Does your recruitment strategy match your ambition?

The latest volume (Edition 87 December 2015 / January 2016) of the AGR’s Graduate Recruiter Magazine features an article penned by Adam Gretton – our very own Regional Sales Manager and now Diversity and Inclusion Champion here at Sonru. In an Innovation special, Adam asked why companies that eat, sleep and breath innovation had trouble finding the right personnel and whether their recruitment tools matched the innovative ethos of their organisations.


So you eat, sleep and breathe innovation; you have a world-class product or service, you are simultaneously raising the bar and disrupting your industry BUT, and it is a BIG BUT, you cannot seem to find the right personnel. 

Could it be that your recruitment / HR function is not as innovative, world class or disruptive as the very ethos of your organisation?

Some employers pride themselves on having an eye for talent. Even so, there is always an element of speculation involved:

  • Who is the person behind the application form?
  • Will the person ‘fit’ with our company culture?

Video interviewing has been found to be excellent in ascertaining applicants’ culture fit and personality. In a poll conducted on LinkedIn, 76% of respondents stated that ‘culture fit’ was the key factor when selecting who to hire from the final shortlist.

Video interviewing allows recruiters to flip the applications funnel by first assessing personality and general culture fit, thus ensuring higher staff retention rates. Here is a short example of how Enterprise Rent-A-Car did just that when hiring students from Brunel University.

The “Alfie Effect”

Calli Amiras, Head of Careers at Brunel has coined it ‘the Alfie effect’ after the outcome of the Brunel-Enterprise Fast Track Scheme, where the Careers Service invited candidates to complete an asynchronous video interview, which they sent with the CV.

Alfie’s CV was less than impressive.

When Enterprise Rent a Car saw Alfie on screen and listened to his responses, they invited him to the face-to-face interviews.

Alfie was hired and in fact was awarded a prize as highest performing student on the scheme.

He is now an ambassador for Enterprise Rent-A-Car on campus and all agree Alfie would definitely not have been selected if shortlisting was paper-based.  

It is all about personality

So without video interviewing, Enterprise Rent-A-Car would never have taken a chance on Alfie and missed out on what he had to offer.

Recruitment is a two-way street with the employer being only one side of the equation; candidates also want a process that allows them to showcase themselves, especially their soft skills such as communication, presentation abilities and their interests. According to this candidate feedback, video interviewing fits the bill:

“Easier to show your personality than a telephone interview.”

“I got a chance to show my personality and ability to communicate.” 

“It gives the company an idea of the type of person I am before they meet me and how qualified I am for the job.”

Is your recruitment process innovative enough to attract the best candidates?

We all know that today’s job market is a candidate-driven market where all decisions must be candidate-centric. Perhaps could the reason you cannot seem to find the right personnel is that you cannot seem to attract the right applicants?

This candidate feedback makes a compelling argument for video interviewing:

“Gave a very professional image of the company, that their recruitment process is well thought and well planned. My image of the company is now that of a very dynamic organisation.”

“I was very impressed that the company was using this technology and welcomed the idea to have this interview process. It made me more comfortable to have a serious interview in the surroundings that I am familiar with.”

“Progressive, forward thinking, innovative – qualities that appeal to me in an organisation.” 

“It’s nice to see a company that isn’t afraid of using the latest technology for something like recruiting.”

“It implies that the hiring company is ‘with the times’. I belong to generation Internet, so it makes a favourable impression on me.”

“Made me feel special and this new technique impressed me making me want to work for this company more than ever.”

Attracting and engaging applicants at every stage of the recruitment process has never been more important and the winners of the war on talent will be those companies that successfully engage and woo the best candidates at every stage of the recruitment process.

Joy Redmond

Head of Research at Sonru
My qualitative [depth interviews] and quantitative data analyses result in the case studies, white papers, and other research you see in our Knowledge Hub. User research also feeds both product development and marketing such as content, award entries, and PR opportunities.
Joy Redmond
X
Edward Hendrick
CEO
Ed holds a Bachelor of Science Degree in Agribusiness & Rural Development and a Higher Diploma in Enterprise Development and Entrepreneurship.

Since founding Sonru in 2007 with the vision of introducing Video Interviewing to mainstream recruitment, Ed has established the organisation as a global leader and one of the top recruitment SaaS companies worldwide.

With numerous accolades to his name such as the Sunday Business Posts ‘Top 40 Under 40’ and IIA Net Visionary award for innovation, Ed is recognised as one of the world’s leading experts in video recruitment technology and is a renowned industry speaker.

With a passion for new technology and how it can be used to make life easier for people in the real world, Ed has been instrumental in shaping the current landscape of the Video Interviewing industry.
Chris Horan
CTO at Sonru
Chris graduated from Trinity College Dublin with an Honours Bachelor of Science Degree in Physics and Computer Science and went on to complete a Postgraduate Diploma in Applied Science in Physics and Computer Science as well as a Higher Diploma in Enterprise Development.

With almost 20 years’ experience in the software engineering and computer science space, Chris has worked with leading technology companies such as Accuris, CAPE Technologies and BearingPoint.

Chris has been at the forefront of Sonru’s product development since the company’s inception in 2007.
Daniel Richard
Managing Director EMEA
Sonru’s Europe MD, Daniel Richard, graduated from Queen’s University, Canada with a Master of Science in Industrial and Organisational Science.

A trained Occupational Psychologist with more than 15 years of sales and consulting experience in multinational recruitment and HR services companies, Daniel leads Sonru’s sales efforts within EMEA, helping to grow its rapidly expanding customer base.

Prior to joining Sonru, Daniel spent 10 years at Oracle Taleo helping to build the company from a small regional start-up to a true industry leader. Daniel has held a variety of sales and consulting positions on various continents, including the US and Europe.
Fergal O'Byrne
Non-Executive Director
Fergal holds a Bachelor of Science in Electronic Engineering from Dublin Institute of Technology and is an experienced Internet industry entrepreneur.

Since founding Interactive Return in 1998, Fergal has been a member of the Board of Directors of IGOpeople.com, WINC, and CCD Limited and was a previous chair of the Project Advisory Group for Fáilte Ireland’s eBusiness Support Initiative.

A recognised influencer within the industry, Fergal has served as CEO of the Irish Internet Association and has published four books including ‘10 Online Marketing and Search Engine Essentials’ and ‘10 Technologies Every Executive Should Know’.

In 2015, Fergal was inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
George Pennock
Chairman
George holds an MA in History from Oxford University and is a previous Partner and Head of Saphir UK at Saphir Capital Partners.

George spent several years with the Goldman Sachs Group as a mergers and acquisitions banker before moving into private equity where he has spent most of the past 15 years. He has served as a Senior Investment Manager and COO at Pi Capital, and worked with Botts & Company Ltd where he made private equity investments in the leisure, publishing, branded goods, retail, and technology sectors.

Having spent the past two decades working with a myriad of talented and unconventional entrepreneurs, investing in everything from online employee benefits platforms to river boats and book publishers, George is passionate about backing exceptional people and interesting businesses and believes that while a mediocre management team can ruin even a great plan, a great management team can make a success of almost any business opportunity.
John Penning
Director
Currently, I am a Director of Sonru, the leading Online Video Interviewing company. Previous career highlights include; CEO of the Irish Internet Association, Chairman of IGOpeople.com and Founder and CEO of Interactive Return. In 2015 I was very honoured to be inducted into the IIA Internet Hall of Fame in recognition for services to the internet industry.
Rodolphe Verhaegen
Non-Executive Director
Rodolphe is currently an Operational Advisor with Digital Ventures in Brussels having previously worked in Ebay, most recently as Director of Customer Innovation.

Rodolphe is an innovative and creative business leader, with a strong interest in technology and agile software development practices. He holds an Masters Degree in Business Information Management and a BA in Business Economics from the Vrije Universiteit, Brussels.
Georges Schmit
Non-Executive Director
A native of Luxembourg, Georges graduated with degrees in Economics from the University of Louvain, Belgium (BA) and the University of Michigan, Ann Arbor (MA). Besides his native Luxembourgish, Georges is fluent in French, English and German.

Georges served the Government of Luxembourg from 1981 to 2016 and throughout most of his career he focused on innovation and technology policy, economic development and trade and investment promotion.

During his time with the Government of Luxembourg, Georges served as Secretary General of the Luxembourg Ministry of the Economy and was a member of several European Union high-level advisory bodies including the European Commission's "Enterprise Policy Group”. He also served as both Vice-Chairman and Executive Chairman of the National Credit and Investment Corporation (SNCI) of Luxembourg.

Georges has served on the Board of Directors of both listed and private companies including the world's largest steelmaker ArcelorMittal, the Luxembourg-based global satellite operator SES, the Luxembourg Post and Telecommunications Company, and the Luxembourg State and Savings Bank, among others. Most recently, he contributed to the design and launch of several major Luxembourg Government innovation policy initiatives and sits on the Luxembourg Government’s Advisory Board on Space Resources.
Clément Helinckx
Non-Executive Director
Clément is a member of the Saphir Capital Partner's Team. Clément worked at PwC Luxembourg for 6 years in Private Equity Audit and then as Manager in the Corporate Finance practice in Valuation, Buy-side and Sell-side advisory. He holds a MSc from IÉSEG School of Management.

Patrick Sweeney
Non-Executive Director
Patrick holds a Bachelor of Business Studies Degree in Accounting, Management, Human Resources, Marketing and Economics from University of Limerick as well as Masters of Education in Management, Human Resources and Training and Development from University of Sheffield.

For 25 years, Patrick held the position of Human Resources and Public Affairs Director for Aughinish Alumina where he was involved in change management, restructuring and international mergers and acquisitions.

Patrick also undertook many other leadership roles including operations management, training and development and employee relations management. In addition to sitting on the Board of Directors at Sonru since 2011, Patrick has operated his own strategic management and human resources consultancy firm for the past 8 years.