Asian Infrastructure Investment Bank (AIIB)

The Asian Infrastructure Investment Bank (AIIB) is a multilateral development bank with a mission to improve social and economic outcomes in Asia. Headquartered in Beijing, AIIB began operations in January 2016 and has now grown to 103 approved members worldwide. By investing in sustainable infrastructure and other productive sectors in Asia and beyond, AIIB will better connect people, services and markets that over time will impact the lives of billions and build a better future.

Context

AIIB introduced Asynchronous Video Interviewing in early 2020 for their Investment Analyst / Associate roles.  Prior to the use of Asynchronous Video Interviews, candidates were selected to attend an in-person panel interview with 5 interviewers [Hiring Department x2, External Department x2, and HR x1] on the basis of their CV.

“We no longer base everything on the CVs. Asynchronous Video Interviews give candidates the chance to better express themselves and that gives us a clearer picture as to who to engage for the next step. Flexibility was another bonus, being able to watch the interviews at our own pace.” – Brian Carlo Hipolito, Human Resources Officer, AIIB

Key Findings

  • Faster & Better Shortlisting
  • Fewer Panel Interviews
  • Confidence & Involvement
  • Candidate Experience

Some of the Highlights

The first recruitment drive timeline coincided with the approach of Chinese New Year, therefore all stakeholders committed to reviewing the videos within one week.

“The viewers were situated in different parts of the world. We were able to finalise the shortlist in 1 week. Normally it takes 3 to 4 weeks.”

The CV screening of over 2,000 applicants resulted in 42 candidates. Prior to implementing Sonru, AIIB would have invited all to attend a 30–40 minute panel interview with five interviewers.

“After watching the 42 interviews, we invited only 15 to come forward. We saved 27 panel interviews which quickly adds up man hours with five interviewers per interview.”

AIIB maintain that Asynchronous Video Interviewing afforded them a better quality shortlist which in turn enabled them to conduct the panel interviews in more depth. Because of improved shortlisting, AIIB were able to use the time to assess the candidates’ motivation and technical skills.

“The most value was in the quality of the shortlist. The hiring managers were quite pleased with the candidates they met. When you’re basing decisions on CVs alone, there is always the risk of bringing unsuitable candidates to the panel interviews.”

The Hiring Managers can now conduct more in-depth assessment of candidates and as a result, all parties have more confidence in the quality of the shortlist.

“It gives us added confidence in the choices we make. You think to yourself, I watched the person’s video interview myself! I have more evidence to back up my decision. Before, our decisions are made on just the CV.”

Conclusion

Given the volume of applications and rigorous shortlisting, AIIB maintain that Asynchronous Video Interviews are a welcome addition to the Candidate Experience.
“Before, there wasn’t any way for candidates to show their personality. Now, there might be some solace in knowing they had the opportunity to show their personality instead of being dismissed at the CV stage.”

Brian Carlo Hipolito, Human Resources Officer, AIIB