The Tru Files - Video Interviewing
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1) The document discusses the benefits and rise of video interviewing technology for recruiting and hiring. It allows hiring teams to review candidate interviews on-demand for increased efficiency over traditional interviews. 2) Candidates can now record and submit video interviews on their own schedule using their personal devices. This provides a more convenient option than coordinating phone or in-person interviews. 3) The document examines different types of video interviewing platforms, from dedicated tools to those integrated into broader talent acquisition suites. It predicts continued consolidation in this space.
The Tru Files - Video Interviewing
- 1. e Tru Files VIDEO INTERVIEWING 4 3.5 TRU HEAT INDEX @BillBoorman and Sally Hunter
- 2. 10 /02 events 8,000field of recruiting. 48 We scoured presentations and conversations from the last twelve months of TRU events to bring you the best forward-looking ideas in the attendees Big ideas
- 3. Video Interviewing /03 New technologies will banish inefficient (and awkward) first-round candidate interviews. Welcome the new breed of on-demand virtual interviewing.
- 4. /04 efficiency. convenience. consistency. personalization. speed. candidates invited to a first-round video interview candidates record Video interview hiring team review interviews hiring team log comments hiring team invite selected candidates for an in-person assessment
- 5. The first-round interview is a critical way to assess whether an individual will fit into the culture and tempo of your organization. The problem: the time required to review 20+ candidates on the phone (or even worse, in person) delays the hiring process by weeks or months. The newest concept of video interviewing is not about conducting a traditional interview via Skype. Instead a company asks job candidates to pre-record answers to a set of questions (with one or multiple takes) using a built-in camera on a candidate’s personal computer or laptop. The idea behind video interviewing is to bypass the needless complexity of scheduling multiple one-on-one or group interviews with candidates and internal stakeholders; instead the hiring team reviews tapes on demand. /05 Job candidates now regularly use tools like Skype and mobile video calling, and are generally unfazed by the request to record a video interview. Video Interviewing
- 6. Video Interviewing /06 The technology offers compelling benefits including the following: Efficiency: Recruiters and hiring managers can review a knock-out question first rather than sit through an interview that’s crashing and burning. And it’s far easier to pull an attractive candidate into the hiring process after interviews have begun (whereas now recruiters often ignore late-but-qualified candidates for fear of derailing the process). Convenience: No need to synch multiple schedules or fly in candidates. No headaches due to cancellations or travel delays. Consistency: Ask the same question of each candidate and compare answers side-by-side. Depending on the platform you use, you can view opinions from your colleagues on a recruiting dashboard, and reach consensus about a particular candidate more efficiently. Personalization: Unlike a phone interview, a video interview offers recruiters and hiring managers the chance to assess the intangibles like poise and credibility. Speed: Using traditional interviews, the process can only proceed as quickly as the recruiter can schedule interviews (two-plus weeks scheduling and interviewing first-round candidates for a single position). Using on-demand video, a recruiter can handle more assignments in less time.
- 7. Video Interviewing /07 While the idea may have seemed far-fetched just a few years ago, job candidates now regularly use tools like Skype and mobile video calling, and are unfazed by the request to record a video interview. What makes on-demand interviewing possible? A bevy of new technologies for hosting video interviews and managing the process. These platforms can be divided into two categories: dedicated video assessment tools and recruiting technology suites (of which video interviews are but one feature). We expect to see more and more consolidation as recruiters and hiring managers seek out a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement, sourcing, screening, hiring and onboarding).
- 8. /08 Video Interviewing Enterprise video assessments Enterprise solutions from companies like HireVue, WePow, Take the Interview, LaunchPad and Asynch Interview offer hosted video interviewing, but also tie in additional data streams such as content from social channels. Enterprise-ready assessment tools may include: • Video interviews tied to LinkedIn profiles for a deeper look at a single candidate, • A branded interface for a seamless candidate experience, • Dashboards to aggregate opinions from the entire hiring team, • Live video interviewing options. Specialized video interviewing and assessment tools: Certain roles require highly specialized assessments, such as identifying high-quality programmers. Interviewstreet offers a unique video interview experience: real-time coding sessions done via phone and a live-screen view to delve deeper into job candidates’ abilities. We expect more of these niche solutions to become available in the next two years.
- 9. /09 Video Interviewing Integrated talent assessment suites The market for talent acquisition solutions is shifting quickly, with smaller players being bought up and consolidated into larger recruiting technology suites, of which video interviewing is but one part. Some of these integrated solutions are targeted to small to mid-size companies (e.g. SmashFly and Eploy), while others like HireVue and WePow are larger and more feature-rich applications. We expect to see more and more consolidation as recruiters and hiring managers seek out a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement, sourcing, screening, hiring and onboarding). Further consolidation depends on the larger technology companies agreeing to use an open API, which will enable smaller niche technology companies to build “add on” solutions—a model used very successfully by Salesforce in the CRM market.
- 10. /10 interviewing: actionable insights Video interviewing technology is but one solution within a much larger portfolio of talent attraction and hiring technologies (a set that includes applicant sourcing, tracking, psychometric and skills assessments and social recruiting). It’s critical organizations take a more holistic approach to talent-related technology, rather than considering each solution independently. Examine your current technology carefully. How much functionality does your applicant tracking system (ATS) currently offer? Does the vendor plan to add the functionality you’re shopping for in the next 18 months? Even more importantly, does it use an open API to communicate with other solutions? An open API encourages developers to build add-video on apps (in the same way Salesforce.com has very successfully encouraged a community of developers to build for its platform). What will you need in the future? Estimate what you will need three years from now rather than what you want today. Too many organizations fail to appreciate the pace of change within their HR and recruiting departments, and how long it takes to purchase and deploy a new technology. Make sure you’re anticipating what you may need in three years. Buy a little or a lot? Will you use the interviewing technology exclusively for candidates you’ve already selected as strong contenders, or could you imagine using it for all applicants? Will recruiters have sole access to it, or will hiring managers also interact with it? Knowing how you will use video interviewing (and how many individuals will interact with the tool, both candidates and internal decision-makers) will help define how robust the solution must be. What technologies do you need?
- 11. video interviewing /11 thE #tru story I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in 1999. I was taken aback by the way discussion flowed and how different the format was to a traditional conference. I led a track all day under a tree and learnt far more than I gave. Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November 2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an informal spirit of information sharing and networking. #tru is based on the BarCamp principle, which means that everybody can be an active participant instead of listening to speakers and watching presentations all day. The emphasis is on communication and the free exchange of ideas and experiences where the participants fuel the conversations. bill boorman
- 12. video interviewing /12 increasing efficiency The accessibility and flexibility of video as a screening tool will improve the candidate experience and make the review process more efficient. The variety and quality of video interviewing platforms available means that, firstly, this platform is a vehicle to deliver bespoke positioning via video content that can really showcase an organisation. Secondly, once the candidate has reviewed and digested your brand via the video content, they are then invited to record their question responses – most importantly in their own time and at their own pace – this empowers them to commit to the process and give their best performance. At no point does this involve trying to arrange a telephone or face to face interview, quite the opposite – the recruiting delivery team can then review the responses in a structured and time efficient way. They can also send short clips of the interview to Hiring Managers as part of the short-listing process – which means it’s interactive and engaging for Candidates and Hiring Managers. It would be a mistake for organisations not to consider adding this interactive and efficient approach to their recruitment models moving forward. Sally Hunter SallY Hunter, RPO Practice Lead EMEA for the Kelly Outsourcing Consulting Group Sally is responsible for the RPO proposition from client relationships via the account management team to consulting on HR transformation. She has extensive experience in the human capital sector, including leadership positions within strategic account management for staffing providers to operational delivery. Sally has also been on the ‘buy/client’ side leading transformational efficiency projects, that have included the outsourcing of large scale recruitment and learning operations. As an independent Consultant, Sally has worked with a number of clients to build the business case for change and shape their HR model in the context of outsourcing partnerships.
- 13. For more thought leadership go to talentproject.com EXIT 2 1 To learn more about the future of recruiting, download our entire set of TRU Files eBooks. e Tru Files CANDIDATE EXPERIENCE 2 3.5 TRU HEAT INDEX e Tru Files CULTURE BRANDING 5.0 TRU HEAT INDEX e Tru Files MOBILITY 5 3.5 5.0 5.0 About Kelly Services® Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. Download The Talent Project, a free iPad® app by Kelly Services. This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2014 Kelly Services, Inc. TRU HEAT INDEX e Tru Files HIRE WORK, NOT WORKERS 8 TRU HEAT INDEX e Tru Files ASSESSMENTS 3 4.0 TRU HEAT INDEX e Tru Files SOURCING TECHNOLOGY 6 4.0 TRU HEAT INDEX e Tru Files GAMIFICATION 9 3.5 TRU HEAT INDEX e Tru Files VIDEO INTERVIEWING 4 3.5 TRU HEAT INDEX e Tru Files NEW ROLE OF THE RECRUITER 7 TRU HEAT INDEX e Tru Files SOCIAL RECRUITING PERSONALIZATION 4.0 TRU HEAT INDEX