Posting poorly written job descriptions, scanning stacks of paper resumes, and conducting in-person and/or phone interviews is an extremely inefficient way of recruiting and hiring in today’s modern work environment. Today, more and more HR departments within enterprises use newer technologies, such as video, to better attract the right candidates, reach a broader talent pool, and speed up the hiring process.
While video is commonly leveraged among HR staff to conduct individual face-to-face interviews, the technology itself can also be used to further improve the overall recruiting and hiring experience.
What are some creative ways video can be used among HR departments to improve the recruiting and hiring process? An article on Mashable features six trends that demonstrate how video technology could influence the future of hiring. These trends include:
- Video job posts. Companies post their job descriptions via video and applicants apply with a video application.
- Use smartwatches to screen candidates. With this technology, recruiters could screen hundreds of candidates and perform interviews right from their smartwatch.
- Use Snapchat to screen candidates. While Snapchat is considered more of a video and photo sharing platform for millennials, businesses can leverage the platform to have candidates sell themselves and their skills in 10 seconds or less.
- Seek video references. Instead of phone calls to ask for recommendations, why not ask references to submit their recommendations via video? With this tactic, the HR staff can store these recordings and re-watch the video recommendations to help make the right hiring decision.
- Test candidate skills via video screen-sharing. Why wait to test a candidates’ skills? Companies can use video screen-sharing to test knowledge on the spot.
- Use video to announce job offers. Instead of the traditional phone call, email, or letter in the mail, why not be creative to announce the job offer via video to a candidate? Using this approach can put a personal touch on job offers and could possibly generate some positive PR buzz.
While a couple of these trends may be a bit too futuristic or impractical for corporate HR departments to leverage – e.g. smartwatch interviews and SnapChat – some of these tactics are currently being used by many companies to improve the overall hiring experience.
Video job postings, for instance, are a common tactic many companies currently put into use. An article on TheLadders, a leading U.S. based online job search firm, provides an example with HubSpot. As part of the recruiting process at HubSpot, prospective candidates can watch short video clips to learn more about the company, what hiring managers are looking for, and why candidates should apply. This tactic helps recruit truly interested applicants, and also helps provide candidates a glimpse of what the culture would be like working at HubSpot.
One interesting approach TheLadders has leveraged, which isn’t a tactic shared in the Mashable article, is “video speed dating.” With this method, TheLadders was able to shorten the initial interviewing process by conducting several interviews in a short period of time with prospective candidates.
A related and more thorough approach to “video speed dating” is how companies use video panel style interviews to vet new candidates. OAO Severstral, a global mining and steel production company leveraging Polycom’s voice and video collaboration technology, currently uses this approach in which candidates are interviewed by several people within the organization at once. Implementing this approach allows OAO Severstral stakeholders to vet new candidates more efficiently, identify the right fit candidates for their organization, and reduce their recruitment time.
The use of video communication technology within HR departments is a mainstay platform. More companies will continue to adopt and use the technology for individual face-to-face interviews. But it will be the companies that can creatively use the technology to positively attract and hire the best talent globally that will lead in their respective markets.