Recruiters are becoming more accustomed to the idea of embracing video technology to meet potential new candidates for the first time, saving time and cost on travel. In the Year of the Candidate, the effective use of video is definitely helping applicants to stand out from the crowd.
There are many roles where meeting a candidate via an online video function can help. For example, when recruiting staff from different regional locations or when candidates may be looking to relocate to a different country. The graduate recruitment industry has also seen an increase in this tactic, it is particularly popular amongst recruiters looking to find the A* players when they have hundreds of applicants to consider for a position.
Video interviews can work globally and they allow recruiters to meet a pool of talent they may not have previously met because of location restrictions. They also speed up the hire process, however it is crucial to use video technology in conjunction with search and match technology, and not to rely on it exclusively.
For recruiters at least, traditional face-to-face interviews will not go away anytime soon – but the time and cost savings of performing a preliminary round of video interviews is not something to ignore.
So, how should recruiters set the camera rolling when it comes to interviewing candidates?
A European trend
At Bond we are seeing more European recruiters asking about video technology, for example, a Dutch client is currently looking to integrate a video interview solution with its Adapt CRM system. We believe cloud-based video solutions will be the most successful because recruiters are put off by installing more software, then asking the candidate to do the same. Being able to login online and quickly begin live streaming is much more attractive. For recruiters, it’s also important that the technology enables them to save the video, tagged to the relevant candidate, within their CRM database. The technology to search on spoken video content using key words and phrases exists and we believe it’s only a matter of time before it is available to recruiters. This will make for even more powerful searching, sharing and previews when placing candidates and an increase of productivity across the industry.
There are two ways in how recruiters can use video interviewing. The first being the one-way interview where recruiters can send a list of initial questions and even perhaps set a presentation theme for the candidate to discuss. The fact that candidates can record this presentation as many times as they feel is necessary until they have a video they are happy with, ensures that they have the opportunity to relax and provide a confident view of themselves from the outset. Recruiters can then save this video and access at any time.
The second, the two-way interview, is an interview based on the face-to-face interview, via video using webcams, similar to Skype. This is becoming more popular among middle business management level executives when they need to present to a panel and is better for recruiters when they need to quiz their candidates. Using technology that allows both the recruiter and candidate to see the CV on screen at the same time will also speed up the recruitment process.
Candidates are using smartphones and tablets in their daily lives and searching for vacancies from almost anywhere has become a way of life; their ability to jump onto a video interview from their local coffee shop is becoming more important for recruiters, so they do not let potential candidates slip through their fingers. Video, compared to a telephone call, enables recruiters to better assess if the candidate is suitable for the role.
That’s why recruiters should look to technology to stay ahead of the curve in a digital world and offer their candidates an application process that does not rely on antiquated methods. Embracing technology that most graduates use as part of their everyday lives can provide clear advantages.