Video Interviewing and the Graduate Recruitment Campaign

The interview is a central part of the recruitment process for all organisations. It's an exchange between you and each applicant. An opportunity for them to sell themselves as the best candidate for the job and for you to mark your stall as the employer of choice. But when it comes to graduate recruitment, employers are increasingly being challenged to find smarter and more efficient ways – both in terms of time and cost – of managing the recruitment process.

Indeed, many graduate employers are faced with a high volume of applications, with national estimates suggesting that the average number of applications per graduate job is around 100. Although not all applicants will be invited to interview, the issue of a fair system to select the best applicants arises in line with the resource constraints of a usually overstretched graduate recruitment team.

Another benefit for graduates is keeping recruitment function in-house rather than outsourcing to an external phone interviewing agency.

nucleargraduates’ usage of the video interviewing vendor Sonru has enabled them to maintain the recruitment function in-house and to realize consistency of process. “Video interviewing technology has directly replaced the telephone interview from our recruitment process. The end result – video process is as good, if not better, than the telephone process.” said Carl Dawson, HR Business Partner of nucleargraduates.

Here we look at how video interviewing benefits graduate employers and graduate job seekers.

For graduate job seekers:

• Online video interviewing makes it easier for graduates to apply for more positions online and ‘attend’ more interviews in a shorter period of time.

• Video interviewing saves hard-pressed graduates from having to pay costly travel expenses to attend preliminary interviews. With the average graduate today leaving university with around £20,000 of debt, this will be a welcome relief not to mention position you as an employer of choice.

• Graduates are able to compete for roles without geographical restriction, which means they can apply for more role which in turn increases their chances of job success.

For graduate employers:

• Uniformed and standardised screening process, which ensures greater efficiency and fairness.

• Eliminates time pressures caused by late-attendees and no-shows.

• Cost-efficient use of a hiring manager’s time: traditional phone-based interviews take an average of 30 minutes, whereas video interviews take significantly less time at just 10 minutes on average with no lost time in scheduling or being tied to a schedule as the interviews are there for us to view when it suits.

• Proven higher conversion rates: Some of the UK’s largest graduate employers report that offer rates are highest among those candidates who have undergone a video interview followed by participating in an assessment centre than those who had a telephone interview. Wm Morrisons Plc, for example, used video as part of their 2011-12 graduate recruitment process and of the 307 applicants interviewed using an automated video system, hiring managers were able to shortlist 50 to attend an assessment centre – of which 18 were eventually offered a position.

• Global reach: Because video is an online format, geographical barriers can be easily broken down with employers able to attract graduate talent from across the world, without the expense of footing the bill for their travel expenses to attend a first interview. CERN, in Switzerland, is an example of this. Since 2011, they have used video interviewing to recruit more than 80 roles with candidates applying from 20 countries throughout Europe. Not only did this  help CERN streamline their recruitment process from a logistical and time perspective, by effectively eliminating the need to use phone interviews  CERN were able to make significant cost savings of 20%.

• Enhanced candidate experience: Enabling candidates to complete interviews remotely has a positive impact on employer brand, and automated video interviewing applications can be fully branded to the client livery and logo.

• Opportunity to really test applicants: Because questions are automated and response times are fixed, hiring managers can pre-determine a set of key, competency-based questions which encourage quick and efficient responses which avoid somewhat lengthy answers that often feature in face-to-face or telephone interviews.

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