Video Recruitment is here to stay



New Way of recruiting is here to stay

By Martin Conboy –

I read an article about a CEO from a recruitment group called Manpower in Australia and she was quoting from their own research that candidates ‘overwhelming prefer in-person and telephone interviews to video interviewing.” Recruitment firms are specialist outsourced service providers

Let not the facts get in the way of a good story. The facts are there for all to see, so if mobile video is fast becoming a mass-market consumer phenomenon does it not follow that corporates will be part of the same trend. After all people who work for corporates are not operating in a different universe, they see what everybody else sees.

Leading Canadian Video Recruitment Software Company CEO Sean Fahey states, “It is obvious that people prefer an ‘in person’ interview rather than video conferences. Naturally everyone wants a chance to meet in person but the reality is when we are talking about short lists of 5 -20 applicants. Having them all come in person is a complete waste of everyone’s time.

Ask a finalist applicant if they honestly want to spend an hour in traffic, both ways, or even worse 3 hours on a plane, when they have ten other people competing. Most will say no! I would prefer to only displace myself if I know I am a genuine finalist with a real chance to secure the role, not just making up the beauty parade. Naturally video will never replace meeting people in person but it will get the right people in the room a lot faster and cheaper. “

The qualitative and quantitative data to support this trend is overwhelming, every person on public transport is watching video on their mobile device and the statistics show that over 50% of mobile data traffic will come from video in 2019.  Cisco predicts that this will come even quicker and that by 2017, two-thirds of the world’s mobile data traffic will be video.

No matter what the format of the content it needs to be engaging, relevant and tailored to the context of the environment. In 2014 and beyond this trend will continue as more organisations adopt video as a form of communication.

But meaningful change is beginning to happen. The digital revolution is enabling new models of collaboration that lead to better innovation and higher performance. A new generation of young workers, the Millennials, is entering the workforce and bringing a new culture. And the new business environment demands something better. This requires a rethinking of talent management.

New research reveals employers no longer see a traditional CV as an effective way of assessing potential candidates.

UK Recruitment specialist Hello My Name Is… (HMNI) questioned hundreds of UK business leaders to ascertain what makes one CV more engaging than another and discovered that candidates uploading a video accompaniment alongside their CV have the edge. “While technology for video applications has been in place for some time, only now are candidates taking full advantage of this option, which in turn has given recruiters a real appetite for innovative applications,” said Jonathan Flint, joint managing director of HMNI with partner James Hyde. “As such we predict a video accompaniment will be an essential part of applying for a job in 2014.”

And it seems job seekers themselves agree. Looking into the effectiveness of CVs for both job seekers and employers the study of both businesses and individuals commissioned by HMNI found that 74 per cent of job seekers no longer deem a traditional CV, viewed in isolation, to be an effective tool in securing a new job.

While many agreed a CV plays an important role because it demonstrates academic achievements and work experience, 83 per cent said it has become outdated as it fails to portray important qualities such as personality and confidence, as well as interpersonal and communication skills.

Indeed the research demonstrated that the majority (85 per cent) of job-seekers believe their personality is equally as important as their qualifications and experience when it comes to being successful at their job, and one in ten believe that in today’s social media-savvy world there needs to be a fresh approach, so employers can see more of what a person has to offer during the initial application process.

Talking about video recruitment James Hyde, co-founder of HMNI, said: “ It’s set to revolutionise both the way people apply for jobs and the way recruiters shortlist applications, by embracing video as an effective solution to seeing beyond the CV.

“Our research confirms it can be really tricky for recruiters to differentiate between candidates’ written applications but video gives job-seekers the ability to showcase so much more than their qualifications. ‘s Sean Fahey agrees, “Video interviewing enables job-seekers to present themselves in a more engaging and personal way by showcasing their personality and personal attributes – something way beyond the capabilities of a written CV. In fact we have polled 1700 applicants and they told us that they prefer the video interview to phone interviews 95% of the time.“

He went on to say that, “If the sales of our cloud based software are an indication of the boom then we know that we are riding a trend that is all blue sky.”

Steve Rogers a Director of Rusher Rogers a Melbourne, Australia HR solutions and recruitment group, “As an employer, there’s no doubt it can be problematic differentiating between candidates by CV alone. The Vidcruiter software allows one to see beyond the resume to the actual person behind it. The development of the recruitment process automation (RPA) is already transforming recruitment. Our speed to hire and quality of candidates presented has improved dramatically.”

This direct approach has gained the support of several corporate firms that are inundated with applications, including UK high street leader Marks and Spencer. The retail giant’s executive director of general merchandise, John Dixon, said: ”Any HR department that routinely pays for candidates to travel for interviews knows the advantages of video interviews. However, while video technology gives companies face time without having to pay for far-flung candidates’ airfare and accommodations, that’s just the tip of the video-benefits iceberg.

For example, according to the Employer’s Resource Council, businesses are using YouTube to post low-cost, high-impact recruitment videos that can be leveraged through other social networks and websites.

“Recruiting videos commonly showcase a company, its products and services, its culture and its career opportunities,” states the ERC. “They also often feature employees and leaders, and include personal testimonials.”

In addition, the gaming capabilities video provides other HR officials the opportunity to screen candidates in a new way. And while gamified virtual job tryouts and tests can help companies simply and inexpensively whittle down a field of candidates, they may also make for a more engaging experience for candidates.

The other point that needs to be addressed from the Manpower CEOs statements was “A recruiter has the company’s ‘brand in their hand’… So any agency recruiter working on behalf of a client, owns that brand and the immediate reputation that brand has with a candidate,” she said.

I would argue that its a bit rich to say that all recruiters have the candidate experience at the front of their mind – far from it – some can’t even be bothered to tell non shortlisted candidates that they are not in the mix by way of a rejection email or phone call. Common courtesy is not on the KPI list of most recruiters. Every time I ever talk to someone about their experience of dealing with a lot or recruiters they nearly all indicate that they are disappointed in the experience.

Recruiting via video with a sophisticated back end management process is the new normal and there is no going back as the cat is well and truly out of the bag!

Your comments are welcome.
October 29, 2014

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>

5 + 4 =