It is clear we have fully incorporated email, social media, and more recently video calls, into the world of recruitment. What this does is save time and creates the access recruiters require.
I was recently selected to recruit for a prestigious professional services firm. When approaching this assignment I had anticipated using a variety of more traditional recruitment methods in order to recruit for such a company. These may have included: selection process, shortlist, invitation for face to face, profiling tests, presentation and then (all going well) appointment. However, and in contrast to these conventional methods, the firm requested that I add an additional process. This was for preset questions from the hiring managers to be sent to each candidate, then for the applicant to record a short video in response to those questions with both a deadline and timeframe. So this was neither a video call, Skype interview or video CV but its very own hybrid…
Initially as a recruiter I was little concerned that the company may lose out on the strong shortlist of candidates I had provided, whether through lack of interest or the time it would take to prepare and record the type of video requested. However, and in a refreshing contrast to this, I was pleasantly surprised that each of the candidates greeted the process with open arms and excitement. Their feedback provided an insight into the benefits that a fresh approach can bring to what may sometimes feel a repetitive process to applicants. Although I must admit I still wasn’t sure, well, not until I had each completed video returned and in my inbox anyway!