Is Video Screening the Next Big Thing in HR Tech?

Is Video Screening the Next Big Thing in HR Tech?

The guest blog post by Optimize.
Video Screening
An image from Dean Drobot’s portfolio on Shutterstock

As many companies know, it’s costly to bring candidates to interview, costly in time, and for the candidates themselves to travel to your location; as a result, all efforts should be made to reduce those costs for all involved. If your recruiters or HR managers have to spend hours on the phone conducting phone screening interviews, or worse, have to chase phone calls and emails, that costs money too. There has to be a better way right?

Video Screening is a relatively new process and has been used to successful effect by several companies. 50% of companies who have implemented it have said it has improved their cost to hire significantly.

Screening process through the ages

Gone are the days of walking in an office door, chatting with the manager, and landing the job. In the past, there wasn’t a great deal of need to “screen” candidates as there weren’t such a high volume of applicants per role. There wasn’t as much social mobility so jobs were much more predetermined, and competitiveness – to a small degree – was decreased. Besides, roles themselves were different, so if someone had an accounting degree and you were hiring an accountant, and their references checked out, you were good to go. It was very likely if you had a degree in a certain subject you’d get a job in that area. Now it’s not so simple.

Presently, the job market is much more open and changes of career are commonplace. With a higher volume of (on paper) qualified applicants with secondary and tertiary skills, it means most graduates can quickly train in a wide range of surface level roles rather than an immediate specialism – and their initial skills are less important than how they can learn, think, and grow with a company.

This now dynamic workforce has increased applications to city centre roles and larger corporations. The modern candidate has a wider range of skills on offer and the ability to apply online at many different companies with ease. To deal with higher volumes, and simply to narrow down the candidate pool, an effective screening process becomes necessary. Companies may have dozens, even hundreds of qualified applicants to a role, so how does each candidate distinguish him- or herself from another?

To keep up with demand, companies implemented processes such as phone screening interviews, email exchanges, and informal face to face chats. But these techniques are limited in their effectiveness to see the ‘real’ person – and they are very time consuming. These past processes – chats, phone calls, and so forth – certainly have the benefit of being personable, but when your company hires in large volumes, it no longer has the time. It’s also impossible for larger businesses (high street retailers, for example) or someone like the Post Office to hire for busy, seasonal work – like at Christmas – where they can typically expect to receive thousands of applications, and need to turn the process around in weeks (if they even have that long). Centralisation of the recruitment process – having a set process, quality control, and set standards predetermined for each role – allows a head office to have visibility in the managing of high-volume applications.

In the past, a warehouse manager might have been the one to hire with vastly differing results, which can cause efficiency and staff turnover problems down the line, whilst also limiting head office’s ability to control the quality of their workforce.

The growing need to screen candidates

Hiring has changed drastically over the years because – in the past – people stayed put. It wasn’t uncommon for people to mark their 20th, 30th, or even 40th anniversary with a company, but as the job market has changed with the need for say more tech jobs than ever, hiring processes have needed to evolve to keep up with demand and time constraints. Today’s worker currently stays in a role for between one and two years. This shorter timeline means your company – through no fault of its own – will inevitably see staff turnover as a part of everyday life, and it will subsequently need to hire more people, more often. Processes, thus, need to keep up.

Video Interview
An image by Optimize

The current landscape of video screening

Video screening is still in its infancy – not in the sense that the technology is primitive, but in that it’s relatively new to the scene and many people might not know about it as an option. Many HR managers and recruitment companies do realise that the way they hire now isn’t efficient enough, but they may not know how to remedy that lack of efficiency.

A Monster study revealed that most recruiters spend over 70,000 minutes on the phone each year. With faster turnovers, does your company really have that time? Think of what you pay your HR manager or recruiter per hour and multiply that number by the number of candidates you usually have to screen for each position. That’s the figure it will cost you only to reach the interview stage, which costs more time and money.

Companies who implement video screening find that it reduces time to discover who they want to bring to interview. They can collaborate as a team on which candidates are most suitable to interview. Candidates are no longer simply reduced to the black and white of their CV paper; they can come alive on screen. Their personalities can shine through, and they can take the time to impress you and your hiring team. It’s like those old days of people walking in your offices for a job, but better – because you can decide in front of them without actually being in front of them (you know, because it’s a video)!

The advantages to screening

Once you’ve combed through CVs and shortlisted you candidates – or narrowed them down through them using software, whichever – then you’ll send them the pre-screening questions. You set the questions, set time limits for the answers, and set a deadline, and send them to your shortlist. Candidates will feel like they’re moving forward in the process from the moment they submit their application, but this step is virtually hands free for your company. Questions can be sent out immediately – or after you’ve verified their CV. Video screening is perfect for high volume, decentralised industries such as seasonal warehouse jobs – but also works especially well for customer facing roles as you’ll quickly determine how a candidate’s personality matches your company’s core values or personal preferences.

If hiring for customer service roles, you’ll want to see how well candidates can handle potentially tricky questions on the spot, and video screening is a perfect opportunity for candidates to showcase their ability to think on their feet. You can ask the applicant a troublesome question like how they’d deal with a customer that would like to return an item without a receipt or how they’d handle logging a complaint about a fellow colleague (who is currently off shift)? Keeping the problems agnostic of your company vertical will test the quick thinking and experience of the application. It’s often more about how the candidate delivers an answer than the answer itself.

The big sell with Video Screening is that you will see candidates before they come in – in animation – not in the social stalk kinda way where you have to check out their LinkedIn or Facebook profile pictures before you phone them! Seeing someone in person and viewing how they hold themselves and interact with the questions you set – even if it’s not physically – can help you gauge their suitability. Some could argue that human bias could sway results based on attractiveness alone, but, again, if you need a front-facing position, and you need someone confident and bubbly you can see that on a video interview, looks aside. Besides, companies will do themselves a disservice only hiring those deemed “attractive,” because – at the end of the day – you want people who are good at what they do and are the most qualified for the job outside of attractiveness level.

That sounds great – but is Video Screening really the future?

As mentioned before, processes are clearly not good enough. Just ask anyone who hires large volumes of staff – it’s tough. Many companies turn to some sort of tech whether it’s computer tests or computerised CV combing, but those processes are imperfect and still fail to show you the ‘real’ person behind the CV. You may have someone who can pass computer tests, or put in keywords in white font on their CV, but they aren’t very good in person; they don’t fit with your office culture, or they aren’t confident enough for a front-of-house role. That’s where video screening helps the process along in an innovative way. Sure, for some roles, you may just need that shy guy or girl who can code really well, and maybe for those applications video screening seems less appropriate, but, either way, if your candidate will be in the office, you need to make sure he or she fits in and works well with others (and has a modicum of confidence).

And, let’s face it, videos are everywhere these days! Video is the fastest way to get people’s attention – that’s why YouTube and those Facebook videos are so popular!

Okay, but what about those people who feel uncomfortable with video screening? Will it put applicants off? Is it too edgy and too new to try out? The truth is it may put some applicants off, sure. It may not appeal to older generations, but most candidates are willing to go through the hiring process no matter what it is. Most people have been to group interviews where you spend time building something out of paper with bits of blue tac and string (or some such exercise that is measuring a metric that has nothing to do with what you can build out of paper with ten strangers). Those people may not love that group activity, but if it’s part of your interview process – and they want the job with your company – they’ll endure the task – not that we’re trying to liken video screening to group interviews. Candidates who apply to large retailers often have to undergo computer testing, and they do that too. The point is that the most motivated candidates will be willing to go through the process of video screening even if it’s a little unusual or different for them. Therefore Video Screening works well as a deterrent to those not wholly invested in the role, again improving the efficiency of your process.

Furthermore, younger candidates will especially love this method because they are far more comfortable using a smartphone, taking a selfie, seeing themselves on screen. Enabling the next generation of skilled workers to apply in a way that suits them is going to put your company one step ahead of the competition in 2017 and beyond. Video screening is here to stay. It’s making processes better, faster, and cost-effective, so it’s best to jump on the video bandwagon before you get left behind.


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Why Waste Time When It Comes to Hiring?

Why Waste Time When It Comes to Hiring?

Recruitment Tray

2016 was pretty big when it came to politics, technology and of course; celebrity deaths. So it’s quite easy to see how you may have gotten distracted with what was happening in recruitment – you’re only human.

Now that we’re half way into 2017, it’s clear to see what technology trends are shaping the way the recruitment landscape is advancing. Technology is becoming an important part of our everyday lives and it’s use in how we work should be no different.

Where do you start?

At a first glance, the amount of resource out there may seem intimidating (and at times, gratuitous). Continuous innovation is great, but can feel overwhelming when in a company that still relies on traditional methods.

Which is why i’ve put together five trends which are not just popular, but also actionable. Hopefully helping you to cut through the endless supposition out there, and provide you with ideas you can get started with today. And in a role where onboarding new staff is a time-consuming (and sometimes, dated) process, it’s important that you up-skill to avoid inefficiencies creeping into your daily routine.

5 technology trends for recruitment

  1. Embrace social profiles as applications
    Ease of application needs to be paramount as we continue to move into 2017. Your potential candidates live on social. Aberdeen Group have found that 73% of 18-34 year olds have found their most recent job through social media[1]. It’s where they will look for your roles and it’s the easiest way to interact with them. By making it so your applicants can auto-fill their information from their LinkedIn or Facebook profile to your applications, you’re streamlining a process that can usually be seen as repetitive and time consuming. The easier you make it for them, the more likely they are to complete the application. This also gives you insight into their personal profiles, keeping your system’s information up to date.
  2. Mobile recruiters
    Year on year mobile use has been growing[2], which means the majority of your applicants will be using a mobile device to search for your roles. and having a mobile optimised site won’t be enough to support your potential candidates preferred ways of applying. As applicants will need to upload files, like their CV’s, covering letters or forms of ID to register their interest, the mobile experience needs to ensure it’s catering to this. Linking properly with sites such as Google Drive or Dropbox will keep the process short and smooth and the amount of required questions to a minimum will mean applicant’s return to your site in the future.
  3. Video recruitment
    The rise in use of video in business has steadily grew over the course of 2016 and has continued to increase even more in 2017. Utilising video interviews will benefit recruiters hugely concerned with reducing the amount of time spent interviewing candidates in the early stages of high-volume recruitment campaigns. As video interviews can be conducted remotely, recruiters can much easier cater to applicants schedules, and therefore allocate time easier, whilst still being able to identify high calibre candidates. And by reducing time spent finding suitable candidates, recruiters can focus more on developing suitable candidates for clients.
  4. Inbound recruitment marketing
    Recruitment tactics will need to start reflecting marketing tactics in order to attract the top talent as we move into the second half of 2017. And as the marketing sector has started to adopt; inbound tactics are proving to be more effective than previous outbound tactics. This should be done through content strategies that draw candidates to your company with pieces that reflect their interests and that they can identify with. Keep them easily accessible by sharing on platforms like social media.
  5. Updated internal processes
    Spending time hunting through piles of CV’s or application forms slows down response time in an age when most answers are a click away, and more importantly; expected to be a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. It also reduces the time and money spent managing admin whilst protecting document from going missing, ensures your information is easily searchable and kept backed up in a centralised location. This can be achieved by adopting solutions such as electronic signatures for signing off documents, CRM systems specific to recruiters needs or social media management tools.

Initiate, improve and innovate!

So, try them out! By modernising your approach to hiring staff, you’re not only ensuring that your company isn’t wasting time, but you’re directly improving employee productivity and engagement whilst creating a better talent strategy, which inevitably helps your current and future team members.

About the Author:

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Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Source - Millennial Job Search from Aberdeen Group: Getting Social Media Recruitment Right

[2] Source - Mobile Use Statistics, Smart Insights: Mobile Marketing Statistics Compilation

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The first investment of 500 Istanbul in 2017 goes to Peoplise

Peoplise

BIG NEWS: The first investment of 500 Istanbul in 2017 goes to Peoplise!

500 Istanbul, a micro-fund focusing on Turkish startups within the San Francisco-based 500 Startups, has invested in Peoplise.

This investment is catapulting Peoplise to the next phase, accelerating our global expansion, especially in the UK and US markets.

500 Istanbul started 2017 with a Series A Round investment in Peoplise.

Peoplise, with its innovative digital solutions for recruitment, improves the existing talent acquisition processes, creating a more effective candidate experience. After identifying the candidates within the desired criteria on social media, Peoplise offers a unique, employer branded solution to assess the selected candidates quickly and efficiently with a monthly subscription model.

Companies achieve significant savings due to the optimization; they are accelerating the talent acquisition processes 10 times with their social media, analytics and video technologies while still keeping the human-touch.

Our digital platform, has evaluated over 500,000 candidates, serves more than 50 corporate clients, including global giants in a variety of industries. It provides a solution that is complete, intuitive and easy.


Source: The first investment of 500 Istanbul in 2017 goes to Peoplise!

 

Welcome 2016: The New Era In Recruitment Technology! – skeeled.com

Written by skeeledhr | Originally published at skeeled.com Blog.

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Here it comes! 2016 has arrived and run full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.

Screen Shot 2016-01-05 at 13.58.27Candidate screening technology is shaping the way HR departments acquire new talent. It clearly offers new alternatives to traditional methods of recruitment and helps reducing the cost incurred in the hiring process.

Nevertheless, good technology should be combined with right actions, otherwise it will simply not work and produce mismatch in hiring. Here are a few tips to take into account in order to implement technology in the most effective way.

  • Manage your applications through online recruitment. The concept lies fundamentally in dealing with job vacancies and potential candidates through different web-based platforms such as job boards, corporate sites and social media. Adopting such innovative procedure in recruiting enables companies to adapt to where the vast majority of job seekers nowadays are, reach a greater number of talented candidates, spread geographical scope, and facilitate closer interaction with candidates.
  • Define the appropriate job requirements for your open position. Screening software will not be effective if the right specifications to perform a job are not correctly determined. Before posting a job vacancy, a recruiter should always define clearly what are the knowledge, skills and attitude required to carry out the tasks and duties needed for that job. A realistic description of the job leads to a more effective filter capable of screening out truly qualified applicants and improve the quality of your hiring decision.
  • Use video interviews and personality assessments to accelerate and improve the recruitment process. Implementing both tools from the moment the candidate applies online ensures that no individual is left behind in the process of selection, and therefore it increases the chances of hiring the right person while decreasing inefficient time screening and interviewing candidates.

Are you ready to take the big leap? Hire skeeled and we will get you set into the future of recruitment! Our interactive software based on standardized CVs, personality assessments and pre-recorded video interviews will help your company shortlisting the best candidates in the very early stage of selection, enhancing employee performance.

On February skeeled.com Team is launching Beta, do not miss the chance and subscribe for further information. Follow skeeled.com on LinkedIn for more.

Source: Welcome 2016: The new era in recruitment technology! – skeeled.com

Video Interviews: See behind the CV | skeeled.com

Hello there, and welcome to this week’s edition of the skeeled.com blog!

We’ve already covered some topics over our previous two blog posts regarding candidate testing and the importance of personality, and today we’re going to focus on another growing facet of recruitment today: The Video Interview.

video-interview

So what is a Video Interview?

A video interview allows job seekers and recruiters to connect early on in the hiring process, using web-based video technology as the communication medium. These interviews take place remotely, and are an important conversation between the candidate and  the recruiter. There’s a suggestion that conversation is a “fine art”, and when it comes to video interviews that is certainly the case. Conversation contains so many non verbal aspects, and in terms of video interviews the important aspects are seeing and being seen, and this counts for both the candidate and the recruiter. We’ll get to some tips for video interviews later on!

The different types of Video Interviews:

Live Video Interviews:

Works exactly like a normal face to face interview, minus the travel issues! Live interviews are the most common method of conducting video interviews, usually held through an online video medium such as Skype or a similar platform. Live interviews are very useful in terms of making initial contact with a potential candidate that stands out, as they can be used as a more informal way of learning about the candidate, their skill set, and their personality.

One-Way Video Interviews:

This method of video interviewing is becoming more and more popular, and is very different from live interviews. One-way interviews involve the recruiter developing a series of questions directly related to the vacancy,  to which the candidate then records their answers. The one-way method is especially useful for candidates who may be a little nervous about interviews in general, as they can answer questions related directly to the vacancy from the comfort of their couch if they so wish.

Video interviewing has opened up the way companies and candidates interact. Job seekers who are willing to relocate can now conduct interviews with potential employers even if they live in another continent, especially when it comes to high ranking positions. They are also extremely useful when companies have a high volume of candidates for particular positions. Companies can save money, time, and increase efficiency by involving video interviews in their recruitment processes. For example, a survey by Aberdeen Group found that ten one-way video interview responses can be viewed in the same time it takes to carry out a single phone interview!

So what are the best practices in terms of video interviews for both recruiters and candidates?

For Recruiters:

  • For live interviews: have a clear outline of the questions that you want to ask the candidate, but leave a little room for spontaneous interaction as well. You should focus on getting to know the person too!
  • For one-way interviews: Structure the series of questions in a way that will achieve the highest response rate while keeping the interview concise and to the point. Collaborate with colleagues to design the questions.
  • You should have an idea also of what type of personality suits the position and company culture. Watch for body language, ability to communicate clearly, just how the candidate conducts themselves in general.

For Candidates, some general helpful information:

  • Conduct the interview somewhere comfortable, and free from distractions.
  • Read the job description and verse yourself on responses as to how you fit the description, and what skills you could bring to the company.
  • Relax! The recruiter is taking time to interview you because you are obviously someone of interest to them. Be confident in conveying your skills and abilities, and take your time in responding to questions.
  • Dress the part! It is a job interview after all, so dress appropriately, unless you really live on the edge….

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We recommend wearing pants!

Thanks again for reading our blog, and as always please feel free to leave some feedback!

-Team skeeled.com

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Source: Video Interviews: See behind the CV. | skeeled.com