Video interviewing technology not only saves companies valuable time and money, but can also bolster diversity and inclusivity in the workplace, thereby enhancing the organisation’s employer brand.
After choosing to incorporate video interviewing technology into your existing recruitment process, you should keep several factors in mind in order to maximise its impact. From proper implementation to the best practices of execution, staying cognisant of the following guidelines will help you take full advantage of your video investment.
If your HR department already has an established recruitment strategy, properly integrating video interviews into your existing process will assure the transition goes smoothly – you can’t just add video into the process without a coherent plan and expect success.
Are you looking to minimize employee turnover with more right fit hires? Are you trying to bolster diversity within your existing team? Trying to save time and money during the initial screening process for top management positions? Start by identifying the end goal, then map out the path you’ll take to reach it – once you have it all laid out, you can insert video interviews at the most logical stage in the process.
Clearly defining your recruitment goals and priorities is not only helpful when considering when to use video interviews, but also how to use them, according to ERE Media. Depending on specific needs and circumstances, companies can utilise either pre-recorded or live video interviews to enhance the candidate experience and speed up the time to hire.
Moreover, pre-recorded interviews help reduce the chance for bias entering into the process by ensuring that each candidate is asked the exact same questions in precisely the same way.
One of the many advantages of video interviewing is its accessibility across a variety of platforms. LaunchPad’s software is compatible with both desktop and mobile devices, meaning top candidates will never be overlooked because of a platform preference or a physical location.
For pre-recorded interviews, including a short intro and outro video will help give the prospective employee a better idea of what the company is about, and help them determine whether or not they think they’d be a good fit. This is key when it comes to reducing the churn of employee turnover, and building a team that believes in the organisation – one that will work together to innovate and push the company to even greater heights.
To ensure you are hiring the right person from such a potentially wide pool, be sure to contextualize the interview’s structure and questions so candidates understand why you’re asking what you’re asking, and how it pertains to your company’s culture. Personalisation for top candidates in final rounds of hiring is a useful strategy as well, whether that be via a face-to-face meeting or a live video interview.
Perhaps most obviously, video interviews save companies time and money by significantly reducing traveling expenses (in some cases by as much as 67%), and allow members of the organisation to review interviews at their own convenience, and as many times as necessary in order to make the right decision.
But video interviewing also enables companies to bolster diversity and inclusivity (D&I) within their workforce, which experts agree has measureable business benefits. A recent study from PwC corroborates this claim, explaining that "Of the CEOs whose companies have a formal D&I strategy, 85% think it's improved the bottom line."
Additional research from the Center for Talent Innovation indicates that companies solid diversity among leadership teams are 70% more likely to have expanded their market share within the last year, and are 45% more likely to have improved the value of that market share as well.
Even more importantly, it’s become clear that in order to attract today’s top recruits, companies must embrace D&I. According to a recent Fast Company article, 83% of millennial employees are more invested and engaged in their work when they feel they’re part of a diverse and inclusive team, both intellectually and culturally.
But according to a 2015 survey by the Korn Ferry Institute, 62% of workers still feel that their organisations are lacking in cultural and intellectual diversity. Clearly, companies need to be utilising every tool at their disposal if they want to address these issues and attract top talent in the future.
With some organisations already depending on video technology for up to 75% of interview processes, implementing such technology into has become a non-negotiable requirement for companies looking to stay ahead in an increasingly competitive market, according to Yoh. The benefits of video technology are clear and right there for the taking – all you have to do is reach out and grab them.
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