Joy Redmond, Head of Research at Sonru, gives an overview of Sonru’s white paper ‘The Graduate Recruiter Experience of Video Interviewing’ in The Student Employer Magazine Summer 2018 Edition. Read the full article featured, below.
I have published several white papers on all aspects of Video Interviewing. Here are the key takeaways from analysis of surveys and interviews from clients located all over the world who between them have managed over 350 graduate recruitment campaigns with over 22,000 candidates.
The ‘Why’ of Video Interviewing
The reasons for adopting and the results of video interviewing can be quite different. ‘Cost Reduction’ was found to be the primary reason, respondents felt, their companies adopted Video Interviewing while the ‘hidden’ or unforeseen aspects such as candidate selection and the candidate experience end up being the reasons they’re hooked on video interviewing, not to mention team buy-in.
“Our conversion rate wasn’t very strong and we were having to run additional Assessment Centres. With Sonru, we have been able to reduce the number of candidates we meet thus reducing our hiring managers’ downtime from their operational work.” – Cargill
The ‘How’ of Video Interviewing
The majority of graduate recruiters surveyed (74%) use video interviewing as the first stage of their recruitment process with communication skills, overall performance and content of answers making the top three items on their assessment list. I personally am very proud that the candidates’ appearance and / or the recording environment is the last aspect evaluated.
The majority (81%) of clients surveyed have changed their opinion of a candidate after seeing the video interview and it works both ways – to select and reject applications.
“We are not looking for the technically completed article but for culture fit, namely if the graduate would make a good IT consultant. The cognitive assessments will show if candidates are smart and trainable but the video interview shows us their drive and passion for IT – this is a really telling aspect for us.” – Version 1
The Impact of Video Interviewing
When asked about the impact of video interviewing, the majority (91%) said it had a positive impact on the recruiters’ role and 97% received positive feedback from assessors and hiring managers. Open-ended comments were grouped into themes and while the key themes were the same for both cohorts, the importance varied.
Unsurprisingly, ‘more time’ emerged as the biggest issue for graduate recruiters (66%) given the volume of applications compared to just over half (54%) of all recruiters surveyed on the Sonru system. ‘Flexibility’ and ‘Better Screening’ were more important for non-recruiters. Flexibility in recruitment is not surprising given that hiring managers have to fit it around their own work. While better candidate selection optimises the time they spend in subsequent stages of the recruitment process (such as Assessment Centres and face-to-face interviews).
Other Key Findings
- 6 times more respondents experienced reduced Time to Hire than anticipated.
- 70% of respondents recorded that video interviewing had a positive impact on their employer brand.
- Clients also use Sonru to support Accessibility, Diversity & Inclusion and to mitigate Unconscious Bias.
- 100% of GradRec clients surveyed are satisfied with Video Interviewing’s inclusion in their recruitment process.
Download the full white paper for free, here.