Post on 24-Jun-2015
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�e Tru FilesVIDEO INTERVIEWING
4 3.5
TRU HEAT INDEX
@BillBoorman and Sally Hunter
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We scoured presentations and conversations from the last twelve months of TRU events to bring you the best forward-looking ideas in the field of recruiting. 48
8,00010eventS
attendeeS Big ideaS
Video interViewing /03
new tecHnologieS will BaniSH inefficient (and awkward) firSt-round candidate interviewS.
welcome tHe new Breed of on-demand virtual interviewing.
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candidateS invited to a firSt-round
video interview
candidateS record video
interview
Hiring team review
interviewS
Hiring team log commentS
Hiring team invite Selected candidateS for
an in-perSon aSSeSSment
efficiency. convenience. conSiStency. perSonalization. Speed.
The first-round interview is a critical way to assess whether an individual will fit into the culture and tempo of your organization. The problem: the time required to review 20+ candidates on the phone (or even worse, in person) delays the hiring process by weeks or months.
The newest concept of video interviewing is not about conducting a traditional interview via
Skype. Instead a company asks job candidates to pre-record answers to a set of questions (with
one or multiple takes) using a built-in camera on a candidate’s personal computer or laptop.
The idea behind video interviewing is to bypass the needless complexity of scheduling multiple
one-on-one or group interviews with candidates and internal stakeholders; instead the hiring
team reviews tapes on demand.
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Job candidates now regularly use tools like Skype and mobile video calling, and are generally unfazed by the request to record a video interview.
Video interViewing
the technology offers compelling benefits including the following:
Efficiency: Recruiters and hiring managers can review a knock-out question first rather
than sit through an interview that’s crashing and burning. And it’s far easier to pull an attractive
candidate into the hiring process after interviews have begun (whereas now recruiters often
ignore late-but-qualified candidates for fear of derailing the process).
Convenience: No need to synch multiple schedules or fly in candidates. No headaches
due to cancellations or travel delays.
Consistency: Ask the same question of each candidate and compare answers side-by-side.
Depending on the platform you use, you can view opinions from your colleagues on a recruiting
dashboard, and reach consensus about a particular candidate more efficiently.
Personalization: Unlike a phone interview, a video interview offers recruiters and hiring
managers the chance to assess the intangibles like poise and credibility.
Speed: Using traditional interviews, the process can only proceed as quickly as the
recruiter can schedule interviews (two-plus weeks scheduling and interviewing first-round
candidates for a single position). Using on-demand video, a recruiter can handle more
assignments in less time.
Video interViewing /06
While the idea may have seemed far-fetched just a few years ago, job candidates now
regularly use tools like Skype and mobile video calling, and are unfazed by the request to
record a video interview.
What makes on-demand interviewing possible? A bevy of new technologies for hosting
video interviews and managing the process. These platforms can be divided into two
categories: dedicated video assessment tools and recruiting technology suites (of which
video interviews are but one feature).
/07Video interViewing
We expect to see more and more consolidation as recruiters and hiring managers seek out a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement, sourcing, screening, hiring and onboarding).
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enterpriSe video aSSeSSmentS Enterprise solutions from companies like HireVue, WePow, Take the Interview, LaunchPad and
Asynch Interview offer hosted video interviewing, but also tie in additional data streams such as
content from social channels. Enterprise-ready assessment tools may include:
• Video interviews tied to LinkedIn profiles for a deeper look at a single candidate,
• A branded interface for a seamless candidate experience,
• Dashboards to aggregate opinions from the entire hiring team,
• Live video interviewing options.
Video interViewing
Specialized video interviewing and aSSeSSment toolS:
Certain roles require highly specialized assessments, such as identifying high-quality programmers. interviewstreet offers a unique video interview experience: real-time coding sessions done via phone and a live-screen view to delve deeper into job candidates’ abilities. We expect more of these niche solutions to become available in the next two years.
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integrated talent aSSeSSment SuiteSThe market for talent acquisition solutions is shifting quickly, with smaller players being
bought up and consolidated into larger recruiting technology suites, of which video
interviewing is but one part. Some of these integrated solutions are targeted to small to
mid-size companies (e.g. SmashFly and Eploy), while others like HireVue and WePow are
larger and more feature-rich applications.
We expect to see more and more consolidation as recruiters and hiring managers seek out
a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement,
sourcing, screening, hiring and onboarding). Further consolidation depends on the larger
technology companies agreeing to use an open API, which will enable smaller niche technology
companies to build “add on” solutions—a model used very successfully by Salesforce
in the CRM market.
Video interViewing
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Video interviewing
technology is but one
solution within a much
larger portfolio of talent
attraction and hiring
technologies (a set that
includes applicant sourcing,
tracking, psychometric
and skills assessments and
social recruiting). It’s critical
organizations take a more
holistic approach to talent-
related technology, rather
than considering each
solution independently.
Examine your current
technology carefully. How
much functionality does
your applicant tracking
system (ATS) currently offer?
Does the vendor plan to
add the functionality you’re
shopping for in the next
18 months? Even more
importantly, does it use an
open API to communicate
with other solutions?
An open API encourages
developers to build add-
video interviewing: actionaBle inSigHtS
on apps (in the same way
Salesforce.com has very
successfully encouraged a
community of developers to
build for its platform).
What will you need in the
future? Estimate what
you will need three years
from now rather than
what you want today. Too
many organizations fail
to appreciate the pace of
change within their HR and
recruiting departments,
and how long it takes to
purchase and deploy a
new technology. Make sure
you’re anticipating what you
may need in three years.
Buy a little or a lot? Will
you use the interviewing
technology exclusively
for candidates you’ve
already selected as strong
contenders, or could you
imagine using it for all
applicants? Will recruiters
have sole access to it, or will
hiring managers also interact
with it? Knowing how you
will use video interviewing
(and how many individuals
will interact with the tool,
both candidates and internal
decision-makers) will help
define how robust the
solution must be.
wHat tecHnologieS do you need?
Video interViewing /11
I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in
1999. I was taken aback by the way discussion flowed and how different the format was to a
traditional conference. I led a track all day under a tree and learnt far more than I gave.
Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November
2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa
and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an
informal spirit of information sharing and networking.
#tru is based on the BarCamp principle, which means that everybody can be an active
participant instead of listening to speakers and watching presentations all day. The emphasis is
on communication and the free exchange of ideas and experiences where the participants fuel
the conversations.
tHe #tru Story
Bill Boorman
Video interViewing /12
The accessibility and flexibility of video as a screening tool will improve the candidate
experience and make the review process more efficient. The variety and quality of video
interviewing platforms available means that, firstly, this platform is a vehicle to deliver bespoke
positioning via video content that can really showcase an organisation. Secondly, once the
candidate has reviewed and digested your brand via the video content, they are then invited
to record their question responses – most importantly in their own time and at their own pace
– this empowers them to commit to the process and give their best performance. At no point
does this involve trying to arrange a telephone or face to face interview, quite the opposite –
the recruiting delivery team can then review the responses in a structured and time efficient
way. They can also send short clips of the interview to Hiring Managers as part of the short-
listing process – which means it’s interactive and engaging for Candidates and Hiring Managers.
It would be a mistake for organisations not to consider adding this interactive and efficient
approach to their recruitment models moving forward.
increaSing efficiency
Sally Hunter
Sally Hunter, rpo practice lead emea for the kelly outsourcing & consulting group
Sally is responsible for the RPO proposition from client relationships via the account management team to consulting on HR transformation. She has extensive experience in the human capital sector, including leadership positions within strategic account management for staffing providers to operational delivery. Sally has also been on the ‘buy/client’ side leading transformational efficiency projects, that have included the outsourcing of large scale recruitment and learning operations. As an independent Consultant, Sally has worked with a number of clients to build the business case for change and shape their HR model in the context of outsourcing partnerships.
for more thought leadership go to talentproject.com
eXit
this information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An equal opportunity employer. © 2014 Kelly Services, inc.
aBout kelly ServiceS®
Kelly Services, inc. (nASdAQ: KeLYA, KeLYB) is a leader in providing workforce solutions. Kelly® offers a
comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,
temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to
approximately 540,000 employees in 2013. revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect
with us on Facebook, Linkedin, and twitter. download the talent Project, a free iPad® app by Kelly Services.
to learn more aBout tHe future of recruiting, download our entire Set of tru fileS eBookS.
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