Recruiting has always been about developing authentic relationships with candidates. However, as automation of the hiring process increases, corporations are struggling to connect and engage with candidates.
In the real world, high university scores have only a very small part to play in whether a candidate will be successful for a role within your business. More critical qualities that have fair greater impact are communication skills, cultural fit, community involvement, aptitude, and an ability to learn.
If you think video interviewing restricts you to simple interview questions, think again. Our clever clients have thought up interesting and innovative ways of using the video technology to get beyond just asking their candidates the usual interview questions.
Large volume recruitment can sometimes seem to be a thoroughly daunting undertaking -- even for the most experienced of recruiters. The prospect of having to trawl through thousands of applications to find the best candidates may seem insurmountable at times.
Graduate recruitment is increasingly becoming a critical element of overall business strategy – for both corporate and government organisations. Also, more critically, in 10 years’ time the Millennial generation will make up 75% of the workforce.
In this second article in our series on debunking common myths around video interviewing, we explore the concerns that recruiters have about their candidates’ reactions to interviewing via video technology.
It’s beginning to feel a lot like Christmas - that increasingly busy time when you’re stocking up for the biggest sale season of the year, and at the same time hiring additional casual staff in anticipation of increased sales.
Recruitment is a long, complex and time-consuming process, one that often fails to deliver the desired results. Hiring just the right candidate is often a hit-and-miss affair, a process hampered by (intended or unintended) interviewer bias and other random variables.
Recruiters and hiring managers these days have almost an insurmountable challenge: squeezed budgets mean less time and resources devoted to hiring, and yet more pressure from upper management to deliver high quality candidates.
Diversity in the workplace is still a hot topic. But why such a push to hire diversity? Ultimately the answer is, because companies with diversity perform better - so it’s great for business. The challenge then becomes ensuring that you’re targeting diverse talent during the recruiting process?
Research* indicates that 79% of enterprises struggle with a lack of crucial skills available in their local candidate pool. But how do you widen the net and get the edge over your competitors – while keeping costs down?
Always improving your efficiency is at the core of a great business and the same applies to recruiting top talent. The old way of putting an advert on the web and hoping for the best just isn’t good enough anymore.
The hiring cycle is time-consuming and expensive. Most of the cost is eaten up on travel expenses and lowered productivity. Imagine a world where you saved huge chunks of time and costs when you hired new people. Now imagine presenting that solution to your Director. You’d be the star wouldn’t you?
Your business is global, and chances are, so is your recruitment process. You may be conducting a worldwide search to find the best people to fit your roles and culture, or you might have the responsibility of recruitment for your entities in other countries.
When your people are partially focused on asking questions, they are less focused on hearing answers. If you also factor in the inconsistencies of scheduled calls that don’t always go to schedule, then phone screening becomes quite inefficient.
With the turmoil that is happening with recruitment in Australia at the moment, now doesn’t seem the time to change the way you do things. Actually, now is the exact time for change. It’s the perfect time to assess your current recruitment practices and assess if there are more efficient workflow processes that you can employ to recruit the best candidates… and video interviewing is a good place to start.
Video interviewing is fast becoming the preferred way for employers and recruitment agencies to create short lists of candidates. For candidates, this move away from phone screening can be confronting at first, but when you understand why recruiters are moving to video interviewing and a few simple techniques on how to make the most from this opportunity, it will all seem a lot less daunting.
Learn about the latest innovations in graduate recruitment from Industry experts. This webinar recording explores new approaches for improving the graduate recruitment process for both organisations and candidates.
The average HR department is operating with fewer resources than they were several years ago, yet the expectations of improved candidate selection and talent retention continue to grow. HR departments throughout Australia are looking for ways to improve their efficiency and create more collaboration between decision makers in the hiring process. Vieple’s recorded interviewing is one way of achieving these goals.
Video interviewing works for organisations because it works for candidates. A video interview provides candidates with a way of expressing themselves with more authenticity than can be achieved through a phone interview. With a video interview every candidate has the chance to be a star.
Live (synchronous) video interviewing is not the same as recorded (asynchronous) video interviewing. Apart from the obvious differences between live and recorded video, there are limitations to live video interviewing, which don’t exist with recorded video interviewing.
For a long time phone screening has been an essential filtering tool for HR professionals. Recruiters and HR professionals have had to learn to live with the many limitations of phone screening, not least the fact that they cannot assess a candidate’s body language and non-verbal cues from a telephone call. Telephone screening has forced HR professionals to work somewhat in the dark.