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Recruitment Buzz Panel: Where does video screening fit within the future of recruitment?

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This month at Recruitment Buzz we have been social media crazy. With our panel already debating our previous questions “Job Boards versus Social Media: What’s your take?” and “What is the future of Mobile Recruitment?” it was only right that we posed a video question to our panel.

This week the question we posed was “Where does video screening fit within the future of recruitment?”

Have a read to find out what these recruitment influencers think about the future of video screening…


Dave Martin | Co-Founder | Pocket Recruit

As the industry becomes more comfortable with video screening, which is starting to see real growth, candidates will demand convenience. A phone interview can easily be taken over lunch, in the car, etc. but a video interview often needs a laptop or desktop computer. This reduces the ease and availability for the candidate to take a video interview while also in full time employment. A number of vendors now support video screening where the candidate uses their smartphone to participate. This emerging trend will grow into common place and a must have for video screening.

 

Maren Hogan | Serial CMO | Red Branch Media

This is one tech tool that I can get behind. HR and recruitment technologies are plentiful, but how relevant or useful are most of them? Video screening is proven to save time, money and sanity. Video screening companies like Wowzer have taken the lengthy and involved process of screening applicants, and made it more efficient and consistent. Recruiters and hiring managers can now review and share interviews mobile while they’re in line at Panera waiting for their lunch. There aren’t many tech tools out there right now that have changed recruitment, the way that video screening has. Anything that makes life this much easier, is sure to stick around. 

 

Daniel Richard | UK Managing Director | Sonru

Most people whom I speak with have figured out that video screening is very appropriate for volume or international recruitment.  However, I see more and more recruitment teams leveraging our technology to increase time savings and eliminate scheduling hassles.  Managers want great people, but have little time to interview a lot of candidates.  

When positioned properly, candidates are happy to complete a video interview allowing them to introduce themselves in front of the management team via a webcam – even for more senior roles.  Some of our major clients interview all of their candidates through Sonru, including: Engineers, Procurement, IT, Nurses, Cabin Crew, Sales and Marketing professionals, etc.  You should try it, it works!

 

Peter Gold | Editor-in-Chief | HRMash.com

I see video interviewing becoming mainstream for many employers and recruitment agencies over the next 12-18 months so the challenge will be on the vendors to prove their value in what will become a commoditised market. We already have free video options such as Skype and whilst this is totally different to what the specialist vendors offer, the buyer will need to be educated as to what they get vs. what they need. The technology is actually the easy bit but getting adoption from candidates could be a challenge if recruiters do not engage early on in the process to “sell” the value of a video interview. We may all watch YouTube videos but it doesn’t mean we all want to star in them and with all the conversations around data privacy, a high percentage of candidates could drop out of the process at this stage.

 

Alasdair Murray | Freelance Copywriter and former recruitment marketing Ad Agency Account Director

I guess it depends how it’s done. If it’s a video interview via say Skype, then fair enough, but if it’s judging people X Factor style on the basis of a quick video they’ve knocked up themselves or paid lots to have professionally produced then I’m not so sure it wouldn’t result in the wrong criteria being taken into consideration. People should be judged on their ability to do a job, not how they come across on camera (unless of course the job involves being in front of a camera). Plus, how many employers have the time to sit and watch a show reel of potential candidates? Sifting CVs and selecting people by matching skillsets & experience to the requirements of the role would, to me, seem a much quicker and less discriminatory based on first impressions route.

 

Johnny Torrance-Nesbitt | MBA | Former Director of Employment Branding & University Relations, Monsanto USA (Corp. Hdqts)

Leveraging a video interviewing platform into your Talent Acquisition strategies is crucial for maintaining a competitive edge and impacting overall recruiting budgets. “Digital interviews” will increase in the years ahead.  Its users will drive down their candidate travel costs as well as significantly cut candidate processing time—thus impacting “time-to-fill”.  Panel interviews (composed of all hiring managers) could also be impacted through the use of video interviewing (also impacting processing time).

Interactive videos interviews can obviously be conducted during real time via Skype or Oovoo or Google Hangouts. Or employers can use a (delayed) one-sided interview platform developed by HireVue. HireVue allows candidates to respond  to interview questions for a specific position at their convenience from a computer, tablet, or a smartphone. Then the hiring team is able to review, rate and share these interviews from anywhere and anytime.

Lastly, candidates should be mindful of the etiquette of video interviews; namely treat the interview the same as an in person interview. Candidates should control their environments (no barking dogs or distractions in the background), dress appropriately for the video interview, and rehearse beforehand.   

 

Ian Knowlson | Managing Director | Selling Success

Very interesting question – It has a big role to play I suspect. The evidence I have seen is that in the recruitment of senior execs it has a big part to play also where the skill market is global.

In both these areas businesses are increasingly using 90 sec video clips to enhance the presentation of candidates to prospective clients. I believe they work where the agent is retained or has sole agency. At present the market is too immature for speculative videoing to work.

I recently wrote a blog on this which has had much comment.

 

Liz Longman | Managing Director | TEAM

Video screening is a great step forward and almost as good as the interviewee sat in front of you, it helps to create the right impression.  I see this increasing and has in the past perhaps been slow on take up. 

With the ease of modern technology it is very simple to interview nationally and internationally. It is also possible to link in a panel of interviewers as well as the ability to retain a copy of the interview for later review.  A candidate can answer the questions posed by a recruiter fictitiously  over the telephone but when they are ‘virtually’ sat in front of the interviewer it is perhaps easier to see whether an answer is factual or not.

I don’t see video screening entirely replacing the interview between client and candidate that should be face to face as the candidate needs to see the environment of the workplace.  However as a pre-screening exercise it saves considerable scheduling time as well as travel costs.

 

Lee Biggins | Managing Director | CV Library

I think video screening is an interesting concept but I don’t necessarily think it’s the right product for job boards to integrate. I believe it’s a product made for the actual recruiter; the employer or the agency.

Initial CV filtering is still necessary in order to find the most relevant candidates based on their core skills and experiences. Following this, video screening could come into play but I don’t think you can justify using it as one of the initial stages of the recruitment process; it’s a lot of extra work for the candidate and you can usually tell if someone should get through to the next stage of the application process based on their CV.

Through personal experiences, when recruiting for CV-Library, we encountered a breakdown in communication after we asked applicants to complete a video screening task. We then found it near impossible to engage with them again as they were put off the role. This highlights that it’s clearly not a process that will work across every sector and you need to bear in mind the type of candidate you are recruiting.

Currently, the concept is still too new for most recruiters and employers to feel confident with. The products are improving aggressively but there’s still a great deal of work to make this innovation a fluid part of the interview process.

 

Mike Gorshkov | Director | Linearesourcing

In an era where most people are using advanced technology on a daily basis, it seems obvious that the recruitment process should evolve to make use of the technology on offer.  

Video screening maximises efficiency by doing away with the constraints and costs associated with face-to-face interviewing. This does not mean that it can replace the value of face-to-face interviewing altogether, but it enables recruiters to make better candidate selection decisions and pick from the best talent in the global market, not just the local area. Candidates who are looking to relocate can be pre-screened before incurring travel costs.

The process presents an equally appealing proposition for candidates, as they are able to showcase their knowledge and personality as well as skill set. Some candidates are not able to put across their suitability for a role on a CV as proficiently as others; video screening gives these candidates the opportunity to add another dimension to their application.

Video recruitment has already begun to revolutionise the recruitment process, a trend that is set to continue as the benefits for the industry are vast.

 

Darren Sher | Product Development Manager| Evenbase

I think video does have a future in recruitment. However not necessarily in the form of a ‘Video CV’. Videos don’t lend themselves well to the first stage of applicant filtering, purely because of how long they take to watch. Whereas CV’s and profiles are perfectly designed for quickly scanning how relevant the candidate is and what skills they have. There is also the ability to view and share CV’s and profiles offline, which video cannot offer.

However, video does lend itself well to the second stage of the hiring process. It could act as the perfect filtering mechanism before the interview process. Rather than requesting 20 candidates come in for an interview and struggling to schedule their availability, video offers the perfect tool to save time by pre-selecting candidates and only bringing in those that have made a ‘good first impression’.