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Video Interviewing Software or Skype? What is best?

Video Interviewing Software or Skype? What is Best?

The hiring process in the recruitment industry has taken some dramatic changes over the last few years. More and more companies are moving away from the traditional methods of job board posting, resume reading and screening processes and are moving closer towards fully featured digital alternatives to leverage their time whilst also being able to find the best candidate for the job.

These digital alternatives, including video interviewing software, pre-recorded interviews and live interviews are allowing companies and businesses to research their potential candidates in a much more personal environment, helping them to really see which of their applicants is perfect for any job vacancy.

To make this process easier, there are a number of methods in which these processes can take place. Today, we will be exploring conference calling using software platforms such as Skype and pre-recorded video interview software, as well as discovering the advantages and disadvantages of each.

Conference Calling

There are a large number of conference calling platforms currently available to individuals and businesses.

From Zoom to Google Hangouts, most tech companies after seeing the demand are now offering their own solutions to this increasingly popular communication method.

Easily one of the longest-standing and most popular products on that market is currently Skype.

Founded in 2003 and now owned by Microsoft, Skype has developed into one of the most used video call packages and is used daily by millions of people all over the world.

There are a number of fantastic reasons why using a platform such as Skype can benefit your recruitment department.

By using Skype to interview potential candidates, recruiters can, in theory, recruit workers from all over the world, whether they are remote workers or simply to save the cost of having to fly an applicant into the headquarters for an interview. Not only is this saving time and money but interviews can also take place whenever is best for both parties.

Another great advantage of using video conferencing platforms is that recruiters can really gain a perspective of a person, much greater than they would if reading a resume.  Recruiters are able to see factors such as a persons body language and facial impressions, all together building up a very detailed character profile.

Recruiters also have the ability to see things such as the interviewee’s background. Are they in a messy bedroom? A coffee shop? Or a nice, neat, tidy office environment? These can really affect the decision process.

In summary, using Skype, recruiters are given the opportunity to interview multiple people without the need of wasting travel time for both parties plus gain more information and detail on an applicant than they would using traditional recruitment methods.

On the other hand, there are a few disadvantages to using video interviewing platforms such as Skype.

Firstly, if recruiters are solely relying on a live video interview then they should note that there is no guarantee the candidate will be available to partake in a video interview especially if the candidate is located on the other side of the world and restricted by time zones.

A two way Skype call can also be problematic as it requires good internet speeds for both parties to ensure that the call is not freezing or that the audio is distorted.

Video Interviewing Software

Pre-recorded video interviews usually occur in the stage just before live interviews and are commonly referred to in the industry as ‘pre-screening interviews’.

These pre-screening video interviews consist of pre-written interview questions set by the recruiters or HR Managers and are sent to candidates to answer in a video format.

There are many advantages for recruiters and applicants using video interviewing software as part of their recruiting process.

Firstly, recruiters are able to set questions to match the requirements for the job vacancy they are advertising. Therefore this means they are able to see what applicants really think and say in regards to the job role and in return the recruiter is able to gain a better understanding when it comes to choosing who is suitable for the next stage of the interviewing process.

By using video interviewing software, recruiters are no longer required to filter through resume after resume, trying to build mental images of people in their heads based on what is written on a piece of paper. With vide interviewing software recruiters are able to send these pre-written questions out to a large number of applicants at a click of a button and simply sit back and watch the interviews. The candidates interview videos can be watched by the recruiter at anytime, multiple times and even be sent to recruitment managers or peers for feedback or a second opinion.

There are also a number of positives for the candidates who use video interviewing software. By partaking in pre-recorded video interviews, candidates have time to prepare and think about how they are going to answer each question.

This means they are not put on the spot and can prepare themselves for questions that might be asked in face-to-face interviews.

Interview videos can also be completed by applicants in a time that suits them, meaning if they still have to go to work or commit to family situations, interviews can be conducted in the candidates own time, meaning they don’t have to put other things on hold to attend interviews.

Traveling time is also a major factor that should be highlighted. By using video interviewing software, the cost and time to travel to job interviews is no longer a problem.

There are very few downsides to video interviewing software. There will always be some candidates who do not have a laptop or mobile device conduct the video interviews.

Yet, this is a rare case in this day and age.

For those candidates who find themselves in this predicament then they can simply seek help from a family member or friend who have the relevant computer hardware to conduct the video interview. It’s also worth considering that laptops are now becoming more affordable year by year.

Bad sound and video quality can also be seen as a downside to video interviewing software. Yet, there are a couple of tips and tricks that can help solve this problem. We have created a guide for candidates who need to a helping hand with getting the best results.

Final Thoughts

As you can see, there are a number of pros and cons to using video platforms in the recruitment industry. As the new method become more and more popular with businesses all over the world, recruiters and interviewees alike will begin to further understand the process and will be aware of how to achieve the best results.

For recruiters and candidates, video interviewing will clearly become the interview method of choice of the next coming years based on the advantages it has to offer.

Are you using video recruitment software yet? Or are you still fixed on using the old traditional methods of recruiting and selecting candidates? Let us know in the comments below.

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Social Media Recruiting Strategies Every Recruiter Needs

Social Media Recruiting Strategies Every Recruiter Needs

In today’s modern world, everything and everyone is connected. Only a very small percentage of people would be confused at the mention of a smartphone or social media and the impact this technology has on the recruitment industry, which is massive. And something that has started to become more popular in the recruitment industry is social media recruiting.

More and more businesses around the world are coming to the realisation that posting a vacancy advertisement on a job board is not going to have the same results as it did a decade ago.

Recruitment and Human Resource departments are becoming more and more vital within organizations and it’s crucial that employees maintain a brands image by creating and upholding a strong, positive social media presence.

With social media platforms, such as LinkedIn, Twitter and Facebook, increasingly growing in popularity around the world, recruitment departments have realised the developing potential to recruit the best individuals they can.

In a recent 2016 survey, 47% of the interviewed recruiters stated that social media was the best platform for hiring new talent.

Each social media platform has its own niche, set of features and options that can be utilized to create new and engaging ways to recruit. Combine video interviewing software with social media and you will have the ability to only recruit the best.

To give you a welcoming hand into this booming industry, here are our top social media recruiting tips that will ensure that you make full use of what’s on offer.

LinkedIn

This platform had to be top of our list. Renowned as the Facebook of the business world, LinkedIn is designed for candidates to maximise their opportunities.

One of the greatest features on this social media site is the implemented employee referral system.

When employees of a company refer someone or in a situation where a recruiter finds a strong, suitable candidate, they can connect instantly using the dedicated InMail feature.

By allowing recruiters and candidates to directly communicate, conversations become a lot more personal and engaging, which is a great way for recruiters to see a deeper side to a candidate, much more efficiently than just reading a resume.

It’s possible to educate your recruiters to efficiently search LinkedIn for suitable candidates using predetermined keywords and search terms to match what position or vacancy is available.

linked in job search for social media recruiting

The more ‘connections’ your recruiter has, the larger your search range and therefore, the more likely you are to find the perfect person for your role.

It’s highly recommended that you advise your recruiters to join groups on the site and engage with its members to increase and improve your brand image. It’s also advised that they target the top people in the industry.

To ensure your company page is operating to its full potential, optimise your page with keywords that your potential candidates may use in their searches.

Only posting company content in the hope that the best applicants will find you is simply not enough.

Read through your existing and any future content you are posting with your members of staff to guarantee that it’s giving across the exact message you want it to conceive.

When it comes to the content itself, communicate with your future job seekers and give them the relevant information they will be looking for in a potential employer.

This kind of information can include, but is not limited to, the culture of your company, your company’s values and mission statements as well as any benefits they may have if working for your company.

When you are sharing content, which includes company information, including vacancies, make sure you remain straight to the point and keep all information clear and concise.

When setting up the appearance of your page, make sure it’s engaging to people and easy for them to navigate around.

Your goal here is to encourage your potential applicants to research your company and want to be a part of it!

Facebook

Facebook is recognised for being the largest social media network in the world and therefore is a great tool that can also be used by recruiters and HR Managers.

This is a highly competitive platform and to ensure you remain one step ahead of the competition, organise a strict scheduling plan that allows your company to post to the page on a regular basis.

Share any company news posts as well as news and updates for your relevant industry to demonstrate that you are an authority in your industry.

Another great recommendation is that you share blog articles from your own website and provide information regarding any upcoming company events. You may event want to post upcoming job vacancies within your company.

Another strategy to action and to achieve a successful Facebook page is by encouraging your employees to create and share company content on their own social media profiles, allowing your company to spread brand awareness whilst directing their followers to your company’s page.

coca cola social media recruitment strategy

If you are a company that produces and sells products, your employees could also share information regarding these products.

It’s important that you connect your potential customers to your company’s brand through social network pages because it creates a sense of credibility and value, a method, which once again boosts your brand image and follower range.

Consequently, you can attract great potential career applicants by selling the image that all your company is full of employees that value and enjoy working for your company and have a passion for their jobs.

Twitter

Tweets are well known for their short social media lifespan. To make sure your company tweets reach the masses, you need to ensure your company page has followers and plenty of them!

By increasing your follower count, you are creating more interest for your brand, which in turn, will allow you to have a broader range of applicants when it comes to recruiting. BUT… It’s imperative that you build your follower base first.

Use the built in search features found in Twitter to find and locate prospective applicants which suit your job requirements, and who are qualified for your role then simply click the follow button on their profile to notify them that you have found them.

This alone may draw attention to your brand as well as encourage them to follow back and possibly communicate with your company.

It’s important to note that when using social media as a recruiting platform, it’s vital that you remain human and keep a personal touch to your postings at all times.

One of the biggest downsides to social media is spam and posting unrelated or uninteresting content where potential job seekers quickly lose interest in a company, which can eventually lead to them un-following your page.

Ensure, especially on Twitter, that you don’t just post job advertisements or content from your company page.  This will give the impression to followers that you are heavily trying to promote yourself.

As with Facebook, share engaging and informative content such as industry news and updates, connect with your followers by commenting and favouring tweets that they post and, in some cases, even by creating or sharing memes and gifs relating to your industry which can boost followers and page engagement massively.

To create a successful Twitter profile, it’s recommended that you invest in multiple accounts. An example of this would be an official Twitter page for your company alongside separate accounts for recruiters and your existing employees.

Invest in training your existing employees so they can get involved and can become to driving force of your social media presence. This can be achieved by educating them on social media and by giving them tips and advice.

startbucks social media recruitment strategy example

Allow your employees to communicate their personal experiences in your company to followers, giving them the opportunity to state what makes your company so amazing to work for, complimented by their passion for the company and how they got to where they are today.

Drawing focus to your recruitment teams, allow them the opportunity to undergo keyword research, which they can utilize to create credible and engaging hashtags.

This will result in more company interest and an increased amount of followers. By creating a strategy in which to use these hashtags, you will increase company page traffic, draw more brand awareness and include them in posts such as job vacancies and direct followers to your company website, allowing you to advertise company events, such as live tweet chats.

By creating events such as these, you will be able to vastly increase your social media range, allowing you to connect with more followers with similar interests to your company.

Your employees are the cogs in your company’s machine and are so important when it comes to processes such as these.

Give them the opportunity to engage with followers and administer the live tweet chat events on the subjects that they are knowledgeable and most passionate about.

When creating these events set a theme around a relevant industry or company topic like an upcoming launch or existing product or a piece of exciting, industry related news.

When these live chats are underway, ensure you create a database or list of qualified potential candidates and organise when are going to communicate with them, explaining that you have upcoming job opportunities you will believe they could be perfect for.

Instagram

Instagram is quite possibly the most personal social media platform. The whole purpose of the network is to catch a snapshot into someone’s life just by viewing their page and the same can be said on an Instagram company page.

Your followers and potential followers want an insight into company life.

Instagram is a visually heavy social platform and is very unique compared to other social networks.

Used wisely, you are able to give your company a visually engaging brand image and, in some ways, a personality that people can relate to.

To engage with followers efficiently, post regular updates that effectively communicates your company’s culture as well as the values of your business.

You could even post short videos or use the Instagram Stories feature when out on team building days and during company celebrations.

Once again, get your employees involved. This can easily be achieved by allowing them to share quick, catchy descriptions or biographies of themselves alongside a photo of them at work.

ikea instagram social media recruitment strategy example

Ensure that you take photos that truly capture the lively and engaging work environment that your company has.

This creates the impression to your followers that your company is a fun and light-hearted place to work.

When engaging with followers and communicating more informative on your brand image, include snapshots of product launches and even host light-hearted competitions or giveaways.

This will massively increase traffic to your page and attract more customers to your company.

All of this combined will draw focus to potential applicants and candidates, giving them a sneak peek into what sort of company they could be working for.

Let’s reflect on what we have learnt today

As you can see, social media can be extremely effective when it comes to increase brand and company awareness, increase sales and website traffic and can revolutionise the way you recruit for your business.

As stated in the paragraphs above, it’s crucial you let your employees get involved. The vast majority of these people will have already had some sort of experience in social media and most of them will have accounts of their own.

They know what to look for and how to give the best impressions of themselves, which can easily be translated and used to benefit your company.

Host meetings and let everyone be a part of the process. Not only will this process benefit the company online but it will also bring your existing teams together, increasing moral and the overall workplace atmosphere.

Missed Something?

Are you using a social media recruitment strategy that we haven’t mentioned above? If so then why not share it with us and our fellow readers in the comments section below.

 

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Will Video Interviewing Replace The Traditional CV?

Will Video Interviewing Replace The Traditional CV?

In today’s world, the most forward-thinking businesses are the ones who are exploring ways to enable their employees to feel more confident in the workplace, ensure they think for themselves with their own brand of business sense.

As an ever-increasing trend, this means that in the future jobs will be aimed towards bright, independent thinkers that are resourceful, creative and take their own initiative.

Whilst previous job experience and educational qualifications are still somewhat important, they are renowned for not being the best certification of character and skill.

Personality traits such as attitude, behaviour and competence is increasingly becoming more and more important in the workplace, especially recruitment departments.

Due to this increase in considerations when seeking to employ someone, the entire recruitment process will become harder to balance and maintain. If management is looking for complicated people, the process to find those people will be complicated in itself.

This will not be made easier by the ever-growing amount of applications recruitment departments receive per vacancy.

Always Be Thorough

When you’re an active team member in a recruitment department, handling large volumes of job applications, it can take days and even weeks in some cases to sort through and organise all the resumes, constantly attempting to maintain a level of focus when selecting applicants for the next interview stage.

Although it’s proven that personality tests and character assessments are useful during recruitment processes, they cannot be used during the initial stages of the application process as they take time and resources that are not usually available.

Consequently, recruiters will have to make their first decisions based on resumes alone or, if in doubt, can invite applicants to attend screening interviews which again, depends on a companies available resources.

All in all, this is a rather inefficient process.

Too much time is used up and it goes without saying that a large number of talented and worthwhile applicants will slip through the net when using this recruitment method, simply because they didn’t make the grade on paper.

On the other hand, many applicants who are not suitable for the job, may make it to the interview stage when they really shouldn’t have.

Utilizing Automated Video Interviews

When considering what tools are available to recruitment departments, the answer becomes simple. Video interviews.

Imagine the following…

Candidates are able to record themselves in video format, stating facts or answering predetermined questions that compliment their resumes. Applicants would be able record themselves using any type of camera, such as a smartphone camera, webcam or portable camera and recruiters would be able to analyse the information in a couple of minutes.

This is roughly the same amount of time recruiters would analyse a resume, but they would receive a sample of character and personality, like you would if in a screening interview.

Powerful stuff right!

It goes without saying that this method of pre-screening candidates can save countless man hours by minimising phone conversations as the videos would answer all the questions a recruiter has requested, eliminating the need for them to repeat themselves 100+ times.

As every applicant would be in the same position under the same circumstances and answering the same questions, video interviews would allow the first stages of a the recruitment process to be completely fair and unbiased.

The pre-screening process would be the perfect balance between efficiency and accuracy for recruiters and HR Managers

Looking To The Future

As technology improves, so does the ability to handle large amounts of data alongside the means to analyse that information.

When used in the right way, technology would help recruiters build an accurate yet complicated profile of an applicant, easily created using specialized software.

As far as the software is concerned, all the data it needs comes straight from the candidates.

Even in the present day, Human Resources departments are implementing facial recognition technology to analyse video interviews, reading facial expressions of the applicants, allowing the software to determine personality traits.

Some companies have already been known to hire individuals based on this data.

In laymen terms, the future of the recruitment sector is fast approaching. Specialised computer programs will be streamlined, allowing them to create complex yet accurate candidate profiles, simply by analysing primary video interviews to see how they respond to and answer predetermined questions.

In conclusion, the entire process exists to take as much information as possible from the potential candidates in the shortest amount of time, simply to understand their characters clearer.

Regardless of whether this is done through computer systems or through a recruiter analysing a video, the result remains the same.

Personality is a key factor when it comes to recruiting the right person and not about what is written on a resume or CV.

It’s time for companies to start hiring individuals based on who they are and using the simple method of video interviewing to help with this challenge.

 

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recruitment tips for recruiters and human resource managers

7 Ways To Excel In Recruitment Today

7 Ways To Excel In Recruitment Today

The recruitment industry has always been a difficult industry to master.

Every business has its own methods when it comes to the recruitment process, each one designed to fit their individual circumstances

However, at its core, the majority of recruitment drives work in a similar way and there are a number of things you can do to streamline these processes, ensuring you find the perfect candidate for your vacancy.

Here is a list of our top seven tips that guarantee to help you save time and make the best decision possible.

Know What You’re Looking For

Firstly, the most important tip to consider. It’s impossible to write an advert or actually employ someone if you’re not sure what type of person you’re looking for.

It’s highly recommended that instead of seeking out the perfect skill match for your vacancy, focus on applicants personalities and behaviours.

Despite it being true that some jobs may require a certain skill set or previous sector experience, in the majority of cases, individuals can be taught how to complete certain jobs and trained how to use company software and processes.

When brainstorming what type of person you require, try to prioritize someone who holds the same values as your company, someone who would fit in well with the existing workforce and your client base.

Create Ads That Are Fit For Purpose

When in the process of creating your ad, make it shine out from all the rest. If you write a standard advert, then you’ll only receive standard proposals.

The majority of people looking for work will skim read until they see an ad that jumps out at them. Make it yours!

Make sure you include the basic information, such as what responsibilities the candidate should have as well as what qualifications they should have before applying.

To compliment this, write about your company and why the candidate would want to work for you.

To get the right people to apply, you need to keep them engaged in your ad and draw in all of their attention. Sell the vacancy and your company!

Filter Candidates With Compensation Levels

One of the most important factors in a vacancy ad, for both you and the potential candidates, is the salary.

This is one of the most important factors that individuals are looking at when searching job vacancies and it’s a great tool for recruiters to filter through candidates that are suitable for the role.

By writing ‘To Be Determined’ in the salary box, you’re potentially turning away fantastic candidates as it’s impossible for them to gauge what skill level the job is for.

Likewise, if the job role in question pays between $40,000 and $50,000, advertise at $40,000.

This way, individuals who currently make more money than this will not bother applying and consequently, won’t waste your time.

Don’t Keep Your Eggs In One Basket

When looking for somewhere to post your ad, don’t just use one site.

You may have a tried and tested recruitment platform that works for you but from a business perspective, you are drastically limiting the amount of range that your advert has.

By advertising your vacancy on multiple sites, you are increasing the amount of people who see your ad and therefore, increasing the amount of potentially suitable candidates that could apply for your role.

With a quick online search, it’s easy to find a vast range of paid and free advertising websites, allowing you to find the perfect person for your business.

Timing Is Key

This is an especially important point if you are using a paid advertising platform.

If you’re interesting in hiring younger people, such as college graduates, then it’s best to post after graduation has finished and not during term time.

The same can be said for all kinds of applicants. Imagine how many people are sat at home, job-hunting, on holidays such as New Year, Christmas or Thanksgiving.

If you’re posting at these times, you’re missing out on a vast selection of potential candidates.

A tried and tested time window to post in is during the weekends. This includes Friday nights and Monday mornings as individuals have finished work for the week, giving them time to properly sit down and search or are about to go back to work, giving them the motivation to want to find another job.

Stay Organised

As with any industry or department, it’s important to stay level headed and one step ahead. If posting ads in the correct way and at the ideal times, you may receive a dramatic surge in applications.

As your email inbox count soars, create email folders for each job you’re posting for and organise them as soon as you can.

By using this method, you can stay relaxed and confident in what you’re doing, ensuring you have the time to pick the right candidate and make the right decision for your company.

Screen, Screen, Screen!

As the resumes come pouring in, allocate a set period of time in which you can screen the resumes, sorting through which candidates you would like to keep and move forward.

An incredibly simple technique that really helps stay on top of things is by creating Yes, No and Maybe piles.

Read each application and move it into the designated pile. This way, you can immediately narrow down your search for the right individual and it makes the entire process easier when it comes to organizing interviews.

Another technique that is being increasingly used by businesses is video interviewing software. This method can save a recruitment department countless hours when it comes to pre-screening, allowing recruiters to ask pre-determined questions to all potential applicants.

Video interviews can be added to the recruitment process to compliment a resume, granting recruiters the chance to witness some depth to their applicants including a sample of their personality and character.

With this information, alongside the information on their submitted resume, recruiters have the opportunity to make well-informed decisions when it comes to deciding who is a suitable candidate for the face-to-face interview stage.

 

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