With every great idea and every platform or app that promises to be the next great disturber, there is normally a common challenge faced by many SME’s and early stage start-ups, and that is hiring.
The hiring process can potentially be a long and drawn out process that is both time-consuming and expensive. Here are just some of the potential HR struggles that today’s start-ups face.
They neither possess the skills, tools or networks
Recruitment can be a fine art. Finding the right person is difficult enough and knowing where to look and having the appropriate networks to search for these people is a big initial challenge in itself. Then there’s assessment, in most early stage-ups, many of its senior officials will have to take on different hats and sometimes may have to go on instinct when looking to hire someone.
They don’t have the budget
In follow up to this point, with some early stage start-ups not possessing the appropriate HR skills, there may be need to call up on the service of others. This could be through posting on a job posting site, or hiring agency help which of course means investment. They may also not be in a position to hire a HR Professional full-time in their embryonic stage so don’t have a great deal of options. With Development as we know requiring huge investment, the cost of finding and hiring someone can be a daunting prospect.
They don’t have the time
A great idea can be just that and never see the light of day. Traction is key for the success of any start-up, and this needs to be almost immediate. Looking for someone to potentially hire can be a long and arduous process. Where you may get hundreds of applicants for one role, trawling through the many CV’s and profiles can be extremely time consuming and most senior figures will want their time and energy invested elsewhere.
They don’t have the control
All of these points lead to one issue, control, and the lack of it. Hiring someone is a big decision and something you feel you want to be a part of. Much like buying a house, hiring someone is something you want close control over from start to finish to ensure you’ve hired the right person and there’s no grey area or doubt left in mind. Leaving it in the hands of others isn’t something most start-ups are fond of but something they comply with due to their circumstances.
About the Author:
Chris Henry-Reeve has 7 years of experience in online content marketing, social media community management, as well as experience in public relations and creative project management. Chris is a regular commentator on retail and experience led marketing, plus societal changes and their impact on industries such as recruitment. He was responsible for the launch of a new marketing insight magazine entitled HATCH which enjoyed a distribution of 10,000 copies and saw it stocked in premium airport lounges and private members’ clubs such as SOHO House, as well as enjoying a live launch event attended by over 250 industry professionals. Chris also has consummate experience in video development and production, being responsible for the management of several marketing video case studies and previously working with an online video focused start-up.
iContract is an online platform transforming the hiring process of contractors in the field of legal, finance and tech.
Talent seekers can be instantly recommended to relevant contractors based on the specific needs of their company and the contract they are posting.
Ensuring more transparency in the contractor market, iContract matches you to contractors that are tailored to your unique needs. Reducing the need for long and arduous assessment processes such as CV trawling, iContract connects you to the right candidate quickly and effectively.
Artificial Intelligence continues to be a major trend in HR as companies look to improve hiring decisions and efficiency. As a computer scientist and expert on hiring research, I can attest that there are definitely components of hiring that can be improved with AI. One example is using algorithms to automatically remove identifying information from resumes to make identity-blind resume review more efficient. We can also use AI to help companies write better and more inclusive job descriptions that attract a broader pool of qualified applicants. A company concerned with employee turnover could use AI to identify employees who may be likely to leave based on variables like how many managers they’ve had, pay equity, and length of tenure. These are all exciting applications of AI that could make a real difference to a company’s hiring success.
AI and Recruiting
The main place people seem to be interested in using AI in recruiting is in reducing the number of resumes recruiters have to review to get to the best candidate. This makes perfect sense: given how easy it is to apply to a job with one-click these days, recruiters are understandably overwhelmed with the number of resumes they receive.
Unfortunately, there is a huge risk that using AI in the recruiting process is going to increase bias and not reduce it. Why do I sound so pessimistic? Because AI is completely dependent on the training set that is used to generate its predictive results. We’ve already seen how this can go horribly wrong in trying to identify images and create Twitter posts. When it comes to hiring, a critically important function for companies, AI can perpetuate biased patterns and teams that are very similar to existing ones.
Here’s an example where AI does not serve a company well. Let’s say a corporate hiring manager always looks for candidates who went to Ivy League schools. When an algorithm looks for patterns of the employees at the company, it will notice that there are certain schools that are more common among current employees, and it will seek candidates from those schools. However, research has shown that where someone went to school is not predictive of how well they will perform in a job. So, the algorithm has now found a “signal” in the data that is not predictive of how well a potential candidate will actually do the job. In this case, AI is simply feeding recruiters “more of the same,” which may not be what your company needs to achieve future goals.
Using AI in this way won’t be help organizations predict what they need to achieve future goals. AI is essentially “driving in the rearview mirror” – it is based on what has been done in the past. That’s why AI can’t replace recruiters, who have specific knowledge on the best types of people to hire to meet certain skillsets that will move a company forward.
How to spot potential bias in AI
The possibility of bias in AI training sets won’t occur to many algorithms designers, so it is up to the organizations that are deploying these algorithms to ask the right questions about what testing has been done to ensure bias was not trained into the algorithm itself. For example, if you’re considering video software that analyzes nonverbal communication to predict candidate quality or a pre-assessment that claims to predict job performance, ask whether there were observed group differences in the training data. If they can’t tell you, think twice about using it.
You’re still smarter than AI
Use AI to augment your hiring wisely. No amount of AI can replace following best practices in hiring, like identifying key skills and values before sourcing candidates and using structured interviewing. Some AI can help improve these best practices and get you closer to your goals, faster. Just make sure you have your eyes open for potential biases along the way.
“A phone screen is generally perceived as an effort to gauge the qualifications and interest of a candidate. However, I see it as more than that, especially when representing a client. A phone screen is an opportunity to make an indelible mark on someone we might hire, someone who might refer a candidate, someone who might consume the products or services of our client and someone who may rave about the recruitment experience so much that their testimonial on social media serves as a recruiting vehicle in and of itself.”
Additionally, in a recent blog post titled The Best Phone Screen Interview Questions, Robert Half similarly highlights the importance of phone screens saying, “a candidate’s answers to key phone screening interview questions can allow you to speedily identify the most promising candidates.” The post goes on to share a list of questions aimed at uncovering a candidate’s work style, soft skills, technical skills and expectations for the position.
When it comes down to it, recruiters use phone screens to achieve three things:
Present information about the job to the candidate
Capture information about the candidate
Be empathetic and engaging for the candidate
These three outputs are vital, allowing recruiters to make informed decisions on whether to move candidates forward or not. Monster and G2V Careers reports that recruiters spend 78,352 minutes on the phone per year or roughly 63% of a 40-hour work week.
This got us thinking…
What if we could achieve the outcome of a phone screen without actually having a phone screen?
Would this save recruiters hours of time each week?
Would this be an engaging and empathetic experience for candidates?
Would this capture the necessary information to further decision-making capabilities?
Our hypothesis was “yes,” we can replicate the outcome of a phone screen without actually conducting a phone screen. In our early beta stage, Wendy has begun validating this hypothesis. She pre-screens applicants via chat (think: text, Facebook messenger or web) and then delivers the transcript (as well as her recommendations) to recruiters. Here’s what we’re seeing so far:
1. Better Candidate Experience
Recruiters have a lot on their plate, especially when over half their week is spent on phone calls. As a result, many phone screens are rushed and distracted, leaving candidates feeling unheard. Wendy, on the other hand, is patient. She doesn’t have the same time restraints as humans and can chat with candidates whenever and for as long as they wish. For corporate positions, candidates are spending around 31 minutes chatting with Wendy, while candidates for more blue collar positions are engaging for 7 to 11 minutes.
2. Better Notes & More Complete Candidate Profiles
Following a chat with an applicant, Wendy shares the transcript directly with recruiters. As a result, recruiters are learning information about applicants outside their cover letter, resume and LinkedIn profile — without having to take notes or conduct any research.
With the Wendy chat transcript, recruiters have a robust profile on every applicant before they ever reach out. The information is detailed and presented uniformly, so if hiring for a position is put on hold and resumed months later, there’s no knowledge gap or need to re-assess the applicant for fit. With Wendy, candidate fit is no longer determined by the note-taking skills of the recruiter. Regardless of how detailed their notes are, at some point, a recruiter will be under the weather and forget to capture an important point or their computer will crash, capturing nothing at all. Wendy removes the subjectivity of recruiters’ notes and the effect they have on a candidate’s standing.
3. More Intelligent & Knowledgeable Conversations
Wendy allows recruiters to pre-qualify ahead of scheduling a phone interview. This means two things: (1) recruiters are taking less phone calls and (2) the phone calls they do take are more informed. With more information about an applicant available to them, the initial conversation flows better and is more relevant.
In some cases, recruiters have moved candidates straight to the in-person interview after reviewing the Wendy chat transcript. We expect this to happen more and more as Wendy’s knowledge base and understanding of various roles and domains grows.
When you think back to the best interviews you’ve had (whether as an interviewee or interviewer), it usually has something to do with the quality of conversation. People remember really great conversations. Our goal with Wendy is to allow better flowing and informed conversations to occur. By automating the outcome of the pre-screen process, recruiters can focus on listening and candidates can focus on sharing their story.
About the Author:
Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedIn, Twitter or Medium.
Whether your company needs to fill a new position or replace an existing employee, it is incredibly important to have the right job description to attract the talent you want.
Crafting that description is not an easy thing to do, especially considering that 63% of all new job openings in 2016 came from the creation of new positions. So, how do you create a compelling and effective job description?
While there is no one-size-fits-all template for every position, there are some specific tips that can improve the quality of your posting. These tips can increase the number of applicants, and hopefully help you find just the right fit. Once you have it written, make sure you consider all of the available job posting sites on the web to ensure you are getting eyes on your posting.
In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.
Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.
Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?
Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.
You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.
Monitor Your Competition
Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.
Targeted Facebook Ads
Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.
“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.
Engage With Candidates
Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.
Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company.
Participate In Online Discussions
Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.
Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.
Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.
About the Author:
Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.
Recruiters Are Searching for an All-in-One Solution
Have you ever dreamed of being able to manage ongoing candidate searches alongside your clients and sales pipeline? Ever wish your sales and recruiting efforts were always on the same page? That’s the value of a unified Recruiting Opportunity Management and Applicant Tracking Solution and this is what Crelate Talent has been building for the past several months.
Recruiting is very difficult and can be quite stormy. It’s ideal if you can gain access to a technology solution that helps calms the waters and helps you be more productive. Technology shouldn’t get in the way of you doing what you do best: connect with others and build relationships.
Crelate Talent has been building an applicant tracking/talent management system since 2012. During this time as we have developed software solution for recruiters and talked to hundreds and hundreds of ATS users. One request we’ve heard over and over is: Can we get an applicant tracking system (ATS) and a customer relationship management (CRM) solution in one system? The hassle of working with multiple systems can be time consuming, require doing tasks twice, and pose the risk that the systems won’t play nice with each other. There is a better way.
One of our key principles is that recruiters should “Spend Time Recruiting Not Entering Data”. Therefore, having an all-in-one solution for ATS + CRM has always been on our road map. Further, we were founded on the notion that recruiting is about ‘Creating Relationships’. We see recruiting as the process of aligning the right talent to the right opportunity at the right time. Recruiters are constantly meeting new candidates and meeting potential clients and, therefore, need a way to track these vital connections.
Technology can edify this process and lead to helping good recruiters be great. Just like you need to connect with candidates recruiters also need to build long-term relationships with customers and clients. And wouldn’t it be awesome to have both of these processes in one system? We are excited to bring our Recruiting CRM/Opportunity Management solution to your business.
Crelate’s Opportunity Management Solution
Crelate is excited to announce that coming in the fall our recruiting solution will be updated to include a full-featured Opportunity Management system that will live along-side our ATS system. CRM solutions are talked about often in recruiting. The reason we’ve chosen to name ours “Opportunity Management” is we see it as a way to manage your sales pipelines and potential clients in a similar way to how you manage your candidate pipelines.
In a similar way to managing a candidate pipeline you can also view the sales process as “managing the sales pipeline.”
Our opportunity management system allows recruiting agencies ways to better engage customers, mange their sales process, and forecast potential revenue. Pairing this functionality with a fast, modern ATS is a powerful combination.
What’s more, we’ve built our Recruiting CRM solution to function in a similar way to our ATS–meaning keeping the same ‘drag and drop’ style that is user-friendly and is easy for your team members to learn.
Value of an Opportunity Management Solution for Recruiting
There are many ways that an effective opportunity management system can help your business. Here are 3 to start with:
Better Engage Clients – We live in a fast-paced world where we are constantly making connections and meeting new people. As recruiters meet potential clients they must be able to capture the important information and get those folks in their database. Once they are in the system, and the relationship continues to blossom, it’s critical that recruiters be able to quickly recall personal information.
Manage the Sales Process – Every agency has their unique sales process workflows and so it’s critical to have a CRM that fits exactly what you do. Your opportunity management solution should be fully customizable and work how you do.
Forecast Potential Revenue – Every business clamors for more data and information on how their business is doing and where it’s going in the future. If you can have a system that can provide you with a quick snapshot of the business in real-time that is a difference-maker. This also allows you to see where you need to focus your efforts and the potential value (ROI) of opportunities in your funnel.
If having an integrated ATS + Opportunity Management sounds intriguing contact our Customer Success Team today for more information on our Opportunity Management Solution.
It’s awesome. They take on many of the tedious administrative tasks that typically take up so much of your time. They assist with everything from processing applications to coordinating interviews and compiling applicant profiles for hiring managers.
Ah, the luxury.
Then they leave for the Summer. Suddenly all those tasks are put back on your plate. You now have to cut back on one-on-one time with candidates. You’re back to scheduling interviews and filtering through application after application. Gone are the days of complete, uninhibited focus on building relationships with candidates. Gone are the days of getting ahead of your hiring managers’ needs.
But with AI interns, you get the best of both worlds.
Artificially Intelligent (AI) interns share many of the qualities of their human counterparts, except they’re in it for the long haul. AI is impressionable, sponge-like and eager to learn. With AI interns, you get all the benefits of having human interns and none of the downsides. AI doesn’t take lunch breaks or Summer Fridays.
This is what inspired our beta testing program, aptly titled the Wendy Internship Program. Wendy is our conversational AI chatbot for recruiters. Wendy is young and eager, like an intern. She melds seamlessly into your existing workflow, easing burdens and lightening your workload along the way.
As a first round interviewer, Wendy helps recruiters engage and qualify candidates by chatting with them after they apply. This chat occurs via SMS/Facebook Messenger or our web app, and is similar to an initial phone screen. Here’s an example of Wendy initiating a conversation with Katie, a Software Developer who applied to a role at ACME:
Like previously mentioned, Wendy is young and impressionable, so this is your opportunity to shape her to your needs as a recruiter. Wendy…
Allows for more data-driven decision making — Wendy is able to gather information not found in applicants’ resumes. With these enriched applicant profiles, you can make more informed decisions about who to interview.
Increases your bandwidth — Rather than going through countless email exchanges and phone screens, you can allocate that time to other areas, like sourcing and building candidate relationships. Wendy also handles many administrative tasks, like scheduling and updating applicants.
Improves applicant engagement — Because Wendy can engage every single applicant, applicants no longer experience the “ATS black hole.” Unlike humans, Wendy never sleeps — meaning she can screen applicants at any time of the day and even on holidays.
Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedIn, Twitter or Medium.
Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.
Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.
Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.
Uncertainty about the quality of hire
Uncertainty about the team fit
Uncertainty about time and money spent.
Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.
“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.
He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”
Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”
Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.
Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.
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.
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.
To be on your best behavior is always important, but good professional etiquette is more essential and more critical when one is looking for a job or a new talent for a company.
For job seekers, failing to create a positive and lasting impression during the initial assessment can hinder their chances of moving forward in the hiring process.
For recruiters, even the slightest mistake during the hiring process could cause them to potentially lose a valuable candidate.
Keeping up to date with the overwhelming amount of job search trends, hiring protocols and interview practices can be very stressful. Also, these trends may quickly change. In this infographic, we listed down the rules that will forever matter. Rules that job seekers and recruiters have to keep in mind during the whole hiring process.