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.
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