Video recruitment for candidates
The global recruitment trend evident today sees the major adoption of video; job seekers can now apply for jobs and be interviewed through video. Even low budget videos can communicate the candidate’s potential value effectively.
Essentially there are 2 types of video interviews presently available; one-way (time-shifted) or two-way (real-time). One-way video interviewing is when candidates have one chance to answer questions pre-recorded by the employer using their webcam. With two-way video interviewing services such as Skype, allow for the candidate and the employer to communicate to each other through their webcam.
People are watching 2 billion videos on YouTube daily and they are even uploading hundreds of thousands of videos, highlighting the importance for candidates to stand out. Video recording technology and equipment are increasingly available allowing you to make cost-effective quality videos with fairly limited editing skills. If it’s being distributed on the internet, the video quality should be good though it doesn’t have to be exceptional. Much of the quality will be lost in uploading to the video sites and it’s more about the content itself.
Exactly how has the use of video in the recruitment process evolved? Video has gone from being a branding exercise to an opening arrangement of ways that allow candidates to “sell” themselves.
Recruitment is becoming progressively international and although flights are becoming cheaper, businesses remain uncertain about paying candidates to fly in at an early stage of the employment procedure. With this said, video is not going to substitute the face-to-face interviewing process. However, it could certainly act as a more cost-effective alternative to the telephone. Video interviews provide a great deal of insight about a candidate at an early stage of the hiring process.
Companies now using video for recruiting and screening candidates are guiding the way that technology is being advanced. The early adopters are often those who benefit the most, as along with the advantages of the technology itself they gain exposure in the media and become regarded as a forward-thinking company by candidates and clients.
What is the most important aspect to consider video as part of your recruitment strategy? Planning! It is highly crucial to understand your employer value proposition and the story you want to tell through the films you produce. Thinking about this and making plans accordingly will make you a better competitor. Now that the method of video is proven to work, the late adopters are beginning to drive the technology mainstream. The increasing access to video recording tools and reliable internet access is also supporting this.
Whether the organization is small or a multinational, you have to seriously look at the video if you want to achieve a level of success with your recruitment and self-branding efforts. Video as an application encourages you to connect with potential employers and the world at large as a means to ease the recruitment process. Simply ignoring its potential is only going to mean that you’re left jobless.