The mission of the Organisation for Economic Co-operation and Development (OECD) is to promote policies that will improve the economic and social well-being of people around the world. The OECD provides a forum in which governments can work together to share experiences and seek solutions to common problems. We work with governments to understand what drives economic, social and environmental change. We measure productivity and global flows of trade and investment. We analyse and compare data to predict future trends. We set international standards on a wide range of things, from agriculture and tax to the safety of chemicals.
Suitable for All Roles and Employer Branding
OECD’s usage of Sonru is widespread with video interviewing being used for all types of roles and at all levels in the organisation. “We use Sonru for all types of roles and all levels. For entry level positions, it is very useful to select which candidates to bring forward for interview,” says Michèle Pagé, Head of Human Resources Management, OECD.
According to Pagé: “Using this tool enhances our employer brand.”
Some of the Highlights
Pagé maintains that Video Interviewing is used “to get numbers down to a reasonable level for the next round. Not only does it help us cut by half the number of people to final interview but the result is a better group of finalists rather than just paper-based screening.”
While the OECD do not conduct less final interviews, they are experiencing “better conversions – the people we bring to the final interview now have different characteristics that suit the job well, before we could also have a number of people who not quite fit the profile – we see a lot less of that now.”
Furthermore, 90% of the 12 OECD hiring managers and viewers surveyed said that Sonru has resulted in better quality candidates coming forward to the next stage and better shortlisting emerging as their favourite benefit.
“We could see very quickly the difference in the interviews after introducing Sonru, it has increased the quality of candidates.” – Michèle Pagé
“I feel that the selection of candidates is more thorough.” – Alette Wernberg, Head of the Central Management Unit
“We can avoid seeing too many non-viable candidates in a panel interview (which is a very costly affair since we are 4-5 people per panel).” – Ylva Berling-Pesant, HR Client Services Group Lead & Recruitment Practice Lead
“The people we call in are better fit for the jobs. We’re avoiding casting errors – it is more a question of ‘fit’ that we can see earlier rather than seeing it in final interviews which are very time consuming.” – Michèle Pagé
“In the past we have based our decisions on the CV and a written test but it was missing this personal dimension, which resulted in us seeing some people in person who we very quickly realised were not suitable.” – Karen Hill, Head of SIGMA Programme
“It [Sonru] enables more informed selection for the shortlist ” – Ekaterina Travkina, Policy Analyst
Pagé loves the flexibility and ease of use, “The candidates record when they have time. The flexibility of the tool allows us to involve more people. It’s hard to access other managers but now we’re less constrained by time, we give them access and they can review themselves. The adoption rate is high because our managers see it as a flexible solution. The tool is user friendly regardless of how technically savvy you are which is a big plus.“
73% of OECD candidates surveyed found ‘Choosing the time / not having to take time off work’ (60%) and ‘Overall convenience’ (13%) as the key benefits to video interviewing.
“I enjoy the flexibility of the tool and the ease of navigating the platform and creating interviews.” – Sam Holland, HR Business Partner
“Brings efficiency and time savings to the selection process.” – Michèle Pagé
“The flexibility – being able to access videos anytime.” – Richard Barron, Principal Advisor, Sustainable Development
The following is derived from the user data of OECD’s interviews completed on the Sonru system along with the findings from over 130 respondents who volunteered to complete a survey made available to all OECD candidates:
- 92% completion rate on all interview campaigns
- 82% completed their video interview from home
- 86% of candidates would complete a video interview again
“It was a very positive first experience at different levels: cost saving (no travel expenses at this stage of the selection process); scheduling since the candidate decides when to do the interview; the tool is very user friendly: bravo!”
“I like the fact that you can do the interview wherever you want and at the time that suits you best.”
“It was my first asynchronous interview and I really enjoyed it. It was easy and cool.”
“Very positive. The whole procedure is very easy to follow and nicely explained. The practice interviews are of great help.”
“Excellent service. Clear instructions but also very intuitive.”
– OECD Candidates
“I thought at the beginning asynchronous video interviewing would not be as valuable for the high level positions but that wasn’t accurate. It is even more useful for higher level positions – the video is a good first take at gauging candidates’ capacity to express themselves and if they can present ideas in a concise and convincing way.”
Michèle Pagé, Head of Human Resources Management, OECD