KPMG made similar changes to its recruitment processes citing the fact that research suggested that Millennials were frustrated by lengthy recruitment processes.
Video interviewing combined with personality assessments has great benefits for financial institutions.
The combination of user-friendly video interviewing technology and sound data science, such as cognitive and personality tests, has been shown to significantly improve time-to-hire, reduce new hire turnover and increase employee retention. This powerful combination works because it gives the employer a detailed picture of the candidate and their ‘fit’ for the role from the very first point of contact.
This is great news for large organizations like banks and other financial institutions that regularly undertake high-volume recruitment campaigns and need to sort through large numbers of candidates quickly, accurately, and cost-effectively.
Ascertaining ‘cultural fit’ is made easy with video technology.
Personality assessments can quickly and easily provide insights into a candidate’s potential strengths and development areas, in alignment to the values and culture of the organisation. This is what really makes or breaks the candidate/employer matchmaking process. Get it right from the beginning and everyone wins.
The use of video interviewing along with personality assessments allows financial institutions to actually see the candidate and to quickly hone in on critical qualities such as communication skills, brand alignment, and dedication to the role, whilst speeding up time-to-hire, and overall recruitment costs.
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