Video & Recruitment
As technology advances the use of video recruitment is becoming more widely accepted. And the benefits are obvious. Videos can highlight what words alone cannot both from the perspective of the company and that of the employee. Candidates can get feel for how a company looks and feels. Whilst employers are able to catch a glimpse of a candidate’s passion, enthusiasm or authenticity from the interviewee.
But, what other the other benefits of using video technology in the recruitment process? Here’s our list of top benefits –
Time and Cost
Video recruitment means employers can evaluate candidates faster, cutting down on the time it takes to hire someone. What’s more, you can access out of town candidates without the expensive travel costs. It also means you can involve other colleagues in the processs who can also review candidates’ videos and provide any additional feedback.
Video could also provide a potential time-saving option when a number of candidates are being interviewed. You simply send out one list of interview questions to all of your candidates, they film their answers and send them back by the deadline. You can then work the time into your schedule when it suits to review candidates and make a decision. This approach also ensures that each candidate benefits from a consistent interview scenario.
A Picture is Worth a Thousand Words
Used as part of the initial screening process, video can help to assess a candidates potential fit much earlier. Body language and eye contact both contribute greatly towards getting an accurate feel for a person making a situation much easier to read than by phone or email.
Where interviews can be sent in or recorded the collaboration process is made much easier. Showing a video to a hiring manager is far better than having them sift through notes or minutes and allows them to feedback and rate each individual candidate far more accurately and swiftly.
Diversifying the Process
Some employers are now using video for candidate assessment, creating video-based games, exercises and virtual scenarios to test applicants’ skills. This type of approach can create a much more engaging experience and aid the hiring process by introducing realistic features of the job. Offering candidates the opportunity to view a snapshot video of the company at work early in the process can also help to ensure better fit appointments cutting down on high employee turnover.
A weak signal or intermittent internet connection can impact adversely on an interview situation so where possible care should be taken to ensure clear and stable transmission. As for any interview, a process involving video should be devoid of distractions and be a specifically designated time slot.
Organisations considering the use of video in the hiring process should be aware of concerns surrounding potential discrimination during shortlisting. Any hint of discrimination is far more visible in a live video process and can sometimes lead to more informal questioning. Any process employed must also be fully accessible to disabled applicants.
Although face to face is still arguably the best way to conduct any interview, many recruiters looking to attract and engage job seekers are developing video processes into all stages of their recruiting and hiring process. Many it seems are also finding that it is giving them a competitive edge. It can reduce costs, standardise compliance issues and help with staff turnover. It can also help to widen the net in an age where remote working is likely to become more and more commonplace.
At Safehands Recruitment, candidates are our lifeblood and if you are looking for temporary or permanent work we would like to hear from you.
Our commitment is to provide you with the best employment opportunities we can. We understand how important it is to match the right job with the right candidate.
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