Recruiting technology today is light years ahead of the technology we used even just a few years ago. With constant innovation at seemingly every turn, there is more opportunity than ever to reach and engage talent. And in a high-pressure market for talent, it’s critical for your business to actually take advantage of those opportunities.
You need to stand out, and quickly, in order to attract candidates and keep them engaged before your competition swoops in for the steal. Using today’s most accessible technology is an easy way to do that, while also adding considerable benefit to your recruiting arm.
Chief among the most powerful technology available to recruiters today is video. Although video interviews have been around for well over a decade, they still haven’t quite hit the mainstream yet. Here’s why the time is right for your recruiters to take advantage:
One frustration over the latest technologies is accessibility. This is most decidedly not an issue when it comes to video job interviews. Nearly everyone today has a camera-enabled laptop, while still more people have a smartphone (81%, according to Pew Research Center).
With unlimited data plans and high-speed internet access similarly available to nearly everyone, adoption and integration of video job interviews into your hiring process makes a whole lot of sense.
Job interviews are nerve-wracking for just about every candidate. Even the most confident and experienced candidates can get a knot in their stomachs before an interview. Adding to the stress is the unfamiliarity of a new office, lots of faces (often peering over cubicles out of curiosity) and the fear of the unknown. Will they like me? What questions will I have to answer?
It’s stressful just to write about interviews!
But with video job interviews, candidates can feel comfortable in their own element. Everyone feels better when they’re at home, or in another comfortable place. When you remove the barrier of location, and therefore unnecessary, added stress, you’re much more likely to have a useful conversation with talent. This can help increase the efficiency and effectiveness of your interviews considerably and can lead to a much more positive candidate experience.
Sixty percent of candidates have quit a too-long hiring process. Sometimes it can feel like no matter how hard we try to keep it down to the bare minimum, it takes months to hire a single new employee. It’s frustrating and draining for you, and it’s especially frustrating for candidates. In so many ways, a long hiring process is a lose/lose for everyone involved.
Working video job interviews into your hiring process can speed things up considerably. Many employers try to “group schedule” interviews so that candidates can come in once and meet with everyone involved in the hiring decision. But, coordinating interviews between three, four or even five (or more!) people can mean finding a suitable time that is weeks or even months away. During that time, your candidates have potentially gone on a dozen other interviews. Plus, no candidate wants to come in and partake in three hours of interviews. It’s draining and stressful.
With video interviews, it’s much easier to get input from all required parties without jumbling calendars. Depending on the person and their involvement in the hiring decision, you could rather easily encourage each person to reach out and schedule 15, 20, or 30 minutes for a video interview. The interviewer won’t feel pressured to wear a suit that day, clean off his or her desk, etc, and can just “bang out” the interview. Instead of weeks, you could potentially have all the necessary interviews done in just a few days.
With record-low unemployment rates, winning the “talent war” requires the savvy engagement of passive candidates. Passive candidates are gainfully employed, yet are open to new opportunities with amazing companies like yours. But since they’re not feeling any sort of impetus to move on from their jobs, you really need to roll out the red carpet.
Passive candidates don’t want to take a sick day or drive across town in a suit in order to make an interview. When you ask these candidates to go the extra mile (or four), you run a high risk of candidate ghosting, or at best, create grumpy candidates who will expect the world since they feel they had to shift around a lot in order to make it to your office.
Offering video job interviews, particularly if you can schedule them just before or after the traditional workday, shows passive candidates that you’re not only interested in them, but that you value their time and effort. You create a better, more positive candidate experience, and can significantly decrease your risk of ghosting.
The right recruiting technology can dramatically reduce the time spent on busywork while improving your candidate experience and ultimately, helping you land more, better talent. Here at BrightMove, we built our ATS from the ground up to be a game-changer for your business. We are constantly improving and innovating to help you stay at the forefront and stand out from the competition. To learn more, schedule a demo with our team today.
About the Author, Heidi Howell-Green
With more than a decade of experience making marketing and communications concepts come to life in the workforce solutions industry, Heidi was utilizing marketing principles to lead the charge on employer branding initiatives for talent acquisition and working to create an engaging and positive candidate experience, as well as employee experience to attract and retain talent before it was mainstream.