Five Ways Video Can Enhance Your Recruitment Process

Image courtesy of Assess Hub.

Image courtesy of Assess Hub.

In an increasingly mobile world, many businesses are beginning to shift towards more effective execution within their HR departments. Implementing video into the process of recruitment not only provides an integral solution for businesses, it expands their reach when it comes to attracting the best talent.

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In 2016, 63% of organizations were using video in their recruitment processes and the use of such a tool facilitates the process of hiring new talent as well as largely affects the way companies engage with the most talented candidates and potentially even tapping into new global markets and an unlimited talent pool that may have previously been inaccessible.

This effectively means companies achieve global reach while cutting down recruitment costs, particularly beneficial for start-ups and smaller institutions.

  1. Using video for interviews

Using video as an interview tool allows international businesses and start-ups alike, to connect with candidates conveniently, even regardless of location, assessing their abilities efficiently and cutting down the time required to schedule and conduct interviews in person in half. With video interview technology comes the great freedom of connecting with new candidates and getting them excited about your company through the use of video resources.

  1. Use Video to Leverage Communication

Numbers show that recruiters who use video as a one-way or two-way interview tool can screen candidates rapidly, thus elevating their rate of success over the span of the recruiting process as opposed to the hours HR departments spend screening candidates’ resumes and conducting initial phone interviews. Specifically, with live video interviews, you can enable the candidates to connect with you in real time and most importantly, at a time that suits your busy schedule while benefiting from the crucial aspect of face-to-face interaction with each participant. Many applicants apply on their mobile devices which shows that more and more job seekers search beyond traditional websites. Thus, video is where your company can gain a mobile edge and proves an innovative add-on in the recruiting process for the best available talent even if you attract them on the go.

  1. Market Your Business more effectively

Digital advances have made for a generation of young professionals who were bred to respond to visuals. Many companies are already using video to attract the right candidates with the advantage that videos are a shareable tool that can be creatively integrated within various social media platforms. Recruiting-focused videos are increasingly popular and can benefit your business or start-up greatly if you feature existing employees’ testimonials, reflect aspects and put across your unique message about the working culture within your company. You can go as far as enhancing job advertisements on your career website with targeted videos, showcasing the specific job function advertised to add a personalized touch and ultimately enhance the way candidates engage with your organization.

  1. Showcase Opportunities

Use video to advertise new openings within your company but do not limit the use of this versatile tool to just that; – rather, showcase the human aspect and culture of your organization, even go as far as creating interactive office tour video, to inspire candidates and take the hiring process to the next level.

  1. Stay Current During and After the Hiring Process

You can use video to replace automated response emails that will reach applicants and make you stand out from the rest or use this tool throughout the hiring process to highlight important aspects of the candidate, such as what to expect in the different stages of recruitment or elaborate on your company’s processes and values. This is a proactive way to continue communication even after you have hired a candidate by creating customized videos and greatly speeding up the process of training for each individual new employee.

Can you think of any other options to use video in your recruitment process? Please share with us in the comments.

 

Author’s bio:

Vishal Amberkar

Image courtesy of Assess Hub.

Image courtesy of Assess Hub.

Vishal has over 12 years’ experience working across industries, planning and implementing business growth strategies in the digital space. Equipped with a Master’s Degree in Business Administration from the Department of Management Studies (Pune University), his present association with AssessHub is about contributing to thoughts and sharing key insights on improving the Human Resources function and sharing ideas about the same which he shares through the AssessHub Blog.

 

 

Five Questions That Will Lead You to the Best ATS

Campaign/FTC disclosure: This is a sponsored guest post. I will receive compensation for this post. I only work with companies I feel have great products, services, and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products, thought leadership, events and/or companies I believe my readers will benefit from.  I am not formally employed by Recruitee.  All thoughts and viewpoints are created and written by Perry Oostdam of Recruitee. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

 

Image courtesy of Recruitee

Image courtesy of Recruitee

What works for one company may not work for another. This goes for the budget, policies, and recruitment software! With the abundance of Applicant Tracking Systems (ATS) available, it’s worth it to shop around and get the best fit for your specific needs. There are comparison tools that are handy, like Capterra’s list of the best ATS. Side-by-side features and ratings are a great research tool! However, it may seem like a daunting task to sift through the options if you don’t know what you are looking for. Read on to find out the questions you need to be answering in order to determine the right ATS.

1—Is it user-friendly?

Collaboration in the hiring process is crucial. Decide with your whole team if an ATS will work for your particular situation. You must find one that even the least tech-savvy of employees can use and interact with! This will increase the level of inclusion and employee engagement, as well as the quality of hires. It’s a win-win situation.

How to find the answer:

Pin down what it means to your team to be user-friendly. A great place to start is a resource or article that explains how and why recruitment software can benefit teams when it’s easy to navigate and use. When listing these requirements out, remember to include criteria that benefit both a) the users and b) the potential applicants. Here are some quick ideas to give you and your team some inspiration:

  •  Simple application process with no redundancy
  • Application form can be completed on mobile
  • Sourcing extension for auto-fill of candidate data
  • Email inbox right in the platform
  • Live support

2—Is it mobile optimized? (Bonus if it has an associated mobile app!)

In the first question’s details, I mentioned mobile application forms as a possible must-have. This isn’t something to take lightly! Even if you don’t tangibly see the results of your mobile-optimized application form, candidates and your hiring results will thank you for it. A whopping 78% of job seekers reported that they would apply for a position via a mobile device. This is a huge chunk of your talent pool! Some applicants will bypass applying for a job if it can’t be completed when they are viewing it on their mobile device. Why miss out on top talent this way?

Speaking of missing out, the hiring arena is fast-paced. You don’t want to lose a potentially great fit for your company because you are out of the office. I’m not saying stay connected 24/7. However, your team will benefit from an ATS app that allows custom notifications. This way, your ATS is essentially in your pocket, allowing you to pick up on important, time-sensitive opportunities. Candidates will appreciate the responsiveness, and your competitors will be left wondering how you nabbed top talent so quickly!

How to find the answer: Test it out on your phone! Does the application form hold up on a mobile device? Also, go to the app store and see if there is an associated app with the ATS at hand. Download it, and try it for yourself.

3—Is it customizable?

Not only should notifications from your ATS be customized, but the whole platform should be able to be tweaked to fit your exact needs. Extra features that aren’t necessary just waste space and junk up the interface. Find an ATS that is intuitive and allows for customization. This will not only benefit your hiring workflow, but it will improve the candidate experience.

For instance, mass emails can appear cold and impersonal. When you are already dealing with a sensitive situation such as rejection of a candidate, this can leave them feeling jaded, confused, and, worst of all, ready to retaliate. The candidate experience can have a large impact on employer brand and the way your company is perceived. Tweaking bits of the hiring process to show candidates that you care will work wonders.

How to find the answer: Look for options to customize your workflow, from interview setups to team management. Furthermore, look for the ability to personalize candidate interaction, such as emails with placeholders.

4—Does it track recruitment data?

With the pressures of recruitment to-do lists, analysis sometimes gets pushed to the backburner. However, constant optimizations can result in a genius hiring process! It’s worth it to track the right data and analyze your findings. Practical application throughout different stages of your company’s lifetime will get you better hires in less time. Not only do companies differ in their hiring needs, but hiring needs change and fluctuate as an individual organization ebbs and flows.

How to find the answer: If you think you don’t have time to track data and/or don’t know what metrics to include, find an ATS that offers data tracking and automated reports!

5—Is your data secure on the platform?

Recruitment software is making the right move: to the cloud. ATS, in particular, are best when cloud-based. This keeps sensitive candidate and user information safe and secure from hackers, viruses, and the like. Think of the cloud as an intangible file cabinet that doesn’t run the risk of catching fire, losing documents, or being broken into! Pick an ATS that has proper security procedures in place.

How to find the answer:  Make sure your ATS is outside of the jurisdiction of the Patriot Act. Cloud-based software can be used globally. Additionally, in the terms and conditions, look for adherence to security protocols.

Ask these questions, but play around with them to ensure that they are right for your company. What works for a similar company may be way off when it comes to your needs! Sit down with your team and decide the make-or-break features that will fill in the gaps where your recruitment is lacking. Try out the free trials of a few ATS and use your experiences to make an informed decision. Your hires will be better for it.

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Author bio:

Image courtesy of Recruitee

Image courtesy of Recruitee

Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices in Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.

For more information on Recruitee and its features email them at sales@recruitee.com.

 

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