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.

 

Beware Knowledge-Poaching Leaders

Image courtesy of Flickr.

Image courtesy of Flickr.

Two years ago, I wrote an article about things I needed CHRO’s to know about what the organization needs from them. I wanted them to know what kind of leaders their employees deserve. I find myself wanting to have this discussion again after yet another anecdote about an ill-equipped CHRO.

I have often heard that leaders don’t need to be knowledgeable in every facet of their employees’ work to be effective. That may well be true in some scenarios. However, it is my belief that time spent in the trenches is valuable not only for the purpose of understanding what your employees go through – but also so you bring something other than a title to the table when you are called to it.

Some of the best leaders I have known have worked their way from the bottom to the C-Suite. I also know people that haven’t held every role on their way to the top, but are relentless about rolling up their sleeves and keeping themselves current on all things HR. As a business owner, I  know what I know and I know what I don’t know. As such, I seek out the people and resources that are needed to help me execute my tasks and business goals. I may not be an expert in everything, but I am willing to learn and/or I research what I don’t know so I can have an intelligent conversation about the work that needs to be done.

Here’s a thought…

Don’t become a leader , if you choose to be a figurehead rather than a team member. The world can use less people who look the part versus fitting the part. Personally, I have had enough of watching people in the C-Suite sitting in meetings and town halls completely oblivious to what is going on in their organizations. It isn’t becoming to not understand the basic tenets of your niche – when it is that very expertise that you got you hired for the job in the first place. It is equally uncool to take credit for your teams knowledge and expertise.

Experts often say you shouldn’t be working in your business day-to-day as a CEO. I both agree and disagree with this sentiment. I know that going forward I will need to delegate work so I can work on business development and other aspects of my business. Conversely, I have been all things in my business out of both necessity and utility. I now know what has to be done in all aspects of my business and how it should be done.  It would be impossible for me to provide the proper direction and vision to a future employee – without having experienced being in their shoes.

Additionally, if my team members bring something new or innovative to my work that was previously overlooked by me, I have a duty to give them the credit for their effort and ideas. Being a knowledge-poacher is not only disingenuous, it is a morale killer.

Put yourself in the place of one of your employees for a second. Think about how exhilarating  it is to think you have come up with a solution to an issue or to know that you created a unique program or initiative. Imagine the pride you would feel as an employee to hand the deliverable off to a manager or leader realizing its potential for recognition by the right people – only to have said leader take credit for your work. How would you feel?

As a leader, you don’t have to know it all or be everything to everyone. You do have a duty to ensure that your employees efforts and great ideas are recognized. You are not less of a leader, because your employees excel at things you don’t. If you are a knowledge-poaching leader take a good, long look at yourself.  Heed the following warnings because this is your plight:

1) Employees who are victims of knowledge-poaching leaders eventually move on to greener pastures where their talent can not be hidden (I am proof of this).  This likely means high turnover for your organization.

2) When the victims of your poaching do move on, everything will eventually crumble around you. It only takes that one key employee to leave for the weakest links to be exposed. This run of hiding behind other people’s talent never lasts indefinitely.

3) Your poaching affects all of your employees whether they are the ones being poached or not. In the case of one of my colleagues, he questions the ethical, moral, and organizational ramifications of not speaking-up in defense of a co-worker whose knowledge, expertise and efforts are being poached. 

True leaders aren’t insecure because their teams are strong. They celebrate the strength of the team with pride and acknowledgement.

Don’t be a knowledge-poaching leader!

 

Honest Diversity Conversations Recap: Race Relations and HR

 

Courtesy of Canva.com

Courtesy of Canva.com

On Wednesday, Steve Levy and I kicked off the first of three webcasts hosted by College Recruiter called: Honest Diversity Conversations. The aim of these webcasts is to step outside of the realm of the typical diversity conversations. We want to open the eyes of business owners and HR practitioners alike to the issues and missed opportunities that exist when we don’t consider the impact of what’s going on in society, their homes and most importantly the impact of our policies and procedures.

One of the questions we didn’t get to was:

“Speaking of the racially-fueled riots in cities around the US, we can imagine most companies being tight-lipped about what was going on. In your opinion, does the company have a duty to address social issues of the moment?”

Allow me to answer. Remaining tight-lipped about the racially-fueled topics of late is both a mistake and missed opportunity. When 9/11 happened 14 years ago, there was not a person that I encountered at work or after 5pm that did not want to discuss what happened. I suspect that was the case because we were so blind-sided by the event. However, I also believe it was a constant conversation because it was not just an attack on one demographic; but an attack on people from all walks of life.

The fact is unless an event affects the majority we tend to ignore it or minimize it. Likewise in HR, we tend to ignore racial undertones, sentiments and  even discriminatory speech until it is a bigger problem. In my opinion, companies have a duty to speak up about atrocities in society. However, I’d like to add that it is really a matter of preference and what you want to be known for. If you care that your employees see you as a company that genuinely cares about the trajectory of the human race; you may be inclined to tackle this. Conversely, if you don’t see current events or news headlines as connected to your business this may not be something you would address. Either way, all of us in HR must remember that silence is as much of an answer as a carefully crafted one.

If any of these recent events directly affect any portion of your workforce, they will remember your laughter and never-ending chatter during the typical and often-times nonsensical water cooler discussions. They will also remember that you said nothing- if that is what you choose. Both are equally damaging as we live in a time where social responsibility is an expected business competency.

Compliance and legal considerations aside, we work in the human side of business where it is inherently required that we ensure the well-being of our employees. It is our duty to see that people can come to work everyday as a whole person affected by the elements of life and society without judgment.

Steve and I had a spirited conversation about everything from HR not having the guts to have these conversations to why most diversity programs lack on this webcast. We hope you will join us for the remaining two webcasts. You can register here.

Check out the webcast replay below and join the conversation.

 

Want even more? Check out my preview of the “Honest Diversity Conversations” webcast series on “The Voice of Jobseekers” Podcast here.

31 Days, 32 Revelations: 32 Fun Facts About Me

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Series Introduction

Every year, I like to find a different way of celebrating my favorite day: my birthday. Since I am turning 32 next month (I know…awww…), I’ve decided to share 32 revelations I have had during the course of my life about everything from life in general to business. Think of it as daily inspiration for you and therapy for me. It is a challenge for me, because I don’t think I have ever published a post everyday in the entire existence of The Aristocracy of HR. Plus, I recognize that while I am fairly generous in sharing on social media and here, I have only just scraped the surface on sharing who I am when I’m not pontificating how HR and Business can do better. Let’s use the month of March to get to know one another better. I hope at the end of the month, you walk away with something you can use in your own life or business.

Day 20 of 31-  32 Fun Facts About Me

I can’t thank you all enough for reading, commenting and following this series. I was a little hesitant about switching gears, but I must say I am happy I did. The outpouring of support has been tremendous.

The day that has made this all possible has arrived. I am happy to announce that my 32nd birthday is today. Woohoo! I love celebrating my birthday. I started my day with reflection and giving thanks to the big man upstairs for another year of life.

In honor of my birthday, I am sharing 32 fun facts that you probably don’t know about me. I hope you enjoy them.

Here you go…

1) I am a Hofstra University Alumni.

2) When I started college, I was a Biochemistry Major with a minor in Spanish.

3) I initially planned  to major in Biochemistry because I wanted to become a Forensic Pathologist.

4) In high school, I was in my school’s Intel Program. My project was: The Mutagenesis of Poliovirus and Picornavirus

5) My first job was working as a waitress for a catering hall in a Jewish Temple.

6) I was part of Macy’s TapMania – it was an event that got 5,600 tap enthusiasts of all ages together in an effort to break the Guiness Book of Records for largest tap dancing event.

7) I played the Alto Saxophone in junior high school and high school. I was in both the marching band and jazz band.

8) I really wanted to play the Soprano Saxophone, because my idol, Kenny G played it- but had to settle for the Alto because that’s all the school had.

9) I read in two languages other than English- Spanish and Portuguese. I can speak Spanish and am emerging in Portuguese.

10) I am of Guyanese and Trinidadian descent.

11) I have a West-Indian accent, but it only comes out when I’m around other West- Indians.

12) When I was younger, I used to steal my mom’s black eyeliner to draw on a beauty mark, so I could look like Cindy Crawford.

13) My favorite colors are: teal and hot pink.

14) I love rollercoasters and any thrill rides. I will scream like a baby, but there is no keeping me away from thrill rides,

15)  I’m a Walking Dead fan.

16) My favorite cartoons growing up were: Jem, Looney Tunes, Darkwing Duck, Duck Tales and the Smurfs.

17) I am a trained belly dancer. I was part of a troupe called Fem Fire for three years.

18) I was once on a daytime show called: Living It Up With Ali and Jack. I was one of the models during their teeth whitening segment.

19) I’m a Cooking Channel fanatic. If I am left to my devices on the weekend, I can watch it all day.

20) Speaking of cooking, I love to cook and bake. It’s a labor of love and my happy place. Check out my chops on Instagram.

21) I am the eldest of two kids in my family. I have a younger brother.

22) My favorite sport is: football.

23) I am a diehard NY Giants fan.

24) I played Tennis in high school.

25) My favorite movie is: The Sweetest Thing

26) I was a tomboy growing up. From hopping in creeks to playing crash dummies on bikes, it wasn’t all about dolls and dress-up for me.

27) I love expressing myself through fashion and makeup. It makes me feel great.

28)  I was born in Queens, NY.

29) My favorite genre of music is: Soca

30) I have been known to fall asleep standing up.

31) I was probed to start blogging based on my tweets.

32) I love Philosophy and believe in my previous life I sat on a rock extolling the virtues of life and other phenomenon. My favorite philosophers are: Rene Descartes, Kant and Socrates.

I hope you enjoyed these fun facts about me. Share a fun fact about yourself in the comments. Now for a musical outro with 50 Cent. 

https://youtu.be/_E2w5HiNtic

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