future success in the workplace.
The concept of video recruitment is not only established because of its efficient process and engaging candidate experience. A basic principle of Cammio has always been the structured interviews. Much research has been done on the topic of interview validity, including the work of Dana, Dawes and Peterson (2013), in which they call unstructured interviews an illusion. Structured interviews, on the other hand, in which every candidate responds to a similar set of questions, lead to a much better comparison. This makes the process much fairer for the candidates involved. Simultaneously, a better comparison helps the recruiter to make justified screening decisions and, ultimately, better matches. The Cammio platform enables organizations to move away from random interviews and replace them with structured, online video interviews. Even a live video interview can be scripted beforehand, which safeguards the structure and facilities a fair and valid review.
This third paradox is closely connected to the second one. Whereas random interviews force recruiters to make hiring decisions based on their gut feeling, structured formats lead to a valid comparison. But the validity can increase even further by adding a layer of completely unbiased AI. As technical skills and knowledge turn out to be of only limited importance to job success gaining an insight into the candidate’s personality is key to making correct hiring decisions. However, whether we want it or not, we will never be totally unbiased. Particularly when it concerns somewhat abstract phenomena such as someone’s personality. It is therefore extremely difficult to assess whether a candidate’s personality would fit a certain profile. Cammio’s Xpress Analytics ® functionality automatically’ maps the personality of each interviewee and clusters this in a BIG 5 personality traits overview. Combine these insights with the human touch of a recruiter and solid decisions can be made, without bothering candidates with endless questionnaires.
Paper has been invented in year 100 BC. It would not be accurate to say that the job application process is paper-based since that exact date. It is a fact though that for a very long time, candidates have been listing their past accomplishments in a CV, while trying to express their motivation and fit with a written cover letter. It is probably also a fact that no one has ever enjoyed this, just like it is fair to say that rapidly screening CVS’s isn’t the most appreciated tasks of recruiters. The usage of video in the recruitment process is only a recent concept, but it has been more engaging right from the start. Candidates do not have to write long letters, neither will minor spelling mistakes unjustifiably label them as not suitable. It is far more engaging to record a video interview, conveniently at a time and place that suits the best. At the same time, the fully branded candidate experience in which it all happens, is an ideal medium for companies to communicate their employer brand. The recruiters involved are freed form their endless journey to get in touch with their candidates and can easily watch, share and review the recorded interviews. Particularly in times of a candidate shortage, it is important to offer a convenient and attractive process. The efficiency that comes with it, moreover, is welcome in any situation and an absolute must when interview volumes are high again.
So, are you willing to base your recruitment decisions on the candidates’ future potential, instead of their past experience? Would you like to increase the validity of your processes and replace random interviews by the proven power of structure? Do you trust your intuition but also accept that bias affects us all? Then it would be worth to go beyond the outdated paper-based application and offer your candidates, colleagues and yourself an engaging, video-powered recruitment process.