If you’ve ever wondered what graduate recruiters think of video interviewing or indeed graduates themselves, well this post is the perfect starting point.
Sonru have been working with graduate recruiters and graduates for over a decade and we’ve published a range of materials that are sure to answer every question you might have.
Free Resources on Graduate Recruitment in relation to Video Interviewing
- White Paper: In the Graduate Recruiter Experience of Video Interviewing, you will learn all about grad recuiters’ behaviour and attitudes towards Video Interviewing from their reason for using it, where in the process it is used, how they assess candidates and the impact it has had on their roles. Download it here.
- White Paper: The Graduate Experience of Video Interviewing presents findings from over 13,000 respondents who completed video interviews for Sonru clients’ graduate recruitment campaigns. Read about their before and after opinions of video interviews along with the details of where and how they did them and what impacts satisfaction levels. Download it here or another paper that focuses on APAC graduates.
Graduate Recruitment Case Studies
Our case study library is home to many wonderful in-depth analyses of individual client usage. Here is just a flavour of some of the rich findings with respect to graduate recruitment.
Conversion rates from the Assessment Centres were typically low and often necessitated running additional events which impacted the business on an operational level. With a 33% reduction in interview time (compared to phone interviews) not to mention allowing time for scheduling and perhaps 10% no-shows, video interviewing has definitely resulted in time savings for Cargill.
Sonru enabled nucleargrads to reduce its administrative costs by 80% but they maintain that more consistency in the recruitment process and better candidate selection now outweigh the original cost-saving benefits.
Womble Bond Dickinson replaced Psychometric Tests [verbal and inductive reasoning] with video interviewing. They found that candidates could study and prepare for Psychometric Tests but it was not showing them the individual, adding, “some people do really well in say a Watson Glaser test but they might be lacking that common sense you need for the job.”
Version 1 reduced their Time to Hire to 1/3 the time it took them without video interviewing. By successfully screening out 34.5% of candidates that would’ve likely been invited to attend an assessment day resulted in the cost savings of running 8 additional assessment days to find the best candidates.
A student’s journey through Video Interviewing
On a final note, when we think of students and Video Interviewing, we automatically think of its use within candidate selection for those coveted graduate positions. However, over the years we’ve seen many of our clients thinking out of the box and finding innovative ways to introduce video interviewing to students long before graduation, specifically:
Student Admissions – colleges are overcoming time and geographic limitations by innovating their admissions process with Video Interviewing to recruit and select students. Check out how Queen’s University Belfast and the RCSI are using Video Interviewing to select students while the Royal College of Art RCA and the George J. Mitchell Scholarship use it to select the recipients of their prestigious scholarships.
Careers Services – how universities such as the University of Liverpool’s C&E immerses Geography students in a two-year programme that comprises both formative and summative video interviews while Brunel have coined the phrase ‘the Alfie Effect‘ after the outcome of the Brunel-Enterprise Fast Track Scheme.