One of the top discussion trends in the Recruiting Stream of HRcoreLAB conference in Barcelona was definitely the usage and benefits of technology in recruiting.
Endorsed by the recruiting forum’s chair James Purvis (CERN), a self-admitted technology geek, the benefits of asynchronous video interviewing were discussed intensely.
So I’d like to quote him in this blog article’s headline – “the usage of asynchronous video interviewing is a no-brainer“ – I wished I would have been the one to put it that sophisticated.
What does no-brainer actually mean?
Informal. anything requiring little thought or effort; something easy or simple to understand or do.
“Why hasn’t that been invented before?”
“Damn, I wished I had had this brilliant idea!” Many of our potential clients consider asynchronous video interviewing for recruiting a smart idea. Such a logical concept requires candidates to simply record a structured interview with their webcam. They are then evaluated shortly after with pre-defined competencies — a process very easy to understand and do.
Although the current (inter)national recruiting scene agrees that asynchronous video interviewing is something easy to understand, there are still some BUTs when it comes to the “easy to implement” side: Switching from talking to doing seems to require more flexibility from the company’s users than you would initially think.
- Asynchronous video interviewing definitely is a smart idea, ….BUT will this cause the drop-out of experienced hires / introverts / high potentials?
No. We haven’t found any biases during our 3 years of recruiting with asynchronous video interviewing. The research we did with a couple of universities like Humboldt University of Berlin didn’t show any biases regarding personality traits (like extraversion e.g.), computer or job-interview savviness, gender, age …
Let me ask you a question: Have you experienced a biased drop out when you introduced your online application process or even phone interviewing? Did you hear the same questions? I mean, it’s all about setting up processes that make sure you’re not losing the right candidates. New processes might be tricky to set up at the beginning, but that is normal and will set itself. The important thing is the added value that a new process brings in the long term.
- Asynchronous video interviewing definitely is a smart idea, …. BUT will I be able to make a reliable decision when there is only a video interview to rely on, without being able to ask any follow-up questions or build a relationship with the candidate?
Yes. You will be in the position to evaluate the candidate’s performance as in any other selection setting. And as in any other selection setting, you have to make sure you get relevant and reliable information from your candidate. You just have to ask the right questions and formulate them concisely (yes, that sometimes requires a bit more effort than compared to a normal phone interview guideline).
But the great thing is, you only prepare it once for a specific vacancy and from then on use it repeatedly – you save time by not having to conduct the phone interview a hundred times in a row and focus instead on evaluating the candidate’s answers. The fact is that our clients state that the correlation between the candidates’ performance in the video interview and in latter stages of the recruitment process is consistently at a high level.
Regarding relationship-building: This can be captured and transmitted by smart and creative usage of the intro videos that are displayed during the beginning of the video interview.
- Asynchronous video interviewing is definitely a smart idea, …. BUT I don’t have the time to implement another software.
Since asynchronous video interviewing with the interview suite works as SaaS, the effort required for implementation is minimal. And again, if you only look at the short-term benefits you might be disappointed. But if you’re smart and brave enough to look into the future, you’ll see that it pays soon enough.
So, What now?
Well. It seems that asynchronous video interviewing itself might be a no-brainer. The real effort arises, however, with the necessity to find the right innovative HR professionals who truly understand the impact and benefits of innovative software tools. The “Why-notters” that really move companies and drive innovation.
And again, I didn’t come up with that neologism of the Why-notters. Nevertheless. Instead of a summary, I want to share the following “story”:
“The Yes-butters have all the answers…. Yes, but we can’t afford it. Yes, but our business doesn’t need it. Yes, but we couldn’t sell it to our workforce. Yes, but we can’t explain it to our shareholders. Yes, but let’s wait and see. All the answers. All the wrong answers! Why-notters move companies. (…) they dare to dream, and to act. By acting, they achieve what others see as unachievable!” – Author Unknown
Do you want to join the Why-notters and be part of the forward-thinking innovation drivers? Then contact us for a free demo presentation!