Using video interviews helps you meet more applicants and reduce the cost of your recruiting cycle. We’re going to talk about some tips to take advantage of this fast-growing form of hiring engagement.
A poor hiring decision costs time and money, both for your company and for the candidate. When you make the wrong choice, or fail to connect with your best applicant, everyone takes a step back. A bad hire can cost your company anywhere from one-third to one-half of the annual salary of the position. It pays to take advantage of tools to reduce costs and improve talent acquisition.
Using tech and social media reflects well on your brand. Within one company, many departments can make use of social media including HR, customer service, marketing, and public relations.
Video interviewing has come a long way. While poor quality technical support remains a bane of online interviews, the benefits of video capabilities outshine the problems.
Whether you are a recruiter or a hiring manager, well-designed recruiting software helps you identify potential talent for the positions you need to fill. In an applicant-driven market, locating your deepest talent pools is critical
A 2015 report from LinkedIn states that 75% of professionals view themselves as passive job seekers. In the quest for top talent, that means you need to make it easy for these “just looking” candidates to connect with your company. Recruiting software helps identify these individuals, as well as manage applicant response. Video outreach is the next step.
Using video during the recruiting cycle
Video contributes to the hiring process in several ways, including:
- Video resumes: There is a growing trend for job seekers to go straight to video. On LinkedIn, candidates can post images, a video profile, documents, or presentations they have prepared. A picture—or a video—is worth a thousand words, and today’s tech-savvy applicants are making use of multi-media to get their brand across and give them an edge in the hiring funnel.
- Video response: On the hiring side, managers and HR personnel make use of video response tools. This innovation saves a lot of time—and improves your chances of making the right hire. How does it work? Video response adds another firewall—and opportunity—for busy hiring personnel. You can insert a video response segment into any part of your hiring cycle. Video response is usually offered to the subset of candidates initially identified by your ATS.
Based on your job description, a set of questions is prepared through your response tool. You can usually insert video of your hiring manager reading the question, which puts a human face to a one-way process. Each applicant is provided the same questions.
You can offer your applicants the opportunity to review, and redo, their response until they have the video they are happy to submit. Because the questions are standard, you can do side-by-side comparisons among candidates, share the video with other hiring personnel, and quickly pare down your applicant pool. Video response saves you time, provides great information on your candidate, and bolsters your decision-making about the final two to four individuals you choose to personally interview.
- Video interview: The advantages of video interview are similar to video response. You can save time, travel, and money for you and your applicant by sitting down face to face—via video. If tech needs are handled properly, a video interview is a great tool to hone your candidate pool, discuss your company and the position, and make supported decisions to narrow your applicant field. In non-local, or global settings, a video interview can lead directly to a job offer. Otherwise, your last step is a costly in-person interview with your final one or two candidates.
Keep these video tips in mind
Video techniques are enhancements that improve the application and hiring process, but they are part of a bigger process. Keep these points in mind about video applications during the hiring process:
- Pictures vs. words: Widely viewed statistics on the internet say something about the relative importance of words as you form a first impression. These statistics assert that about 55 percent of your opinion is formed from nonverbal cues of how a person acts, dresses, and walks. Another 38 percent of that opinion is formed by tone of voice and confidence. Only seven percent of opinion, or hiring likeability, is supposedly based on what someone says. While nonverbal cues are important, be aware these stats are adapted from research that applies to people talking about subjective, emotive content. Bottom line? What you say, and how you say it, are equally important.
- Two-way street: It is a priority to keep your applicants informed throughout the hiring process. Be sure your company response to all applicants is professional and fast. If your hiring cycle typically takes four to six weeks, or if you have decided not to pursue an applicant—say so. More than ever, it is important to tend your brand reputation in order to hire, and retain, top talent now and in the future.
- On point: Be sure your job description, video response and video interview questions are crafted to specifically address the culture and needs of your company.
- Data: Big data is coming soon to a video near you. Video response and interview are fertile fields for predictive analytics. Using metrics scored from video samples, software tools can generate focused or broad comparisons of candidates, current employees, or interviewers.
The potential for video in the recruiting cycle is dynamic and developing. Take advantage of video to cut costs, improve the candidate journey, and make the best talent acquisition decisions for your business.