Why do Sonru clients Sonru?
When interviewing clients, one of the first questions we ask is ‘Why did you adopt asynchronous video interviewing?’ and their reasons are many and varied. I’m delighted so share with you today the key themes and stories that emerged from that question:
- Reinventing Recruitment
Some clients were doing a total reboot of their recruitment processes following the creation of a formal HR function or the arrival of new management within that function. Clients like Bacardi and nucleargraduates wanted to bring preliminary screening or the entire recruitment function back in-house and video interviewing has enabled them to do just that. Following a critical review, BDO Ireland identified Video Interviewing as a way to streamline the process.
- Video Interviewing Solves Problems
For many clients, video interviewing was introduced to solve the problems of their current processes, particularly for volume recruitment. Video interviewing was used to counter the inefficiencies of screening methods such as phone interviews or inviting candidates to first round face-to-face interviews direct from the application stage. Ineffective screening methods tend to lengthen the recruitment cycle which in turn has a knock-on effect on the Candidate Experience.
Nestlé’s decision to introduce video interviewing was based on the need to screen the anticipated volume of applications they would receive.
- More Accuracy in Preliminary Screening
Sometimes, the recruitment team do not have the required skills, say linguistic or technical knowledge, to accurately assess applicants. For example, Womble Bond Dickinson felt that Psychometric Tests were not “measuring the right traits at the right time”.
- Global or Remote Recruitment
When recruitment is centralised, video interviewing was seen as a solution to remote recruitment. Hamilton Island’s recruitment team, based in Sydney, rarely meet the candidates they recruit for their resort on the Whitsunday Islands and video interviewing has bridged that distance.When agencies like CERN and ESA incur the expense of flying in their shortlist from all over the world, they needed to improve on previous screening such as phone interviews or inviting candidates direct from the application stage.
- A Fairer Recruitment Process
Companies like Macquarie, DHL Express and Icelandair found the inconsistency of previous screening methods problematic.
“We were also looking to give candidates a consistent experience e.g. the difference between being interviewed at 9 am on a Monday to 4 pm on a Friday could mean a very different outcome.” – Emma Cahill, Macquarie.
While Sandra Strong from DHL Express “really likes that everyone is in the same boat, everyone is getting identical questions.”
- Other HR Reasons to Adopt Video Interviewing
In companies where recruitment is decentralised, such as DHL and Bacardi, the recruitment team are always on the lookout for tools that will help hiring managers to do their own recruitment. Video interviewing is one such tool.
With the new GDPR legislation that came into effect in May 2018, the restrictions regarding the storing of personal data has meant that handwritten notes from say, phone interviews, may no longer be compliant.
Finally, a number of clients have expressed how they were seeking tools to showcase their employer brand or for their recruitment function to be aligned with the core values of the organisation. For example, a key element of Salt’s HR strategy was a desire to be more digital and more visual in everything they did, so video interviewing was deemed to be a good way to lead this strategy.
That’s just a taster of the type of insights available in our latest report: 360˚ View of Video Interviewing in Action, in which we looked at the impact of video interviewing on the recruitment process during the Application stage, the Process itself, how Selection decisions are made and then the post-hire Review. Download the full report, here.