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The latest news, trends and information to help you with your recruiting efforts.

Posted June 05, 2017 by

Video interviewing: best practices for employers [interview]

 

Recruiters who spend precious time on the time-consuming administrative task of scheduling telephone interviews should seriously be looking at video interview software. College Recruiter recently spoke with Martin Edmondson, CEO of Gradcore, about the trend in asynchronous video interviewing. Gradcore helps employers understand colleges and their graduates, and they help the graduates understand potential employers. Edmondson, a member of College Recruiter’s  Panel of Experts, provides tips for employers who are considering using video in their interview and hiring process. He has seen this trend on the rise and believes employers can save time and otherwise benefit by implementing video interviews.

Watch our discussion below or read major takeaways in the blog post the follows.

 

More employers are conducting video interviews to save time.

More employers are using video interviews, and the opposite trend is true for telephone interviews. Edmondson says he is “seeing a big growth, especially in UK and Europe, around asynchronous video, particularly that second phase of the interview that replaces telephone interviews.”

In fact, a recent survey by the Association of Graduate Recruiters (the national body in the UK for student and graduate recruitment), showed that in the last year alone usage has gone from 29% to 43% of graduate recruiters using video interviews as a selection tool.

They are not meant to be the first or final stage of interviewing. A video interview should be used in the middle of the process, especially for employers who have high volume of student or grad recruitment. A video can give a good picture of a candidate at that stage.

Video interviewing saves time and is a trend

Source: AGR Annual Survey 2016

Edmondson adds, “There isa wide range of providers of asynchronous video interviews out there. Many of them carry the same functionality, but with the intense competition in the field there is a constant flow of innovation to improve the technology. The initial battle for market share led to low pricing,  but there is growing differentiation in product and pricing.”

Pros and cons of an asynchronous video interview

First, the pros. An asynchronous video brings the advantage of efficiency, much greater flexibility for both the candidate and the recruiter, and it cuts down the overall process time. This improves candidate experience and saves time and money for the recruiter.  In addition, Edmondson adds, “video interviews are really useful for multinational organizations recruiting internationally.”


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“They are best deployed when looking to reduce a large pool of applicants down in a short space of time whilst still using a robust process.” In the middle stage of the process, when  you still have a big pot of candidates to get through, an asynchronous video interview gives you pretty good picture of someone without being too time consuming.

Recruiters are used to using telephone interviews, where they can lose days just scheduling them. However, with an asynchronous video interview, you “literally just get your question into the system, send it off to 500 or 1,000 graduates, and you give them 48 hours to respond. They come back with their responses that they film themselves. You can then send it out to the recruitment team to review. So it’s very efficient.”

Edmondson says there is one disadvantage. “They have some drawbacks in comparison to telephone interviews as they don’t allow as much drilling into answers, but the other benefits tend to outweigh this.” That’s why he says it’s meant for  a middle stage, not a final interview. The quality of results from video interviews, adds Edmondson, “as with telephone interviews, is down to the quality and experience of the assessors rather than the medium.”

How video interviews impact bias in the hiring process

Seeing a candidate's face can increase biasAn asynchronous video can, on one hand, reduce bias because it is structured and remains a standard in the hiring process that is unchanged for every candidate, as opposed to the bias that is introduced by “winging it” with small talk, for example. On the other hand, introducing a video in the middle of the hiring process may introduce new bias because now the recruiter can see the candidate’s face.

Related: Predictive analytics and interview bias

“Bias is in the hands of the person watching the video,” says Edmondson. “If you’ve got well-trained recruiters watching, who are conscious of bias, then you shouldn’t have a problem. If you distribute it to managers who aren’t as well trained in bias, then you may have some more issues.” That is to say, it is the organization’s responsibility to manage and control bias more generally in their interview process, be that through video interviews, face to face interviews or any other form.

“When reviewing video interviews you should use the same fair and robust principles you apply in any interview or assessment center context. You should ideally use assessors with an experience and a clear understanding of bias, and score consistently with clear behavioral indicators.”

To control for bias, the video interview offers another advantage in that they are recorded. “So if you have a concern or if a candidate raised a concern, you can just go back and rewatch it to see if the candidate was reviewed fairly.”

Considerations while reviewing a video interview

“When reviewing video interviews you should use the same fair and robust principles you apply in any interview or assessment center context. You should ideally use assessors with an experience and a clear understanding of bias, and score consistently with clear behavioral indicators.”

Another consideration is background interruptions, and recruiters may decide to expect some level of interruptions as just par for the course. “The flexibility of the medium allows them to record day and night, but does mean you sometimes get unexpected interruptions from a friend or parent inadvertently appearing in the back of shot.”

Videos allow interviewers to take into account how the candidate is communicating. However, Edmondson warns of coming advancements in assessing communication. Video interviews may soon be subject to assessing candidates using biometrics, facial expressions, “but for me,” adds Edmondson, “that gets slightly dangerous” and needs more exploration.

Finally, Edmondson advises that employers considers cultural differences if their organizations operate in multiple countries. There are lot of different suppliers out there, so get a feel for the demos. It’s possible that videos may not be considered totally appropriate in certain areas. If that’s the case, consider not using them at all, or introducing them gradually. If certain candidates can’t access he media for any reason, you have to work around that too.

Video interviews shouldn’t be used in isolation, and are really at their best in the mid stages of a large scale selection process.

 

Posted April 27, 2016 by

Benefits of using video and phone interviews in recruiting

Female boss talking with applicants online on video conference courtesy of Shutterstock.com

Photographee.eu/Shutterstock.com

While face-to-face interviews have not become obsolete, new interviewing methods are becoming more popular today. Video and phone interviews not only benefit job candidates but also benefit recruiters. Recruiters can save time and learn more about candidates to make the best hiring decisions. Andre Lavoie, CEO and Co-Founder of ClearCompany, explains why video and phone interviews are effective in college recruiting.

“Video interviewing benefits both candidates and hiring managers. For an organization, pre-recorded screening questions create a consistent candidate experience by asking the same questions to applicants the same way. Candidates benefit because the technology is easily accessible and simple to use — just hit record.

Before in-person interviews, companies want to know the basics such as candidates’ skill sets, ambitions, what they can contribute to the company, etc. All of this valuable information is easy to gather through phone and video interviews.

The problem many organizations face when recruiting college students and recent graduates is a skills gap they possess and the skills needed to get the job done. While these interviews don’t fix the skills gap, they give recruiters a better understanding of the candidates. Recruiters can evaluate them more efficiently to avoid eliminating top talent who may not communicate their potential as clearly on their resumes, as they can when responding to specific questions. This affects the quality of hire, the most important measurement that tells employers how well their hiring teams recruit.

When using video interviews, recruiters are effectively finding high quality candidates and eliminating those who fall short. Additionally, they are reducing time to hire significantly and improving their return on investment (ROI).

We use our own talent management platform, which offers a video interviewing feature that seamlessly integrates candidates’ recorded responses with the applicant tracking system. This allows the entire hiring team to engage by watching the recordings at their convenience and collaborating by providing feedback through the platform.”

Do you want to learn more about phone and video interviews? Head to our blog and follow us on LinkedIn, YouTube, Twitter, and Facebook.

Andre Lavoie, CEO and Co-Founder of ClearCompany

Andre Lavoie, CEO and Co-Founder of ClearCompany

Andre Lavoie is the CEO of ClearCompany, the first talent alignment platform that bridges the gap between talent management and business strategy by contextualizing employees’ work around a company’s vision and goals. You can connect with him and the ClearCompany team on Facebook, LinkedIn, and Twitter.

Posted December 17, 2014 by

How to Prepare for a Successful Video Interview

Mark Feffer

Mark Feffer

Tools like Skype and Google Hangouts have made online video nearly as easy to use as Facebook. That’s leading more employers to replace some in-person meetings with video interviews. The advantages are obvious: Managers get the opportunity to have a conversation that feels a lot more personal than a telephone interview, without the time and expense that often come with an in-person visit.

Like any other interview, video conversations require preparation. Indeed, they need as much planning as a personal interview. Here are the things you need to consider. (more…)

Posted August 14, 2014 by

Recruiters, Want to Find the Best Job Candidates? 7 Modern Day Strategies You Can Implement

For recruiters looking for new ways to find the best job candidates, there are seven strategies being used today they can implement that are found in the following post.

Recruiting isn’t what it used to be. And for most recruiters, that’s a good thing. These days, there’s less reading through stacks of formal resumes and cover letters, and more interacting with candidates on a casual — and often digital — basis. Here are seven modern methods recruiters are using to bring in new talent: 1. Open-ended job postings You

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Posted July 01, 2014 by

How to Succeed in Video Job Interviews

Andrew Hastings

Andrew Hastings of Kira Talent

If you are a recent graduate or looking for a job, make sure to prepare for new trends. Companies are increasingly using video job interviews as a screening tool to connect with applicants, so prepare yourself with these tips and use the video interview to your advantage. (more…)

Posted May 28, 2014 by

Job Seekers, Do You Have Video Interviews for Entry Level Jobs Coming Up? 5 Tips to Prepare for These Meetings

What should job seekers do to prepare for video interviews for entry level jobs?  The following post shares five tips to help you prepare.

Most of us seem to dread the video interview. But many recruiters use this tool because Skype and Google+ interviews save both the employers and candidate significant time and money. Plus, in a short amount of time, you both have the opportunity to measure each other up and decide next steps in the process. So don’t be unnerved. With

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Posted April 08, 2014 by

Applying for Recent Graduate Jobs in Summer 2014? Job Search and Resume Trends to Watch

For those of you applying for recent graduate jobs this summer, learn some job search and resume trends to look out for in the following post.

I’ve been reading a lot lately about the top recruiting trends projected for this summer, and I realized this is a great opportunity to show you what’s going on in the recruiting industry. With this knowledge, you can reverse-engineer strategies aimed at meeting recruiters where they are… and giving

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Posted January 02, 2014 by

Looking at Jobs for Recent College Graduates? Job Search Trends to Watch in 2014

When looking at jobs for recent college graduates, you may want to take note of these job search trends for 2014 found in the following post.

Many people in upper-level management are “boomers,” meaning they are now hitting retirement age. This means more employment opportunities on lower levels as mid-management moves up and their jobs (and entry level…

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Posted August 12, 2013 by

Video Interviewing on the Rise Among Employers

Employers looking to save time and money in their recruiting efforts are turning to video interviewing.  The following infographic shows the benefits of conducting video interviews for employers, recruiters, and candidates, as well as tips job seekers can use for these all important meetings. (more…)