3 reasons why video interviews are trending

3 reasons why video interviews are trending

The biggest challenge in recruiting is keeping pace with growth while maintaining a high quality of hire. Many companies are adopting video interviews and Artificial Intelligence to supercharge the recruiting process.

Three main reasons why video interviews are trending:

  1. Reduce time to hire

    You will loose out talent if you don’t hire fast. Job seekers typically apply and interview at multiple places at the same time. Taking undue time in scheduling interviews, and making decisions, often times result in losing out the talent to competition.  A quick screening process and an efficient end-to-end candidate selection process is absolutely essential to maintain your hiring edge. Video interviews can be introduced into the hiring process in multiple ways. Pre-screening candidates using one-way video interviews allows hiring teams to scale the screening process, and 1-1 video interviews to reach out to more candidates across geographic boundaries. Further sharing video interview excerpts provide transparency and speed up the decision-making process.

  2. Video Streaming technology advancement

    Web-based video conferencing technology has improved leaps and bounds in the last couple of years. A few years back,  the videos were blocky, audio choppy and the overall experience was terrible. With the advancement of browser-based peer-to-peer WebRTC technology, we see a lot more video integrations with enterprise products. It is now easy to stream video in real time with high fidelity, anytime and from anywhere. A video interviewing platform like EasyHire.me offers HD quality video with recording and tagging making it a viable option to interview candidates remotely without sacrificing user experience. It is only a matter of time that video interviews will become the de-facto way of conducting interviews.

  3. On demand behavior

    Most people want and expect work items spanning short durations and tasks that can be executed at their own convenience and on-demand with flexibility to schedule whenever they want. People are adopting technologies that help them to do byte sized work items. On-demand video interviews perfectly fit this behavior pattern. The hiring manager can go over recorded video interviews at their own convenience without having to schedule every single interview.

Technology, behavior and the rising demands in hiring are the influencing factors for the adoption of video interviews.

Employment trends that won’t continue in 2017

Employment trends that won’t continue in 2017

1.    The trend of increasing job openings in Leisure and Hospitality will level out.

There are several factors to consider. I don’t believe we will see a decrease in the number of establishments that would be caused by poor economic conditions. I do however anticipate the repeal of Obamacare that may cause the part-time opening to turn into full-time employees, thus 2-3 openings become a job. Also, it is likely that the Fair Labor Standards Act will be overturned as well allowing for more hours to be put in by Salaried employees and less need to hire part-timers to avoid paying more overtime wages.

2.    The number of contract (gig) workers will decrease. 

A couple of factors may affect this trend. The first may be an increase in the level of complexity of hiring foreign workers under the Trump administration even in contract positions. New legislation that will include tax advantages to hire full-time workers will make it more attractive to bring these workers on full time.

3.    The stagnation in the number of open positions in healthcare will end.

Increasing numbers of baby boomers needing care will allow more positions available in all areas of Healthcare as well as anticipation in the repeal of Obamacare that has disrupted budgets nationwide.

4.    The downturn in energy positions will end.

I don’t anticipate this being caused by increasing oil prices. I don’t see the price of oil to rise over $60 a barrel for some time. I see a leveling off of oil between $50-$55 over the next three months enabling confidence that we have some sustainability at those price levels. This as well as the easing of environmental laws, will enable more exploration and drilling to take place in the coming year.

EasyHire’s 2016 wrap up!

EasyHire’s 2016 wrap up!

As 2016 comes to a close, it’s a good opportunity to look back and reflect on the last 12 months at EasyHire.me. Here are some of the highlights of the past year…

On-demand video interviews

On-demand interviews provide significant benefits to the hiring team. By creating a concise list of job-specific questions and inviting a number of promising applicants to record responses on their own time, the hiring team could get valuable pre-screening data to visually compare…. read more

Phone calls from EasyHire web interface

Recruiters and hiring managers can now call candidates on their conventional phones from within the EasyHire.me Interview Room. Similar to video interviews, the phone interviews can be recorded and shared with the hiring team… read more

EasyHire partners with Greenhouse

EasyHire.me platform enables Greenhouse users to take advantage of integrated video interviews from directly within Greenhouse to easily engage with the candidate and assess their knowledge, personalities, and skills… read more

Integration with Slack

With EasyHire.me integration with Slack, you would be able to configure a slack channel to receive interview reminders and notifications… read more

Code editor for technical interviews

EasyHire.me provides an integrated code editor for conducting effective technical interviews.  The candidates can choose to code in their favorite coding language (C/C++, Java, Javascript, Python, Perl etc.) using the inbuilt code-editor… read more

EasyHire job link

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately … read more

EasyHire.me partners with SmartRecruiters

“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters … read more

EasyHire.me integrates with Zapier

The integration with Zapier allows you to connect multiple apps with EasyHire.me, making it easy for data to flow across them… read more 

EasyHire.me integrates with Zapier

EasyHire.me integrates with Zapier

We’re excited to announce EasyHire.me integration with Zapier!

Most businesses today use a variety of tools and services to manage different aspects of recruiting. Multiple apps are used for posting jobs, prospecting, and interviewing candidates.  Zapier is a platform that enables you to connect various apps together in a simple way.

The integration with Zapier allows you to connect multiple apps with EasyHire.me, making it easy for data to flow across them. You can now setup an interview in EasyHire.me from any of your recruiting apps, effortlessly. Choose the desired Zapier App as “Trigger” and the EasyHire.me app as the “Action” — an interview is created whenever the app is triggered.

For example, if you are prospecting a candidate through email, then after a few email exchanges, you decide to pre-screen the candidate. Now, you can setup an event in Zapier such that whenever you apply a particular label to the email, an EasyHire.me On-demand interview is sent out to the candidate.

Furthermore, consolidate the EasyHire.me interview recordings into your recruiting platform (e.g., ATS) using Zapier. Choose EasyHire.me as the “Trigger” and your recruiting platform as the “Action” — the interview report is sent automatically to the recruiting platform.

How do you get started?

Create your own Zap to chain events from your recruiting app with EasyHire.me:

  • Create a Zapier account or login to your existing account
  • Link your Zapier account with EasyHire.me by configuring the API key in
    EasyHire ->Teams->Settings
  • Login to Zapier and choose the application you want to integrate with EasyHire.me
  • Create a new Zap that connects your desired app with EasyHire.me or vice versa

Check out our Support Center article for more details.

Impact of negative feedback

Impact of negative feedback

Negative feedback is defined as any input or comments provided as a result of and adverse outcome in job performance. This form of feedback is most often used to improve performance but can very easily backfire on a manager.  Often negative feedback is given with a position of authority and superiority which is a large blind spot and one of the largest contributors to managers being rated poorly and having low productivity and poor retention.

According to a study by Joseph Rosse and Howard Miller the best approach to negative feedback is to approach employees from their level with an attitude of problem-solving. Too often the result of negative feedback is counterproductive behavior such as retaliation, exits, or general neglect going forward.

Another hurdle to face with negative feedback is the associated with the impact of the negative feedback bias. This theory states that even though people might receive several doses of positive feedback they will always place more emphasis and more importance on negative feedback given even if a performance review is overwhelmingly positive. Psychologists say that negative thoughts take more neurons to process and thus naturally consume a larger part of our thoughts.

Alton Simmons is a good example of providing negative feedback in the form of a traffic ticket. Alton has 0 complaints from citizens reported to the department. Over the last 20 years after more than 25,000 traffic stops this officer has received 0 complaints.

Alton says he never looks at himself as a position of authority. He simply sees their behavior as a temporary problem and tries to help them solve it with a good attitude.  As one driver stated “I’ve never been so happy to get a speeding ticket in all my life. This was the best part of my day so far!”.

Influence of positive feedback

Influence of positive feedback

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Can you think of a time when some good timely feedback made the difference in your career? Can you remember a few times when feedback steered you in the right direction and improved your performance, but was delivered with the precision of a sledge hammer. Not only did it damage your relationship with your  manager it affected your confidence when dealing with customers. It’s not that you didn’t appreciate the feedback but it was not delivered strategically.

Many times performance feedback is not given at all and we tend to find out about it when a project fails or a customer or employees leaves or when we lose a big deal. There are clear strategies to provide feedback in a precise timely strategic manner that will both engage and develop the employee and not make them ashamed or embarrassed causing disengagement.

Positive Feedback

Great managers give regular feedback as part of their daily work. Great managers know which type of feedback to give according to the individual and the situation. One method for providing feedback is positive feedback. When someone is given positive feedback from a great performance they are more likely to repeat that behavior again and again. Positive feedback:

  1.       Indicates what aspects of your performance is most important.
  2.       Gives employees and sense of control and achievement.
  3.       Helps employees set future performance goals.
  4.        Supercharges engagement and learning

Expectations

Richard Rosenthal and Lenore Jacobsen conducted an experiment in an elementary school in the 1960’s. They gave students a mick IQ test and chose students at random and gave them the following feedback. They identified a random group and labeled them as intellectual bloomers. This group who was randomly selected proved to constantly score higher on future exams. This is known as the Pygmalion Effect.  This theory states that positive expectations are directly related to positive performance outcomes. Positive expectations need to be provided to both over performing, average and underperforming employees as well. Positive employees produce positive results.

EasyHire.me partners with SmartRecruiters

EasyHire.me partners with SmartRecruiters

EasyHire.me announces a partnership with SmartRecruiters to bring online video interviewing to the talent acquisition platform.

“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters “We’re passionate about expanding our partner ecosystem with fellow best-in-breed tools, such as EasyHire.me, in order to enable our customers to quickly and efficiently hire the best talent.”

Read more about this partnership here.

Earlier this year, EasyHire.me partnered with Greenhouse as well to provide video interviewing capability to the Greenhouse users.

These partnerships allow talent acquisition teams to seamlessly and efficiently funnel the best-fit candidates through the pipeline.

EasyHire.me Job Link

EasyHire.me Job Link

We have taken on the challenge of simplifying the workflow for prospecting candidates and further improve your easy hire experience.

Our approach combines two distinct ideas that we have been hearing from you –  provide actionable content for candidates and set up self-service workflows to deal with scale.

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately and not have to wait for you to schedule one. You also get notified on your Slack channel and Email when candidates submit their interviews.

Automate candidate prospecting and pre-screening
Automate candidate prospecting and pre-screening

Candidates visiting your job page can take interview right away!

EasyHire.me Job Link makes prospecting and pre-screening of candidates extremely easy! Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!

Video interviews for college recruitment

Video interviews for college recruitment

College students are a great asset to the workforce – for both established and start-up companies because of their excitement, smarts, and innovative ideas. Whether meeting students at campus career fairs and information sessions, or through job and internship postings on a university’s career website, it is inevitable that students need to be interviewed to see if they are a good fit. EasyHire.me is a great tool in your college recruitment toolbox to ensure that you find the best students quickly and efficiently.

Interviews with college students for entry-level positions should typically not be held the same way as interviews with folks who have been part of the workforce. College students are often more nervous, less aware of their skills, and lack work experience.  It is important to focus on behavior-based questions, like “Tell us about a time when a team project went well and a time when a project didn’t go well”  to identify transferable skills. You need to ask about their experiences within their limited college experience, like “How did you balance multiple assignments and projects, as well, as your part-time job within a busy week?”.

With EasyHire.me, recruiters can design specific sets of questions for the student population and even a different subset for interviewing students applying for an internship. This allows the recruiters to learn the most from their younger applicants by asking the most suitable questions, take notes for each question, and share notes with hiring managers for quicker decisions.

College recruiting season typically means visiting multiple universities, utilizing multiple interviewers, interviewing in various locations (both on-campus and on-site), and meeting dozens of students over the course of a stressful few weeks a couple of times a year. Imagine having a web-based software that would host a schedule, contain various sets of interview questions based upon the different positions being hired, save recorded interview videos (which means you can more easily remember the many faces you see!), and compile notes from each interview in an easy manner. No more struggling to remember which student was which or deciphering your notes (or worse, someone else’s) to jog your memory about what you thought about the candidate. With EasyHire.me, companies are no longer constrained by their HR/Manager availability. They can now engage more employees to take part in the recruiting process, even from home. Once all interviews are completed, they can allow stakeholders to review together and collaborate on making an informed hiring decision.

On the flip side, EasyHire’s virtual interviews are also great for the student candidates. Taking time off for interviews with multiple companies can be nearly impossible for a busy student focusing on exams, school assignments, and other academic commitments. The opportunity to interview remotely with EasyHire  saves time and allows a student to interview with multiple companies, located anywhere in the world while bettering their chance of scoring a great summer internship or full-time job after graduation.Whether smaller companies are scaling up or large companies are hiring in volume, EasyHire.me provides the structure, professionalism, and confidence that the interviews are done fairly.

Why do you need a good interview process?

Why do you need a good interview process?

I landed my first entry-level inside Sales Associate job working in the cubicle trenches for a subsidiary of a massive global corporation. I was so thrilled! The interview process? All it took was a phone call and interview with the Inside Sales Manager (plus a meeting with the HR Manager of course). “Wow! that was almost too easy!” I later found out that it was, indeed, way too easy. I was too excited to really notice and he was as enthused as I was. The initial in-person 1:1 interview took the tone of a conversation between friends rather than what I imagined would be a high-pressure situation where I was to be seated in front of a tribunal full of people in highly professional attire firing questions at me about my SAT scores and college GPA. “Weird,” I thought, “but maybe my interpersonal skills are so good that a ‘real interview’ isn’t necessary!” Looking back – was this really the case? Nope.

Anyone reading with hiring experience will recognize my former manager’s hiring process was not only lacking, it was nonexistent! Is this freestyle type of interviewing good practice? Not by a longshot. People who’ve done research into the history of job interviews (they actually exist!) describe what I experienced as a laissez-faire interview. Essentially, where there should have been a process, there was a void. And it had serious repercussions.

It wasn’t until we, the company’s first Inside Sales team (all five of us hired in the span of a week), started our work when I realized something was up. We all had the same orientation, same training on an advanced technology product, and the same objectives. Off the cuff there were two others beside me doing amazingly; successfully making appointments off cold calls within a week, collaborating with the remote sales representatives, setting up demos and conference calls, and dutifully logging all communication in our CRM. We were the “A Team.”

However, while the A-Team garnered considerable traction, I started to notice (and I’ll put this politely) a severe divergence in the quality of work performed by the other two in our cohort; both had dread of making outbound calls, they did a mass send to twenty-five customers a day to keep their CRM activity log somewhat up to par, but the dollar signs speak for themselves, and it didn’t take long for the Sales Department to recognize that these two hires weren’t ready, willing, or capable of doing their work.

So who’s to blame here? The Inside Sales Manager who hired people he thought would make good pals? The two hires who didn’t work out? The company? Answer: none of the above.  This isn’t politics, this is business. Instead of wasting our time blaming people, let’s take a closer look at what were the systemic problems in this particular hiring process.

I found out later that the Inside Sales Manager, along with his own quota and sales responsibilities, was simply given a budget and orders to hire an Inside Sales team and to do it fast. That’s no easy task – especially for someone with no previous hiring or interviewing experience. Without enough time for screening, a hiring team, or methodical process for interviewing, it was impossible to build a consistent high-caliber sales team.

Solution? Outfitting your hiring teams with a Talent Management Platform ensures a consistent structure in your interviews. EasyHire.me, for example, provides the ability for hiring managers to conduct Live and On Demand video interviews that can be recorded for later review by fellow team members. There’s no room for the laissez-faire style interview in a situation when a dedicated and focused hiring team (not just a single individual) plans and collaborates around the most relevant questions to ask or projects to give. If the two Sales Associates who didn’t work out were made to do mock cold call for mock product demonstration, surely things would have taken a different direction.

For those of you reading who’ve been in a similar experience or are getting too many of the “wrong fits,” we’d  be more than happy to show how EasyHire.me can enable talent acquisition teams to conduct efficient, consistent, and meaningful job interviews!