The hiring process is a fluid entity, or at least it should be. It flows with the ebb and tide of recruitment. The current changes are rapidly evolving with advancements in technology. Technology simplifies the hiring process. Not to say that you can remove the human element from recruiting and hiring, but the use of technology undoubtedly aids the process. Economic benefits, convenience, and the ability to enhance employer branding foster the growth of video and its overwhelming presence in the hiring community.
Using video in the hiring process is gaining popularity, and not just during the interview process. More companies are using one-way video interviews as a way to communicate with candidates; not to mention some organizations look favorably upon video resumes. With the global economy, there is a very likely chance some of your candidates are not local. It stands to reason then, video resumes, video interviewing, and video communication would save time, energy, and ultimately money. Video interviewing can save as much as 67% in travel costs, so it is an economic alternative to traditional recruitment.
Using video is also convenient. Not only can you interview candidates without the need to leave the office, but video resumes allow staffing firms and company HR departments to sift through the talent pool faster and more efficiently. Even better, mobility caters to the HR market. Because there will be an estimated 6.1 billion smartphone users in the world by 2020, the need for mobility will only increase. Video technology is already mobile. The question is how your organization will choose to utilize the capability.
While it is convenient for employers, the primary benefit is that it’s easy for your candidate pool as well. Candidates can not only interview from their phone, but they can video screen as well. With prerecorded questions, doing so has never been more convenient. The talent pool can record their video screening after they get off of work, in the comfort of their own home from their tablet, phone, or other mobile devices.
Enhancing Employer Branding
Visual communication is indispensable when employers convey company culture. New York University psychologist Jerome Bruner described studies revealing people remember 80% of what they see and do, but only 20% of what they read and 10% of what they hear. So, your candidates will remember visual communication easily in comparison to what they will recollect with just phone or email correspondence. Much of the employer brand is controlled by the HR department, 36% to be exact. Using video correspondence — some of your candidates’ first experiences with the company — can only benefit the employer brand.
Even small businesses can use big tools like video. Video interviewing isn’t just a tool companies use in the hiring process. Video is a tool that can be used to differentiate your brand from other employers, which is advantageous when attempting to attract tech talent. Video allows organizations to accelerate attracting, sourcing, and hiring the right talent all with the simplicity of visual communication.
Video has penetrated the hiring process and it’s not going anywhere any time soon. Video is a technological response to the changes in the recruiting and hiring communities. It is cost-effective, which is profitable because the global community has lent itself to an international talent pool. Moreover, it’s not only convenient for the companies who use it, it’s convenient for candidates. Especially during the screening process, candidates and employers alike have the freedom to record or screen when and where it is most convenient.
The ease of use of video interviewing platforms can only perpetuate an employer brand. Because candidates are more likely to remember what they see versus what they read, it is crucial to have a system that is simple to use and exemplifies the employer brand. Video in the hiring process maintains the quality of an employer brand conveniently and effectively. Use technology to your advantage. Video in the hiring process can make hiring quicker and less expensive for your recruiting team.
About the Author: A 20-year veteran of the recruiting industry, Greg Rokos provides strategic direction for GreenJobInterview® and is responsible for marketing its virtual interviewing solutions through client meetings, conferences, speaking engagements, key channel partnerships and other activities. Alongside fellow co-founder, Theo Rokos, Greg is one of the pioneers of cloud-based virtual interviewing.