Traditional hiring method and its pain points:
Based upon the research done, It takes 30-45 days to hire new talent, and let’s not forget how painful the overall process can become. It involves going through hundreds of applications, selecting a few, and conducting initial phone interviews followed by face-to-face interviews before finalizing one for the position.
It takes a lot of effort to call each candidate individually to learn more about them and gauge their interest in the job. On average, recruiters may spend 30-45 mins per candidate to call. If recruiters have to call 30-40 candidates for a job, they may easily spend 20 hours just for initial calls.
Now, some of the candidates may not be able to respond to your first call. That takes additional work for recruiters to keep aside for a periodic follow-up through mail or call after one or two days. Indeed, that takes time too.
Sharing data with the hiring manager
Even after you manage the first two steps with diligence, it is still challenging to share data with the hiring managers. You may lose valuable information from the time of capturing the data from the candidate to the time of sharing with the hiring managers. Additionally, it takes time and energy to prepare questionnaires, conduct tests, individual record responses, etc. Needless to say, the whole process is tiresome, and recruiters sometimes may lose their efficacy towards the end of the day.
Record keeping for other jobs
It’s not over until you have completely discarded a candidate profile from your system. Recruiters tend to keep a backup list of potential candidates to follow up in case they need a candidate for future positions. Until the situation arrives, it becomes imperative to ensure the safekeeping of that data orderly, which itself is a hassle indeed.
On average, the whole process may cost up to thousands of dollars, depending on the position you are hiring for. But imagine your pressure when you realize the candidate you had just hired a couple of months ago has already started receiving red flags from the technical department.
Can you imagine the pain of going through the same process again? And do you know the loss that it costs to a company? Now, the cost to replace employees may go four times the cost of their hiring. In this regard, many corporations have confessed that bad recruitment decisions had cost them a lot. Now, that’s a concerning figure.
How do one-way video interviews solve these pain points?
This is where the role of on-way video interview goes imperative.
A one-way video interview is not a new term, but it has not been widely adopted yet by recruiters. its practice has been limited to certain phases of an interview. We are not discussing the traditional way of doing a video interview using Zoom or Skype, we are talking about the one-way video interview where candidates will receive some questions from the recruiters and will record their answers.
One-way video interviewing software has options for recruiters to send a text message to inform them that their resume has been shortlisted for the video interview and they will be receiving the email with the link to submit the video response. This saves a lot of recruiters time, something that could take 4-5 hours with a traditional hiring method can be reduced to 10 mins task.
Primary interview through video answers Instead of running one-to-one first-phase interviews, you can ask all candidates to record their video answers to each question shared via a third-party link. The questions will be subjective depending on the job type and experience; your hiring managers can provide you a list of questions. It has a lot of benefits.
➔ It saves you from the hassle of micromanaging each interview. The system takes care of it all.
➔ It saves you from scheduling conflicts with the candidates. Candidates can submit their responses anytime and you can review them any time.
➔ Needless to say, it saves you a lot of mental pressure. And, you can make use of that extra time to take care of another essential task like sourcing.
Follow up on the missed ones
Not all candidates may respond to your video interview request, using these systems you can send them a follow-up message via text or email to submit the video response. You can also automate this process and let the software save your time and energy for only serious candidates. If candidates do not respond to your follow-up messages as well, then you know that they are not serious about the job.
Shortlisting becomes easier with the video response:
It becomes easier to shortlist the candidates once you have the video response:
➔ You can assess the candidate’s soft skills and interests.
➔ You get the flexibility to record and play the main interview anytime to reanalyze your decision.
➔ You can easily share the interview with your hiring manager for their collective feedback.
Creating a backup of valuable resources
Though the entire process is meant to hire a few candidates, you can use this data for future hiring as well. Resumes and recorded video responses will provide you better data points for future hiring, you may remember a good candidate easily compared to the traditional hiring situation where you don’t have a video response.
That being said, you can now understand the value of using one-way video interview practices. Using a one-way video interview tool saves time and hassle for recruiters, candidates, and hiring managers. It brings the right candidate to the surface faster and reduces the time for recruiters during the screening process. Paper resumes are dead, now is the time for one-way video interviews to find your best candidates.