Webinar Presentation

Speaker: Josh Tolan

Topic: Video in the Hiring Process

Date: May 8, 2012

Time: 2 pm EST / 11 am PST

Presented by

The Power of Video in Hiring the Right People

As a hiring authority, how do you find the best and brightest employees?

How do you ensure you are filling the position with the right person?

How do you achieve these goals in an efficient manner?

Introduction

The Million Dollar Question

According to a report by the Aberdeen Group, the use of video in the hiring process increased by 320% from 2010 to 2011.

Why? It works!

Introduction

The Answer is Video

Learn about using video to supplement or improve upon your current practices

Find out how you can save time and money while finding the best candidates

Discover different ways to use video in your hiring process

Introduction

Learning Objectives

The traditional hiring process is full of headaches from:

Time Wasted

Money Spent

Scheduling Arrangements

Introduction

Let’s Start With The Problem

On average:

Recruiters spend about 15 hours per week sourcing for candidates

Phone and first round interviews last 30 minutes

It takes 45 days to fill a position

The Traditional Hiring Process

It takes too long.

Expensive job posts, advertising, and database searches

Estimate loss of time, wages, and productivity by employees conducting interviews

Factor in travel and accommodation expenses

The Traditional Hiring Process

It costs a lot of money.

You have to coordinate multiple schedules: yours, your staff’s and the candidate’s

Passive candidates may be more difficult to coordinate with

You have to deal with cancellations, late and early arrivals, and no-shows

Cramming multiple interviews into one day can be counterproductive

The Traditional Hiring Process

Scheduling is a pain.

Most employers cite communication skills as the most important skill for a candidate to possess

Studies have shown that people form first impressions based 55% on body language

With video, you can immediately identify candidates that possess the communication skills, professionalism and candor needed for your open position

Why Video?

Video Enhances Paper

Interviewing online reduces 67% of travel costs associated with hiring

Interview 10 candidates via video interviewing in the time it takes to interview 1 candidate via phone

Getting through the process quickly saves you time and money

Why Video?

Video Saves Time and Money

Eliminates scheduling conflicts

Available for playback at your convenience

Promotes collaboration

Why Video?

Video is Convenient

Self-directed 60 second video recorded by applicants

Immediately gain insight on a candidate’s personality and communication skills

Helps narrow the pool of candidates

How to Use Video?

Profile Videos

Known on Spark Hire as Spotlight Interviews

Send text-based interview questions to multiple candidates at once

Receive video recorded responses to your questions

Playback the interviews at your convenience

How to Use Video?

One-Way Video Interviews

Connect face to face in a split-screen interview via webcam

Interview is recorded on Spark Hire and available for playback

Cloud-based so there is no desktop software to download or screen names to remember

How to Use Video?

Live Online Interviews

Learn about using video to supplement or improve upon your current practices

Find out how you can save time and money while finding the best candidates

Discover different ways to use video in your hiring process

Recap

Let’s Review

Let’s Answer Some Questions.

Questions?

Questions?

Q: How is a profile video better than a traditional resume?

- Sarah

• Video is not better than a paper resume alone - it’s not

meant to replace the traditional resume.

• It is a way for candidates to enhance the paper resume and

for employers to see skills not shown on a paper resume like

communication skills.

• Considering how highly important communication skills are in

the workplace, video profiles give a better idea of how

candidates communicate earlier in the hiring process.

Questions?

Q: For what type of position is video interviewing best

suited for? - Jason

• From what I’ve seen employers are using video interviewing

for all types of positions.

• Some companies are using it to interview entry-level

candidates just coming out of college who might be out of the

area or even studying overseas.

• Students studying abroad have interviewed for internships

while still out of the country.

• Companies also using it for executive level positions to cut

down on the cost of travel.

• With no money spent on flying someone in, they can cut

down or completely eliminate the cost of travel.

Questions?

Q: What advice do you have for employers who worry

about video as a way to discriminate against candidates?

– Michael

• Discrimination is always an issue but the truth is that video is

completely compliant.

• If you abide by the company’s current policy and act as if the

video screen is an in-person screen.

• Video is simply a tool and it’s a tool used to improve hiring

efficiency. How companies use that tool is strictly up to them.

If there’s a problem it lies within the staff, not video itself.

• So if your staff is going to discriminate while using video

there’s nothing to stop them from discriminating in person.

Questions?

Q: How do candidates feel about participating in video

interviews? - Rachel

• Typically they feel great. The feedback from candidates has

been very positive. They love being able to interview from

home.

• Feedback is especially strong from passive candidates who

already have jobs and might not be able to do an interview in

the middle of the day with employers.

• Video allows candidates to schedule the interview around

their lives.

• Candidates also have costs related to interviewing which are

cut when using video.

Thank You For Tuning In!

Thank You

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