Josh Tolan is the CEO of Spark Hire, a video powered hiring network that connects job seekers and employers through video resumes and online interviews. Connect with him and Spark Hire on Facebook and Twitter.
The typical recruiting process is inefficient. This is the best explanation for why so many recruiters are turning to platforms like Facebook to Pinterest and beyond to source candidates. In 2011 the average cost per hire was $5,054, and the traditional recruiting process takes an average of 45 days to fill a position. This is a lot of time and money disappearing. Is it any wonder why more recruiters are looking at the popularity and usefulness of online video?
According to comScore’s 2012 US Digital Future In Focus report, 105.1 million Americans are watching online videos every day. Another recent study showed 56% of people are watching online videos at least once a month on their mobile devices. With the amount and portability of online video, recruiters have begun to look at the benefits of this technology.
Recruiters should take advantage of this growth in online video to shorten the hiring process and find great people. What are some ways recruiters can get hiring faster with the power of the smallest screen? Below, we’ve outlined a few ways to use video in the recruiting process.
Video can be a great way to brand your company as a fun, innovative place to work. Interested job seekers want to know more about the company culture and what life would be like as an employee. The small paragraph at the bottom of your job description might be fine to give job seekers a taste, but it doesn’t tell them all that much. With video, you can give a clearer picture of the company values and what day to day life in the workplace looks like.
The latest instance of a great company video is this low-budget outing from Twitter. In this parody, Twitter pokes fun of the typical company recruiting video. While doing so, the Twitter team still manages to show off the company culture, while branding themselves as a great place to work with an equally good sense of humor. Recruiters can use video to play up the most important aspects of the company culture so they’ll attract candidates with similar values who will want to stick around. Video is a quick, creative, and relatively cheap way to instantly brand your company as a good place to spend eight hours (or more) a day.
Sometimes the traditional job description can be a bit lacking. Maybe because job seekers are usually just looking at a list of skills and attributes with little background information. Recruiters can now use video to put a more personal touch on the job description. In less time than it would take to draft an exhaustive list of qualifications, recruiters can record a video discussing the position, the company and the attributes of the ideal job seeker. Putting a face on the company will engage prospective hires while at the same time portray more information in a shorter amount of time.
One of the best ways to use online video for recruiting is during the interview process. Online video can really shorten the traditional procedure of finding and interviewing top talent. Here are a few of the ways video can be used to enhance or even supplant the tired old routine:
Video Resumes: If recruiters can sell their companies and positions on film, job seekers can now do the same with video resumes. But it’s not just job seekers seeing the benefits of video resumes. For recruiters, video resumes allow soft skills like personality fit and communication skills to be evaluated earlier in the hiring process. Now recruiters can save themselves a phone call or in person meeting with a candidate they immediately know is wrong for the position.
Recorded Interviews: For the recruiter who just doesn’t have time to spend a half hour on the phone with a potential candidate, recorded interviews can help. In this scenario, recruiters pose interview questions to potential hires, which they then answer on video. It’s like combining the typical application process with a normal interview. Best of all, these videos can be viewed by anyone on the team at any time, making interviews easy to fit into even the busiest schedule.
Live Interviews: Live interviews work just like a regular in person interview session, only without all the hassle, since they’re done online using video platforms. Recruiters can avoid travel costs and scheduling conflicts and job seekers can avoid getting stuck in traffic.
What are some ways you use video in the recruiting process? Please share with us in the comments.
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