Video usage in recruiting processes goes far beyond the interviewing and screening stage. Companies can add video to their entire recruiting process to provide a one of a kind experience for their candidates, as well as boost their hiring efficiency.
We’ve outlined the following ways video can be implemented in recruiting:
Company Culture Video
Creating a 3-4 minute video about the company will help to paint a clearer picture for your candidates and highlight the culture. The video can/should include the following:
- Information about the company, founders, and executives
- Show products and discuss services.
- Quick interviews with several employees in different roles and departments. They can talk about the perks of working for the company and why they are excited to come to work each day
- Quick interviews with clients willing to say something about their experience working with the company
Video Job Description
Just like you may be bored by traditional resumes, candidates are getting tired of reading job descriptions that blend together. Companies like Boost Agents can help you create a job description that has loads personality. You can accomplish the following in a video job description:
- Introduce your candidates to the hiring manager and the entire team.
- Show candidates what the company office looks like.
- Share the video through social media channels, your company website, and email signature to ensure the video reaches maximum reach.
Video Screening/Pre-Recorded Interviews
Phone screens are time-consuming to conduct and schedule. It’s also a challenge for the conductor of the phone screen to take notes well enough to convey the message to the entire hiring team. Video Screening/Pre-Recorded interviews eliminate the need for scheduling, as well as filter candidates to a manageable number. Simply put, Video Screening tools make sure you spend ample time with the most qualified candidates.
One thing that drives candidates crazy is when they are asked to come back for two, three, or more interviews on-site. This is often the case when a company has multiple decision-makers. Candidates are forced to take off from work for multiple days, which takes away from their vacation, sick, and personal days. Utilizing a 1-on-1 Video Interview or a Video Panel Interview will not only satisfy your candidates, but will keep the entire interview team on the same page.
For a company hiring globally, candidate travel is expensive, and it adds up quickly when more than a few are being considered. Video Interviewing tools can be used to minimize cost and reach candidates from all over the world before flying the best candidate in for a final meeting.
Maybe obvious, but making sure you’re hiring a candidate that has had positive relationships throughout their career is important. The person providing a reference for your candidate can easily fake it and paint a positive picture on the phone, so that they don’t burn any bridges with your candidate. While most people are willing to provide a 4-5 minute phone call reference, only those who have truly enjoyed working with your candidate will be open to a video reference. Body language is important, and through video you’ll be able to grab a better sense of how accurate their reference is.
Are there other areas where companies are utilizing video in their recruiting processes?