Recruiting innovation? Video Interviewing? „Maybe the right thing for a huge company like Telekom, but we are much too small for this!” This is how many recruiters from smaller companies tend to think. But this is wrong!
No matter how small you are as a company, you possibly want to grow, you want to get the right talents and enthuse them about what you have to offer, right? The best way to do this is to set up a clever and innovative recruiting approach. Just like German Start-up LOVOO did!
Check out what they have done to boost their candidate experience and get the most out of their recruiting processes.
What do you need as a Start-up? Good people – as fast as you can!
We are also a start-up and can, therefore, tell from our own experience as well as from our clients’ perspective. Start-ups want to grow quickly but sustainably. They are looking for staff who match the company’s culture and who share their vision – and who are not expensive. As you see, their objectives do not differ a lot from the objectives of big companies. Start-ups are looking to attract the right candidates (Key words: hands-on mentality, flexibility, intrinsic motivation to show performance.)
What is also very common is the pressure to screen applications in a very short amount of time, without counting the fact that vacancies should be filled in no time at all. Which is the case at Lovoo.
At LOVOO “anything is possible”
LOVOO is, we believe, an attractive employer – young, dynamic with flat hierarchies. Employees can quickly take on responsibility and play an active role. This is attractive to many candidates. LOVOO is especially looking for people thinking outside the box.
Anja Schulz, Head of Human Resources at LOVOO (photo), had a very clear idea of the requirements that the new recruiting tool should be able to meet.
- it must be easy and fast to integrate into internal processes
- it must be flexible in handling for all employees involved
LOVOO also had to consider the fact that the CEO wanted to have his say in personnel selection decisions even though he is often travelling abroad. With such decentralized decision making, Lovoo needed to make sure the selection decisions they were making were the right ones. They needed a tool which made this possible.
Filling 2 key positons within 30 days
LOVOO decided to use the viasto interview suite for two “Channel Media Manager” vacancies.
The Facts: 20 candidates were invited to do a pre-recorded video interview. All applicants completed the video interview. 30 days after putting the job advert online, Lovoo successfully filled those vacancies.
What conclusion did Anja draw? What did the candidates think about the video interviews? Download our LOVOO-Case Study.
What conclusions can we draw from this, actually? Innovative recruiting tools like the interview suite are not only for big companies. Especially smaller firms can benefit from the positive impact that an innovative approach in recruiting can have on candidates. This can make the difference. They will connect your company with the image of a smart and attractive employer who actually cares about their candidates by providing them with a cool and short hiring process.
Feel free to talk to me about how you can use video interviewing for your Start-up, small or medium-sized company! Drop me a line at
You do not have to be Deutsche Telekom to optimise your processes and make your candidates happy 😉