In a highly automated recruiting landscape, staffing and recruiting professionals are constantly looking for new, innovative ways to connect personally with candidates without sacrificing speed. Video interviewing is the perfect tool to achieve this, and is becoming increasingly popular in the talent acquisition world.
This article will give a brief overview of why having innovative tools, like video interviewing technology integrated into your ATS is such a big factor for recruiting and staffing success.
Active And Innovative vs. Lax And Traditional
Let’s start off with a pretty obvious “would you rather” question. Would you rather be a star recruiter, seen as an active and innovative professional OR a recruiter who is lax and traditional; stuck in the past, simply going through the motions and sits on the sideline?
If you chose the first option, continue on to read this entire article, as it will be helpful to your stardom. If you chose the second option, skip ahead to the next section, where we outline the reasons WHY being innovative can help with your company’s success.
ACCELERATED: On average, it takes about 20-30 minutes to conduct traditional phone interviews to screen candidates. In the staffing industry, there may be times you have hundreds of job orders to fill, which can be extremely time consuming. In this instance, phone interviews are not a sufficient screening tool. Video interviews offer an accelerated and efficient way to pre-interview candidates via one-way and live interviews.
INSIGHTFUL: With both one-way (asynchronous) and live video interviews, insights like professionalism and personality can be easily detected, which is why video interviews are becoming an extremely popular recruitment tool.
POLISHED: Through video interviewing technology, recruiters and staffing professionals can pick up of nonverbal cues and practice video interviewing skills with their candidates to ensure only polished interviews are presented to their clients. This makes for both a great candidates experience and client experience.
Why Is Recruiting Technology Important To Agency Success?
According to a study conducted by Right Management, 18 percent of applicants participated in a video interview within the past year. That number had doubled in the past year and is projected to continue to grow as recruiting technology becomes the norm. Of the 18 percent, 66 percent actually preferred video interview than traditional tactics.
For those second option (lax and traditional) choosers, are you now reconsidering your choice? If so, see the above section to catch up on what the innovative thinkers already know.
INNOVATIVE: To be a successful recruiter, you should really have an innovative process that allows you to stand out from the rest. More and more recruiters and staffing firms are now utilizing technology to power their operations in order to grow.
COLLABORATIVE: Having an upgraded recruiting process where communication and collaboration is key will truly help you beat your competition. Sharing functions allow recruiters to send clients a shortlist of qualified candidates to look over to match their company culture. Your clients will even have the chance to rate and comment on the candidates so you know exactly what works and what doesn’t.
PERSISTENT: When asked “What is the single greatest quality of a successful recruiter?” the dominant answer is almost always persistence. As a recruiter, you will be notified when your clients are looking at your candidates so you can reach out to determine if they are a good fit. This is helpful for recruiters as it will increase persistency so you have a competitive edge over other staffing firms not utilizing the technology.
Video Interviewing: Only For The Innovative
If you’re an innovative recruiter or staffing professional, having an applicant tracking system with an integrated video interviewing solution such as AkkenCloud is something every recruiter and staffing firm should consider. Just as the traditional rake has been tossed out with the evolution of the leaf blower, isn’t it about time your agency takes an innovative approach to weed out candidates too?
