The advance of technology has created major changes for the world of recruitment, making it easier than ever for employers to search for and connect with potential candidates and prospects around the world.
The growing use of video technology has been one of the biggest developments, giving companies a fresh new channel to communicate their brand values and conduct interviews with talent more conveniently than ever before, regardless of geography.
At a time when the world is facing major disruptions to travel and business norms, innovations like this are proving indispensable to organisations looking for the best ways to carry on regardless.
However, the benefits of video technology shouldn’t be taken for granted; as with any new technique, businesses will need to learn and get used to the specific quirks and requirements of using video for recruitment in order to get the most out of it.
Some companies have been using video interviewing methods and recruitment techniques for years, and they have proven its worth many times over, both in periods of disruption and in our day-to-day activities.
Here, we will share some of what we have learned about getting the best out of video technology in order to help you unlock all of the benefits available.
As online video content has become increasingly common, the advantages it provides have become very clear. Video offers a flexible, immediate and highly accessible medium for corporate communication, providing much greater scope for engagement and intimacy than emails or static written content.
Recruiters are currently finding all sorts of uses for video, including:
Of these, the ability to carry out interviews remotely has arguably had the greatest impact, providing hiring managers with a way of meeting and getting to know applicants that’s more versatile and convenient than ever before. Instead of needing to block out time to organise a face-to-face meeting, all of the parties involved can simply dial into a video conference call as soon as it’s convenient, and get straight into the process of getting to know each other.
A well-organised video interview can deliver the following benefits:
In our experience, most candidates go straight into a final interview after a successful initial video interview, highlighting the effectiveness and proven benefits of this process in the world of corporate recruitment.
As with any kind of technology, video interviewing comes with its own potential issues, and getting video interviewing right requires companies to be aware of these. Of course, technical hiccups can’t always be avoided, but there are certainly steps that can be taken to avoid the most common pitfalls.
For the employer or recruiter, poor planning can lead to a video interview feeling disorganised or chaotic. This may be because efforts weren’t made to create a presentable professional space to host the interview, or because your network connection cannot cope with the demands of the live video stream, resulting in a glitchy or laggy conversation. This can be disastrous for the interview, resulting in both parties being unable to hear each other, so it is vital to make sure the connection has been properly stress-tested in advance.
Meanwhile, candidates also need to be properly prepared for the specific conditions created by the video interview. Some will naturally feel nervous about looking into a camera or seeing themselves on screen, meaning they do not perform at their best, while others will find their home internet connection is not up to the task. As such, ensuring that applicants are mentally ready for the video chat – and have the equipment they need to make it happen – should be a top priority for recruiters.
Getting the most out of a video interview means that applicants and employers alike need to take the right steps to get ready, bearing the unique requirements of the video technology in mind.
In most other ways, preparing for a video interview should be basically the same as getting ready for any kind of interview, as the conversation itself won’t be too different from an in-person meeting. After all, the goal of the process – to find out about the skills, values and personality of the candidate – remains the same, so the topics of their questioning are unlikely to change.
Similarly, most of the tips offered to applicants ahead of a face-to-face interview will apply equally to a video call. No matter whether the interviewer is there in person or appearing on a screen from another country, it remains just as important for candidates to maintain eye contact, plan out structured answers, ask the right questions and provide a good sense of their natural abilities.
Essentially, video technology ultimately doesn’t change what’s most important about the interview process: namely, its value as a tool for employers and talented professionals to get to know each other. However, by properly harnessing the advantages that streaming technology can provide, you can ensure your recruitment processes are as flexible and convenient as they need to be to handle all the challenges 21st century life throws at you.
Written by Carlo Miller, Recruitment Partner at The People Pod, for Smart Recruit Online.
Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.
In today’s candidate-driven market, a positive, definite employer brand is important for attracting and retaining top talent. With an employer profile, you have numerous opportunities to showcase your companies’ unique brand and culture. Including online videos in your profile is a brilliant way to communicate your employer brand to candidates due to the rise in video.
The rise in video is quickly increasing and radically shifting as the main source of how we consume our information compared to text-based and image-based content.
Research undertaken by Wyzowl found that where both video and text are available on the same page, 72% of people would rather use video to learn about a product or service.
As of May 2016, YouTube reported more than 1 billion users; growth in viewing time is up at least 50% each of the past three years. For 2015, Cisco reported 55% of all mobile data traffic came from video, and predicts video will account for 82% of mobile data traffic by 2021.
How exactly can an employer branding video support a company in the recruiting process? Why does it work so well? Here are some top tips on how employer branding videos can support your hiring process.
A video is a great way to showcase your employer branding to candidates. 75% of job seekers consider an employer’s brand before even applying for a job (CareerArc).
They want to know what the company culture is like, will they fit in, will they love going to work every day, will they want to get involved in after work activities like tag rugby. Therefore, video is the best way to do this. Potential candidates will be to assess if working at your company is what they are looking for.
Not only does video catch the attention of your potential job candidates, but it is also a brilliant way for convincing candidates to apply to your open job vacancies. CareerBuilder research has found that job postings with videos have a 34% greater application rate.
Basically, by including video in your job postings you can get a vast increase in the number of job applicants you can choose from.
Research undertaken by TheLadders showed that potential candidates are only reading jobs ads for about 50 seconds if they don’t feel the job is a good fit and around 75 seconds for ads that seemed to match their skills and interests.
Considering the time and effort that goes into writing up a good job description, they hardly seem a worthy investment. In contrast, studies have seen candidates spend over five minutes viewing job ads containing video.
This is an increase of almost 490% in time spent. A CV-Library poll of thousands of candidates also revealed that nearly 80% of job seekers would be more likely to apply for a job that contained a video in the job description. Thus, you will considerably shorten your whole hiring process and better your time to hire.
The way millennials consume information is different from previous generations.
Millennials watch more videos online than anybody else. Therefore, searching for and finding young talent should incorporate video as part of the recruitment strategy. Otherwise, you will fall behind other companies.
In fact, research on Millennials shows that 54% visit YouTube every day. It is believed that by 2030, millennials will make up 75% of the workforce. This, in turn, means that your recruitment should be focused on this generation. For this to transpire, the old traditional recruiting mechanisms need to be replaced with more modern alternatives such as the use of video.
Creating a compelling employer brand video that showcases your mission, your vision and your values will be easier if you’ve done your research and have a clearly defined employer brand.
is the Founder & CEO of Rezoomo.com with over 5 years in the online marketing and web development industry & over 3 years in the recruitment industry. Specialising in employer branding and recruitment marketing.
Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.
We also offer a customisable Careers Page that can mirror your company branding and be fully integrated into your website.
To find out what we can to for your recruitment strategy, including using video to promote your company culture, book a demo by clicking here.