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If video is missing from your recruitment strategy, you’re missing a pretty big trick. Recruiters and employers have been gently weaving this wonder media into their strategies and it’s proving very valuable indeed. 80% of all internet traffic is video, and over 60% is available via mobile, so you can see why it’s muscling its way into recruitment practice.
Chances are you’re familiar or may have even dabbled in the odd video interview, but are you really utilising video to its max potential? It doesn’t just do your hiring process wonders, it can be a massive Employer Brand booster so you need to jump on this bandwagon.
The Why & Ways that video interviewing can be key to your recruitment routine
So, let’s touch on the Why. For all the tech fearful, the idea of introducing video to your recruitment strategy can be a little daunting. In reality, all you really need is some light editing skills and an affinity with your Employer Brand. There’s loads of great video interviewing software out there that pretty much takes care of the whole process for you so you won’t struggle too much. Here are a few big Whys.
● Candidates live and love videos. Every profile you see is chocked to the rafters with them, they expect their employers and recruiters to be as fluent as they are.
● It saves you hiring time and money. In short, it streamlines your recruitment process and then some.
● It isn’t just an international tool; local talent can be engaged with video interviewing.
● It’ll do your talent pool wonders. You can create a digital library of video interviews that are ready and waiting for opps aplenty.
And now to the Ways. Don’t limit your video vision by buying in too closely to the word ‘interviewing’. Video can be used in a plethora of ways, all invaluable to you.
● Screen and assess first rounders.
Instead of jumping on an empty phone call, why not fire over a one-way video interview? This is simply a pre-recorded set of Qs that candidates can log onto and record their answers. It might seem impersonal but candidates have expressed a love for this. You may feel you’re losing the ability to test the strength of a handshake but how many personalities have crumbled at the sight of a panel? Remember this is just a first round tool, any successful applicants can get the face-to-face treatment. Candidates are relaxed and you have a body of info you can share and keep.
● Build buzz around a brand.
This isn’t just one for brands. Recruiters can easily use video to sell their simple and swift processes to candidates. Employer Branding is the big one and nothing sells a role like culture – so get your camera out and put your employees front and centre.
● Give your passive candidates a chance to stay in the loop.
Many passive candidates are just too busy to pop into the office for a quick chat, or live in fear of their current employer rumbling their search secret. A quick Skype chat to run over new opps is way more convenient and it sets you up as a flexible, modern networker.
● Host Opportunity Hubs.
Most of us open Skype at the start of the day, whether we intend to chat or not. We all love the idea of being able to connect in seconds, so why not give candidates the chance to tap into you at their convenience? Host an Opp Hub, a Skype or Google+ event where you schedule out a section of your day to chat to potential candidates about new positions, or give them advice on the job search skills. You get personal time with candidates, all from your desk.
As video and the tech around it changes, new and exciting ways to integrate it into your recruitment strategy will arise. While some wobble over the impersonal nature of video, others are seeing it as a time and cash saving mega tool that can make your life, and the lives of candidates, easier. Video isn’t a replacement for the traditional face-to-face, it’s a way of getting you to that place faster.
