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What would you say if you managed to identify 20% more talents by simply introducing video screening into your candidate shortlisting process? There are quite a lot of companies complaining that they just don\u2019t find enough qualified candidates. What if there was no real \u201cwar for talent\u201d? What if the methods you have been using so far just do not allow you to see the real, job-related skills of your candidates?<\/p>\n
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Maybe it\u2019s worth considering it\u2019s time to re-vision what you\u2019ve been doing and seek new, better methods \u2026 Imagine you could have a complete picture of your applicants already in the pre-selection step of your process\u2026 This have actually been put into practice with competency-based video interviewing. So, what are the most popular use cases of video interviewing?<\/p>\n
Deutsche Telekom look for 50 trainees each year for their \u2018Start-Up\u2019 programme. They receive over 5000 applications. Instead of using telephone interviews, Telekom is now screening their candidates with video interviewing. Because of the time-saving factor, more applicants can be invited to the video interview.<\/p>\n
The results in the following assessment center are striking: 20% (!) of the candidates, who are hired through the assessment center would not have been invited to a telephone interview as part of the traditional recruiting process!<\/strong><\/p>\n Start-Up LOVOO<\/a><\/strong> is seeking two Facebook managers. Both CEOs are travelling abroad at the time of the candidate search. Instead of coordinating telephone calls or video-conferences, candidates record the video interviews independently. Lovoo manages to fill in the positions in only 30 days, starting from posting the job advert and ending with contract signing. Time-to-hire is reduced by 50%<\/strong> – for LOVOO it is a real advantage!<\/p>\n At juwi, a medium-sized company, every month between 15 and 25 intern positions need to be filled. A total of 38 departments are actively involved<\/strong> in the selection process. For the annual Employer Branding Event \u2018Talent Meets Bertelsmann\u2019 (TMB), Bertelsmann is looking for creative heads and personalities using pre-recorded video interviews. From the invited 121 applicants, around 90% completed the interviews. Research conducted by Bertelsmann shows that the applicants especially appreciate that they can present themselves personally through the video interview<\/strong>. Quarterly Crossing organises the MBT World Summit once a year. At this exclusive 2 day workshop in Hong Kong, international talents of tomorrow meet the leaders of today. In order to select the candidates for the MBA World Summit, Quarterly Crossing works closely together with the top 30 MBA Schools worldwide.<\/p>\n The team receives 2000 applications from over 35 countries<\/strong>. 300 applicants complete the video interviews around the globe at their convenience. A team of only 4 people at QX choose the best candidates based on the video answers<\/strong> all from their Headquarters in Frankfurt am Main. They then forward the best candidate videos to their partner companies throughout Germany.<\/p>\nLOVOO: Positions filled 50% quicker <\/span><\/h5>\n
juwi Holding AG: Recruiting with 38 departments
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\nUntil recently, 3 to 4 personal interviews needed to be conducted to fill a vacancy. Today, hiring managers conduct only one personal interview after HR does a first pre-screening using the interview suite<\/em><\/a>.<\/strong> What hiring departments like most about video interviewing is the flexibility provided concerning time savings and the ability to ask job-related question in pre-selection.<\/p>\nBertelsmann: Strengthening their Employer Brand
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\nThanks to the interview suite, Bertelsmann not only identifies the most promising international talents, but deliberately strengthens its image as an innovative media group.<\/p>\nQuarterly Crossing: Recruiting internationally <\/span><\/h5>\n