Using the growing appetite for video as part of your recruitment armoury

on 04 March 2015

Back in the age of snail mail, soda streams and fax machines, if you had a vacancy to fill there was really only one way of doing it. You would post the ad, wait for the applications to come in, sift through them, interview the shortlist and offer one of them the job. This seemed to work well back then, much like the Commodore Amiga, we were happy with it because it was all we knew. However with the dawning of the new age of digital, the internet and the plethora of tools accessible to us via our devices it was never going to stay that way for long. Digital has revolutionised the recruitment process and video is fast becoming a key component.

Using video as a tool in your recruiting strategy can be implemented in a couple of ways. Firstly, you can post your vacancies on social media accompanied by a video showing off your company. Prospective candidates get to see inside your offices and get an idea of the ambience and culture.  As most people will check out company websites and digital channels before applying for a job this cuts straight to the chase and shows them that you are transparent about your business, your team and the way it all works together.

Always be honest and transparent with this approach and use your real employees and real situations. You don’t want to look like you are using a polished advert or look as though your employees are reading from a script; it should be as natural and genuine as possible.

If your video doesn’t showcase your real business or a true reflection of your culture you may find it will backfire and result in not only a high staff turnover but will prove costly both to your bank balance and reputation when you are constantly trying to fill posts or respond to comments on social media.  Giving people an insight into your business and how it works will make them feel more comfortable about applying for job roles with you, and for all the right reasons. This in turn helps both your recruitment and retention strategy.

The second method is the most popular by far and that is video interviewing.  The latest figures show that 6/10 employers are now utilising video into their interview process  The reasoning behind this is that by seeing someone in a comfortable and familiar environment gives you a much better idea of what a person is really like rather than a potentially over-rehearsed office based interview where they can be both nervous and uptight.

Around 60% of people cite their nervousness during interviews in the office environment as the reasons they believe they did not get a job. If this is true, even in some instances there is a wealth of talent out there being overlooked because they fall to pieces in an interview. In much the same way as the brightest children can go blank when they walk into an examination room the interviewees crumble under the pressure of making the best impression in what could be a career changing interview.

So, how can video help?

There are a couple of ways you can do this. You can ask the applicants to submit a video along with their CV, this can work well and the majority of candidates now have a phone with a reasonably quality camera or access to a web cam of some description. The other way is to conduct the first interview by video, using tools like Skype or FaceTime, this will allow you to see the best of a person rather than the potential bag of nerves sitting on the other side of your desk.

Where this type of video interviewing really comes into its own is when you are recruiting nationwide or even internationally. The cost of travelling to interviews and accommodation costs may be beyond the means of many applicants, especially if it’s in a capital city. While they will be prepared to up sticks and relocate for the right job, the costs incurred in getting to interviews can be eliminated by video interviews.  On the same premise if you want to oversee the recruitment for one of your branch offices but haven't the time to travel you can conduct the first interview by video then select the most suitable candidates for the second interview by which time you’ll know the journey is worthwhile.

 


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