“With 50,000 employees working in over 100 countries, BOC understands the accumulative effect of reducing ‘per hire’ cost and ‘time to hire’. The benefits of Vieple in meeting and exceeding these KPI’s have been tremendous”
Few multinational organisations can compare with BOC for the sheer scale of business activities. The scale and scope of BOC’s operations provide both graduates and vacation interns the opportunity to build their capabilities in many different areas of the business. BOC graduate and vacation programs are designed to introduce new talent into the business, develop their skills and help them progress through the organisation. BOC’s graduate and vacation programs help sustain an outstanding, dynamic and innovative workforce that can produce great leaders for the future.
How BOC applied Vieple
BOC utilised Vieple’s remote video interviewing, recording and rating capabilities as an alternative to traditional telephone screening. These interviews are intended to assess candidates’ overall communication skills, motivation for joining the business and their ability to work in a team, to shortlist them for the next stage of the recruitment process. BOC wished to utilise Vieple in order to assess candidates’ skills based not only on what they were saying, but also their body language and presentation.
The Results
Recruiters were able to stop, pause, rewind or fast-forward interviews as required, allowing them to review rating decisions and be more detailed in their comments. They were able to assess candidates’ presentation and body language, which allowed them to more thoroughly assess their motivation and passion for joining the industry. It also allowed assessments by more than one recruiter, thereby minimising subjectivity. Recruiters were able to give approved stakeholders access to the interviews, allowing them to review candidates coming to assessment centres in advance, and check the quality of the candidates coming through the selection process.
Candidates benefitted from this innovative option as they were able to complete interviews at their convenience, rather than having to schedule them in between restricted hours that may have overlapped with university and work commitments. Recruiters had more flexible hours in which to review and assess interviews, while being able to progress through more candidate interviews per hour than was possible in phone screens, thus reducing the number of hours of work required.