Archives For ‘HR Software’

Article by Brian Westfall, Market Research Associate – Software Advice

Research shows that candidates who have done a video job interview before embrace video more than a phone interview.

More and more employers are using video interviewing software for their remote interviewing needs, which can be daunting for job candidates used to the classic phone interview. So Software Advice, a company involved in video interviewing software research and reviews, conducted a survey of nearly 400 random people who have applied to a job in the last two years to find out how they feel about interviewing for a job through video.

It seems any trepidation among potential job applicants with video job interviewing stems from them never having done one before. Those that have never done a video job interview before (46 percent of respondents), say they would prefer to do a phone interview instead of a video interview (67 percent for phone versus 19 percent for video). The rest of our respondents who have done a video interview before are the opposite, preferring video to phone (47 percent for video versus 36 percent for phone).

Remote Interviewing Preferences

This goes to show that once a candidate does a video interview, they warm up to it. But getting a candidate comfortable with their first video interview can be tricky.

When it comes to drawbacks with video interviews, respondents say the most significant ones are possible connectivity issues (27 percent), and being uncomfortable on camera (21 percent). There are a number of things that candidates can do to secure their connection, including using wired internet and closing any other bandwidth-eating programs. Some video interviewing platforms even include features for users to test their connection.

If interviewees are uncomfortable on camera, it can be hard to fix, but practice is key. For a pre-recorded interview, hiring managers could allow candidates to re-record their responses to get them right. Some systems also allow for practice runs before recording a real response.

Interviewers would also be wise to keep video interviews under an hour by saving some questions for a follow-up in-person interview. Thirty-four percent of respondents say after an hour, they would consider the video interview to be too long.

All of this knowledge is important, as a negative video interviewing experience could be detrimental to the employer. If they had a self-described negative interviewing experience, 86 percent of respondents say they would be more likely to not accept a job offer and 68 percent would be more likely to tell others not to apply.

Knowing how to create a positive video interviewing experience can help employers find their ideal candidate.

View full article from Software Advice

Article by Rupert Sellers

mobile video interview

What do employers and candidates want to achieve from an interview process? 

Obviously, the right match. But both parties also want a fast process.

It’s fair to say that if a candidate was given the choice: Either being invited to a face-to-face interview or invited to record a video interview for an employer, they would probably opt for the face-to-face.

And so would I.

Unfortunately, it’s often not practical for an employer to meet all the applicants that have passed the initial CV sift, unless there is only a small handful in the selection. Each interview is likely to take about an hour if you factor in the scheduling time and preparation time.

By contrast, an employer can create a video interview, using their own questions, and then email the link to as many candidates as they like – and this process can take less than 5 minutes. The recruiter / hiring manager can then get on with other job tasks whilst the applicants record the interview in their own time. The recruiter is alerted every time a new video has been recorded which can be reviewed whenever convenient on a user-friendly dashboard.

Positive and negative reviews

I have read many articles about video interviewing, most of which are positive. But there are also stories that aren’t so favourable, such as a study last year by DeGroote School of Business in Canada, which featured in a CIPD article in March 2014. DeGroote claimed that using video conferencing for job interviews disadvantages both employers and candidates and that “video conference interviews are not equivalent to face-to-face interviews”.

Let’s put this in perspective. Of course, video interviews are not going to be on par with a face-to-face meeting. They’re not meant to be (and anyone who says you can simulate a face-to-face interview is wrong). Asynchronous (ie pre-recorded / one-way) video recordings should only be used for candidate screening purposes. And once the employer has reviewed all the videos and narrowed down the selection I would absolutely expect the next step to be in-person interviews.

Talking to myself on camera – Weird.

It’s easy to poke holes at the concept of a pre-recorded interview where you answer questions on video – and yes, talking to your mobile device or PC with webcam might seem strange. And some think video is impersonal. But it works and it’s a fast growing phenomenon. This medium is providing considerable value to the employer – and the candidate.

Thousands of candidates have been given the opportunity to showcase themselves on video to employers. In a traditional process, there is too much reliance on words in a CV and many are not given the chance to reveal who they really are. It’s easy for the employer to send an automated ‘regret’ email, but a lot of good talent gets overlooked.

Having been a recruiter for 14 years in the hospitality sector, I have interviewed many candidates who didn’t shine particularly well on paper but had oodles of personality / soft skills and were highly suitable for jobs. On the flip side, I have also interviewed hundreds of candidates who didn’t sparkle as their CVs had indicated.

So before making a judgment from academic studies about whether video interviewing is or isn’t for your organisation, try it and see for yourself how beneficial this tool is for a slick recruitment process. It’s fast and effective which is what both employers and candidates want.

As the CIPD video interviewing article concluded: “For now… the revolution continues unabated.”

You can sign up for a free trial here: www.compactinterview.com/sign-up. It takes 2 minutes and if you want any help we can assist you with creating your interview.

 

Article by Rupert Sellers

Telegraph film - female candidate on iPad 2

Is Video interviewing engaging or impersonal?

Of course, nothing beats a face-to-face interview for a candidate – and in most cases, that is the only way a candidate is actually going to get hired.

Unfortunately for the applicants, it is simply not practical for recruiters/hiring managers to meet everyone. It’s inevitable therefore that some will consider video to be an impersonal recruitment tool. But let’s consider the alternatives…

Many recruiters are tasked with processing hundreds of job applications which arrive via a plethora of job boards, so how does a recruiter handle this process effectively?

Selecting candidates based on keywords – Is that the solution?

Applicant Tracking Systems (ATS) claim they have the answer by sifting CVs on keywords. But many candidates these days are savvy enough to know that they can avoid elimination by adding keywords from the job description to their CV.

Sadly, there are many strong but less active candidates who don’t tweak their CVs to satisfy the computer (ATS) – and they can be rejected before an actual human even gets to read their CV!

I am not suggesting that the solution is for every single applicant to take a video interview. The review process would be far too time consuming for the recruiter.

Don’t overlook the MAYBE candidates!

But consider this… When a recruiter spends 10 seconds reviewing each resume, there are essentially 3 possible outcomes to this screening: YES, MAYBE and NO.

Typically, around 80% of the applications are going to be ‘NO’ due to lack of experience, qualifications etc. The YES resumes at this initial stage of the recruitment process might only amount to around 5% of the total and these candidates will progress to the next stage and are likely to be interviewed.

But what about the MAYBE’s? The ‘not sure’ ones where the CV doesn’t reveal enough about the candidate to know whether or not he/she should be included in the selection.

Video saves times and gives candidates the chance to showcase themselves to employers

This is where video interviews work particularly well and give candidates the opportunity to showcase themselves and provide insight to the recruiter/employer that their two-dimensional text CV can’t show.

The asynchronous format (ie one-way, pre-recorded video) is the best way to save time as live video or phone screening often takes too long when there are lots of candidates to process.

More engaging

So… video interviewing might seem ‘impersonal’, but it gives candidates a much better chance to be considered and progress to a face-to-face interview than relying on a computer to pick out matching keywords.

Receiving an automated ‘regret’ letter due to non-matching keywords – that’s impersonal.

Article by Rupert Sellers published in Strategic HR Review – Volume 13, Issue 3 (May 2014)

Strategic HR Review logo

How technology is changing the way HR works

Just two years ago, asynchronous video interviewing was a relatively unknown concept. Whilst Skype was (and still is) being used to interview candidates, particularly for international recruiting, very few HR teams were familiar with “one-way” video interviews where candidates record their answers to questions and the employer reviews at a later time. Today, the term “video interviewing” is a hot topic amongst the many innovations in HR technology, and whilst the term does encompass “live” video interviews, there is a growing demand for the asynchronous model.

Automating the recruitment process – how practical is this?

Technology does not always handle this people function well. For screening talent, an applicant tracking system (ATS) can be programmed to search for keywords in a CV, but what happens if a candidate has suitable experience and skills and does not include the right keywords? The computer might wrongly eliminate such a candidate.

If ATS systems are not able to select CVs accurately, can technology help the very “human” process of interviewing? The answer is yes. A video interview system does not select candidates, it facilitates the process. The recruiter or hiring manager decides which candidates to select, not the computer.

How video interviewing works

Asynchronous video interviewing (or “on demand” video interviewing as it is also known) typically occurs at the initial stage of the hiring process and allows candidates to record answers to questions that have been pre-set by the recruiter. As this is not a live exchange between interviewer and interviewee, candidates can take the interview at a time and place that suits them – and avoid any disruption to their work environment.

Following is an overview of the merits of live video interviewing and asynchronous.

Live video interviewing

The obvious benefit is that “live” provides a two-way exchange and the interviewer is able to interact with the candidate. This can be an enriched version of the telephone screen or it could be a more in-depth interview depending on the circumstances.

Video conferencing emerged in the 1990s and in the last ten years we have seen the rise of two-way video such as Skype and Facetime; we can therefore relate to this medium and understand it. But using live video for interviews brings challenges. The interview needs to be scheduled and candidates often struggle to find the time and place during working hours to hook up on video, leading to inevitable delays. Furthermore, a live video interview typically takes much longer than a one-way interview, and it is difficult to cut short a session even if it becomes obvious after a few minutes that the candidate is unsuitable.

Asynchronous video interviewing

One-way, pre-recorded interviews save considerable time and are more convenient. As there is no scheduling required, candidates can record their interviews when it suits them – typically at home in the evening or over a weekend, and without any disruption to their working day. Recruiters receive an automated email for each completed recording and the online dashboard enables them to click through each video with ease. They can watch, review and assess the videos whenever and however many times they want and share them internally amongst other stakeholders in the hiring process. The collaboration and insight gathered helps to ensure the most suitable candidates are invited to face-to-face interviews.

However, asynchronous video interviewing is best used as a quick screening tool (beyond the CV). It is not a substitute for face-to-face interviews, regardless of what some vendors may claim. Interviewing is a critical recruiting competency where the interviewer uses behavioral based methodologies to interact and probe.

As with live video interviews, there are no geographic boundaries, but whether a candidate is based overseas or based in the same city as the employer, all selected candidates are expected to take an asynchronous video interview. This ensures fairness as all candidates in the process answer the same questions for a particular job and have the same time allocated for their responses. It provides a uniform, structured approach to select the most appropriate candidates.

Candidate experience

So how do candidates feel about taking a video interview? A few years ago there was resistance, not least because many candidates did not have a webcam or because they had weak internet connections that could not properly support video. Consequently, the whole experience was rather clunky and awkward. Today, the plug-in webcam is almost obsolete as users veer towards laptops and mobile devices with built-in functionality.

Although recordings on laptops and desktop computers are still the most popular, there is an increasing shift towards tablet and mobile device usage (iPads, iPhones, Samsung Galaxy, etc.). Not only does a candidate’s mobile device provide a more convenient and intuitive interview experience, but the quality of sound and visual is vastly superior. Not all candidates feel comfortable on camera and some would wish for a more personal experience, but it is now widely accepted that the video interview gives them the opportunity to showcase their soft skills and move a step closer to a job offer.

In 2013, Metashift conducted a three month research project. Whilst there was a lack of comfort with the technology for the companies not using video interviews, 80 percent said they were considering it and a significant proportion said they planned to pilot it. The employers who were already using video interviews had only positive things to say about their experience and the reaction from candidates was also generally very positive (Alder, 2013).

Technology is here to stay

Asynchronous video interviewing can effectively close the time gap between CV sifting and final stage face-to-face interviews, saving hours spent on scheduling, phone screening and even first round interviews.

As we continue to embrace mobile and video in our everyday lives with a plethora of tech gadgets, it is inevitable that video interviewing is here to stay. How quickly HR teams adopt this technology remains to be seen, but it will surely become mainstream soon.

Rupert Sellers
Rupert Sellers is based at Compact Interview, London, UK

References

Alder, M. (2013), “Metashift blog”, July 2013, available at: www.metashift.co.uk/blog/?month=july-2013

speed

Article by Rupert Sellers

Nobody doubts that technology has had a huge impact on our lives. It speeds up processes and it has transformed the way we gather information and communicate with one another.

It’s staggering how the pace of technological innovations is escalating, but some of the more recent product releases lack purpose and value to the user.

Firstly, let’s look at some key milestones over the last 50 years starting with the desktop PC:

50 years ago: It’s 1964 and the first desktop personal computer is launched by Olivetti

40 years ago: Video games led by Atari become widely available to the general public

30 years ago: Apple’s Mac computer launches in 1984; Microsoft launches Windows shortly after

20 years ago: The internet is gathering pace – There are 623 websites at the start of 1994. Today there are nearly 1 billion websites

15 years ago: The founders of newly launched Google move from a friend’s garage to nearby offices. The business is taking off…

10 years ago: In 2004, a new social network called Facebook is launched. It follows LinkedIn and MySpace which launched the previous year

5 years ago: The world goes App mad… Twitter goes mainstream… Android phones go mainstream… 

…While Apple’s iPad is yet to launch.

As sales of tablets overtake PCs, it’s amazing to think that the iPad was actually launched less than 4 years ago.

With revolutionary products such as Google Glass expected to launch before the end of this year, nothing seems impossible. But technology needs to be useful, relevant and straightforward.

Tech geeks need to ensure they don’t create things just because they can. Take the latest smartphones, they’re packed full of features but many of these can be confusing, leaving users with a complicated experience.

Samsung’s Galaxy S4 phone has been criticised for having bloated software and just too many gimmicks.

Yes, you can scroll through pages using eye movement, and move pages with ‘air gesture’ without touching the screen. Pretty amazing stuff, but do they provide any value for consumers? It would seem not, as these features are likely to be removed when the new model is released.

The following incident from a CIPD blogger illustrates how our ability to use technology can fall short of matching the opportunities it offers.  Although he’s a big fan of technology generally, he came unstuck in a recent panel discussion on the subject of social media. He used his iPad for his discussion points but incoming emails kept appearing on his screen in front of his notes, completely obscuring what he’d intended to say next. Read the full story here.

As for video interviewing, this screening tool started to build momentum in the US about 5 years ago and it’s now really taking off in the UK and internationally.

Video interviewing is a great concept and it’s an effective way to screen candidates, but it only works well if the system has been designed to provide a good candidate experience. Like smartphones or any other tech tool it needs to be intuitive, uncomplicated and void of gimmicks.

Those that develop technology need to ensure their users can embrace it.

 

Article by Rupert Sellers

Michael O'Leary - large

Well, not Ryanair. The airline’s boss, Michael O’Leary hasn’t given a damn about customer service for 20 years and has been very public with his foul-mouthed comments. When he was promoted to Chief Executive in 1994, his mission was to revolutionise air travel across Europe with a low-cost, no frills model – similar to Southwest Airlines in the US. With ruthless determination, O’Leary’s plan worked and today Ryanair is one of the world’s most profitable airlines.

But times are changing. This month, Ryanair has declared that profits are down, while their rival, easyJet has just announced a 50% jump in pre-tax profits. So what’s going on? Has O’Leary’s free PR campaign, using ‘negative publicity’ for his appalling customer service, finally backfired?

To have created a low-cost, no-frills airline model is a good thing and there are numerous budget airlines now operating in this space. We are all influenced by price and Ryanair’s success is largely down to being cheap or the ‘cheapest’ – a word that O’Leary constantly uses whenever interviewed.

But no company that relies on paying passengers to fill their planes should get away with a blatant disregard for customer service. The term ‘customer service’ is nothing to do with frills, such as free meal and drinks (as was standard on all airlines pre-Ryanair). Most customers are happy to dispense with frills for the sake of keeping down price.

Customer service is about attitude – which costs nothing

Customer service is about attitude, genuine care and empathy to people. Having worked in the hospitality industry for most of my career, great customer service is essential for a hotel to be successful – and it’s not just for external customers, but internal customers (ie staff) too.

Technology and Customer service

If customer service is essential for the Service industries, what about the Technology sector? We live in an increasingly automated, self-serve world – and for the most part, technology has made our lives a lot easier. We use multi-function smartphones and tablets; we shop online; we bank online; we compare things online. But when something goes wrong with the transaction or we can’t find something we are looking for, technology can be extremely frustrating.

Invariably, customer support is automated – We type in the problem and an FAQ panel provides a possible answer. If this hasn’t solved the problem, we want human contact.

Technology companies strive to differentiate with their product offering but, however slick and useful it is, the real winners in technology are those who embrace customer service and who solve problems for customers efficiently.

HR Technology and the human touch

In the people function of human resources, new HR technology tools are increasingly being used to streamline processes such as payroll, applicant tracking, recruiting and training. But many of these tools become redundant or are under-utilised if good customer service is not provided. Video interviewing is a classic example; the process is simple and intuitive but HR managers are going to be reluctant to use this screening tool if they are not fully supported by the customer service team. At Compact Interview, we have developed our system using the best video technology but we know that our human contact and empathy with clients and their candidates is what really helps us to be successful and set us apart.

Customer service is vital for any business that interacts with people. As profits dip at Ryanair, Michael O’Leary has decided to change tact and get touchy-feely with his customers. Really? I’m not convinced he will learn what genuine customer service is any time soon.

CIPD - 100 yearsCompact Interview exhibited at the CIPD Recruitment Exhibition and HR Software Show at London’s Olympia last Wednesday and Thursday. What a great Show – but exhausting! We were blown away by the interest level in video interviewing. It’s clearly very topical for progressive HR teams and most visitors to our stand knew what the concept was, but not so many knew how video interviews worked and their true benefits.

We were able to demo the Compact Interview system at the Show and many of the contacts we met have taken the opportunity to try out our video interviewing system on a free trial basis. Within just a week we have gained 12 new clients.

With such increasing interest levels in this effective screening tool, we have already signed up for next year with the CIPD.