Considering a video recruitment system? Well, that makes you and just about everyone else.
According to the COVID-impact survey by Bullhorn 91% of staffing and recruitment companies are investing in and utilising video interviewing technology since the start of the crisis. Yet the use of smart recruitment tech has become a necessity for all companies wanting to have any chance of securing top talent remotely. But how do you know which software to choose? And how do you separate the tools from the toys?
Any trouble identifying the best talent? Loosing candidates before you could make them an offer? Ever considered to set up camp in the office because you still have too much work to do to go home? These are clear signs that you need to be rescued by a video recruitment platform.
Video recruitment? Yes, video recruitment. Enabling businesses to create a more efficient, reliable, and engaging process to better connect with top talent, day in, day out. Check out the below signs to find out if you are in immediate need of a video recruitment system. (Hint: you probably are).
Your job seems overwhelming.
Using video interviews in your process allows you to regain valuable hours in your working day. Time you can actually spend with candidates rather than admin in systems. Candidates can be invited remotely to conduct a live (panel) interview, submit a video pitch, or complete an automated interview, without wasting valuable time and resources. This enables you to screen more candidates in less time, and allows hiring managers to easily participate in the selection process at a time and place that is convenient f-or them, further increasing your recruitment efficiency.
Your processes are not fully adapted to remote hiring.
For many organisations looking to implement video into their hiring process just booting up Zoom, Google Hangouts, Whatsapp, Teams or Skype is often an ‘easy’ way to start. They all allow for easy online communication and interaction via video. At the same time, these online communication tools also come with some important limitations when compared to dedicated video recruitment platforms- the most important being data privacy! Generic video conferencing tools do not offer a built-in functionality to deal with data privacy laws such as EU-GDPR when being used in recruitment. A dedicated video recruitment platform is built-for-purpose and observes the highest technical and organisational standards, allowing you to meet candidates all over the world with their explicit consent in a safe and secure environment.
Your process is being ‘plagued’ by mismatches
Adding a more human quality to the selection process, the use of video interviews can help to reduce the risks of a bad hire and actually start predicting the good hire. Since skills alone are no guarantee for future job success, finding the ‘perfect fit’ goes beyond the assumptions of the CV. Video interviews allow you to go gain valuable insights in a candidate’s motivation, personality and culture-fit earlier in the process – allowing you to make better informed decisions on who should move forward in the process.
You’re losing candidates in the process
Video recruitment offers a great way to enhance your candidate experience and strengthen your employer brand. Providing a strong candidate experience means offering a professional and sophisticated hiring process that keeps your candidates engaged throughout the process. Using video, candidates can easily participate in the process at their own convenience, get the opportunity to properly present themselves, and allows recruiters to connect with candidates in a more meaningful way – preventing candidates from backing out.
Your recruiting budgets are tightening
Online interviews can help you to streamline your processes and cut down on recruitment cost significantly. An online procedure allows potential matches to conduct their interview at a remote location, which can then be viewed, evaluated, and shared by hiring professionals at their leisure, without wasting valuable time and resources. It takes scheduling, availability issues, and traveling out of the equation completely, which not only results in reduced costs, but also in shorter recruitment cycles.
You are butting heads with your hiring manager
Building a great relationship with your hiring manager doesn’t happen overnight. However, adding video interviews to your process can help to facilitate a genuine collaborative relationship between both parties. Using video, recruiters are able to gain more insights into their candidates earlier in the process, enabling them to deliver their hiring manager with better potential matches from the beginning. At the same time, hiring managers can easily be involved (and participate) in the selection process, resulting in better hiring decisions.
You are struggling with bias and diversity challenges
One of the actions recruiters can take to reduce unconscious biases from their process, is introducing a structured and consistent interview process. Video interviews are an ideal delivery mechanism to provide structure in the interview process. While automated interviews allow you to create a template of video questions to be sent to your candidates, live interviews offer the opportunity to add to the validity by comprising a panel. Scripting your interview questions beforehand ensures that each candidate you interview is answering the exact same questions, and evaluated based on the same criteria – creating a structure that helps you select better candidates with a significantly higher predictability.
If one or more of the above scenarios hit a little close to home, it’s time to take the next step and start looking for a video recruitment platform for your business. Don’t ignore the signs – immerse yourself in the possibilities and see what video recruitment could do for your business.