Considering video recruitment? Well, you are not alone

According to the COVID-impact survey by Bullhorn 91% of staffing and recruitment companies are investing in and using video interviewing technology since the start of the pandemic.

Video recruitment allows employers to create a more efficient, reliable, and engaging hiring process to better connect with top talent, day in, day out.

If you are not sure whether video recruitment is the right choice for your business then here are 7 signs that it’s time for you to start video recruiting today.

1. Your job seems overwhelming  

Using video recruiting allows you to regain valuable hours in your working day. Time you can actually spend with candidates rather than admin. Candidates can be invited remotely to conduct a live (panel) interview, submit a video pitch, or complete an automated interview, without wasting valuable time and resources. This enables you to screen more candidates in less time and allows hiring managers to easily participate in the selection process at a time and place that is convenient for them, further increasing your recruitment efficiency.

2. Your existing video software is not GDPR or recruitment appropriate  

Many organisations looking to implement video into their hiring process use Zoom, Teams or Skype as the ‘easy’ solution. They all allow for easy online communication and interaction via video. At the same time, these online communication tools also come with some important limitations when compared to dedicated video recruitment platforms- the most important being data privacy.

Generic video conferencing tools do not offer a built-in functionality to deal with data privacy laws such as GDPR when being used in recruitment. A dedicated video recruitment platform is built-for-purpose and observes the highest technical and organisational standards, allowing you to meet candidates all over the world with their explicit consent in a safe and secure environment.

3. Bad hires are common  

By adding a more human quality to the selection process, the use of video interviews can help to reduce the risks of a bad hire and actually start predicting the good hire. Since skills alone are no guarantee for future job success, finding the ‘perfect fit’ goes beyond the assumptions of the CV. Video interviews allow you to gain valuable insights in a candidate’s motivation, personality and culture-fit earlier in the process — allowing you to make better-informed decisions on who should move forward in the process.

4. Dropouts are common

Video recruitment offers a great way to enhance your candidate experience and strengthen your employer brand. Providing a strong candidate experience means offering a professional and sophisticated hiring process that keeps your candidates engaged throughout the process. Using video, candidates can easily participate in the process at their own convenience, get the opportunity to properly present themselves, and allows recruiters to connect with candidates in a more meaningful way — discouraging candidate dropout.

5. Your recruitment budget is tight  

Online interviews can help you to streamline your processes and cut down on recruitment cost significantly. An online procedure allows potential matches to conduct their interview at a remote location, which can then be viewed, evaluated, and shared by hiring professionals at their leisure, without wasting valuable time and resources. It takes scheduling, availability issues, and travelling out of the equation completely, which not only results in reduced costs but also in shorter recruitment cycles.

6. You keep clashing with the hiring manager

Adding video interviews to your hiring process can help facilitate a genuine collaborative relationship between recruiters and hiring managers. Using video, recruiters are able to gain more insights into their candidates earlier in the process, enabling them to deliver their hiring manager with better potential matches from the beginning. At the same time, hiring managers can easily be involved (and participate) in the selection process, resulting in better hiring decisions.

7. You are struggling with diversity  

One of the best ways to reduce unconscious biases in the recruitment process is to introduce a structured and consistent interview process. Video interviews are an ideal delivery mechanism to provide structure in the interview process. While automated interviews allow you to create a template of video questions to be sent to your candidates, live interviews offer the opportunity to add to the validity by comprising a panel. Scripting your interview questions beforehand ensures that each candidate you interview is answering the exact same questions, and evaluated based on the same criteria — creating a structure that helps you select better candidates with significantly higher predictability.

If you recognise one or more of the above scenarios then it’s time to take the next step and start looking for a video recruitment platform for your business.