Recruiters, HR Professionals and Hiring Managers are all involved in the hiring process but not all share the pains of the other. Each faces challenges in their position the other does not fully understand or appreciate. Video interviewing offers a one size fits all solution to handle the difficulties faced by those in the hiring profession.
Pain Point #1: Scheduling Hassles – HR Professionals and recruiters both feel this pain. Scheduling and rescheduling phone interviews with candidates can take as long as the actual phone interview. Taking just minutes to set up, automated virtual interviews allow the candidate to interview on their schedule no matter what time of day or night. HR professionals/recruiters are free to focus on other responsibilities as a result.
Pain Point #2: Discrimination – Everyone involved in the hiring process wants to ensure their company’s hiring standards are fair and diverse but the HR professional has the greatest concern of all for this. Video interviewing is seen by some in this role as a tool that further facilitates bias however automated interviewing’s use of a structured interview process where all candidates answer the same questions, ensures no prejudiced questions creep in. Video interviewing is also able to screen candidates back into the process who might have unfairly been dismissed solely on the basis of their resume. Through a recorded video interview, minorities are able to dismiss pre-conceived biases surrounding their race, gender, age and so on. Additionally recorded video interviews provide a great record of an organization’s non-discriminatory hiring practices.
Pain Point #3: Too many candidates, so little time – Organizations receive around 120 resumes for every open job position which leaves recruiters and hiring managers little time to screen them all. In fact, according to the Ladders.com, recruiters spend an average of only 6 seconds reviewing each resume. Even when whittled down to a manageable number, recruiting professionals might still need to conduct a dozen phone interviews and from that the hiring manager may select up to five candidates with whom he/she will spend hours interviewing. Video interviewing decreases time wasted on numerous phone screens and unnecessary face to face interviews.
Pain Point #4: Inadequate collaboration – Panel interviews are conducted so hiring managers may collaborate on their interest in a candidate because collaboration can’t adequately be achieved with phone screen notes. In-person however, the panel’s time is greatly burdened especially if they determine in five minutes that the candidate is not a fit but are forced for etiquette’s sake to continue with the interview. Some video interviewing vendors allow you to compare candidates’ video responses side by side so that a more accurate picture develops and the hiring managers can save time by targeting candidates who best fit their organization.
Pain Point #5: Shallow candidate pool – Despite the increased number of resumes per position, hiring managers continue to complain that they can’t find adequate talent. Video interviewing allows managers and recruiters to interview job candidates outside their geographic region and for less expense than phone screening. This not only expands the candidate pool but reduces travel costs associated with flying in candidates.
If you are involved in the hiring process and a big ole Excedrin headache manifests, I suggest you pop a few video interviews instead.