Every January, I make the same resolutions then every couple of years I’m delighted that I’ve managed to knock one or two off the list because my list was way too elaborate for any one calendar year. Maybe they are more like life resolutions that I revisit every January and chip away at over the years?
In business school, we were told our goals should be S.M.A.R.T – specific, measurable, attainable, realistic and timely yet any time spent with entrepreneurs and entrepreneurship educators tell us to reach for the stars or to just do it. Well here are 5 smart video interviewing resolutions to implement in 2016 which are not only specific, measurable, attainable, realistic and timely but also based on almost a decade’s experience of Video Interviewing.
- Join the Sonru User Group on LinkedIn
- Improve your Video Interview Completion Rates
- Make Video Interviewing Open to All
- Open your Mind to Video Interviewing
- Communicate the why and how of Video Interviewing
1. Join the Sonru User Group on LinkedIn
The Sonru User Group was launched formally by James Purvis, Head of Talent Acquisition at CERN, at StandOut15 in London, our first user conference back in April, where he urged clients to join the Sonru User Group on LinkedIn to continue the conversation online.
The LinkedIn Sonru User Group is a platform for Sonru clients to promote discussion and allow the sharing of ideas on best practice for the use of video interviews in recruitment, employee development and talent management. Make joining this private peer-to-peer group, only open to Sonru clients, as your first action in 2016 to learn and network with other Sonru users.
2. Improve your Video Interview Completion Rates
Have you ever wondered if there was anything you could do to boost your video interview completion rates or candidate experience? Well as luck would have it, we analysed the data of 12,000 randomly selected interview campaigns completed on the Sonru system and published a white paper that presents a blue print for Video Interviewing BEST PRACTICE based entirely on empirical evidence. For example, we can prove that personalised video introductions and branded accounts affect video interview completion rates. Make downloading our ‘Clients Know Best’ white paper your second action in 2016 to get the most out of your Sonru account.
3. Make Video Interviewing Accessible to All
When did you last take the time to really think about how accessible your end-to-end recruitment process is for those with disabilities? Fear not for Sonru have teamed up with EmployAbility and published a short white paper to both raise awareness of accessibility and to offer some practical advice on adjustments you can make to ensure your video interviewing process is more accessible. Download the ‘Accessible Video Interviewing‘ white paper for your third action in 2016 to assist you in making video interviewing open to all.
4. Open Your Mind to Video Interviewing
We tend to think that newer technologies are best left to the millennials – a demographic who’ve never known a life without the Internet, mobiles and non-touch screens. Perhaps we’re all guilty of thinking that innovation in recruitment should also be left to the millennials! The fifth volume in our popular candidate experience white paper series will quickly dispel the age myth. Since Sonru first began collecting candidate feedback in 2011, the findings clearly demonstrate how far video interviewing has evolved over five years for example, there appears to be an increase over the years in the proportion of candidates from the older age groups. Similarly, the gender gap is closing and we’ve also noted a more even spread in the role relevant to the candidates’ interviews. This suggests that as video interviewing becomes more and more mainstream, it is being used for more varied and more senior roles. For your fourth action in 2016, we’d like you to think of what broadening your usage of video interviewing to cover a wider range of roles could mean for your organisation.
4. Communicate the Why and How of Video Interviewing
Last but by no means least, we’re inviting you to empower your candidates in 2016. A common theme that comes up again and again in our research, case studies and support channels is the very simple concept: “Information is Power” so we’re not asking you to download anything but instead, as a bonus, we’re offering 5 Communications tips to successfully implement Video Interviewing:
- Internal Communication: Get your team, department and company in general (hiring and line managers) buzzed up about video interviewing. Don’t just invite them to view an interview without introducing them to Sonru first. Spend a little time showing them how the system works and how it will improve their working lives.
- Corporate Communication: Your Sonru Video Interviewing account is your recruitment showcase so take advantage by branding the Sonru application to your career website.
- Candidate Communication: Follow the Sonru best practice guidelines in introducing the video interviewing process. Again, don’t just invite candidates to complete a video interview without introducing them to Sonru first. Inform candidates at the application stage that video interviewing will be used as part of the selection process.
- Video Communication: Create a nice personal video introduction to greet the candidates when they log in to complete their interview. Use the video to showcase your company and the great people inside. It doesn’t have to be a full-on employer branding video as it’s not going to be in the public domain but provide the viewer with enough information and insight into your company to get them excited about the interview.
- Enable Candidates to Communicate: Be creative with your questions and also give the candidate sufficient time to think about their answers.
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