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:
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.
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.
On demand behavior
Most people want and expect work items spanning short durations and tasks that can be executed at their own convenience. 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 pre-recorded video interviews of job applicants 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.
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
Recruiters and hiring managers can now call candidates on their conventional phones from within the EasyHire.meInterview Room. Similar to video interviews, the phone interviews can be recorded and shared with the hiring team… read more
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
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
“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
“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.”
You are using EasyHire’s interview platform to interview new candidates. You are consistently going through each question, listening intently to each answer, and carefully rating responses. But what are you actually listening for? How do you take subjective answers and make them objective, allowing you to compare apples to apples?
Let’s investigate what employers are thinking when candidates are answering questions and how EasyHire can help incorporate these concepts in their interview process in a structured and objective manner.
Likeability. Do I like this person? Will they get along with the rest of the team? Can I spend 8+ hours a day with them? What is the cultural fit? By including “cultural fit” and/or “likability” as measures on the scorecard, employers can rate candidates on a 5-star rating system.
Genuineness. Is this person who they say they are? Do their experiences and language seem congruent with their application? Does the candidate genuinely want to work here? Can I trust this person? Ask in your interview process “Why do you want to work at Company X?” Genuineness can be measured from the candidate’s answer.
Competency. Can the person do the job for which they are applying? Do they reference skills and knowledge relevant to the position? EasyHire.me allows employers to internally list skills, knowledge, and other competencies to be rated for each candidate in the platform, allowing for easy comparison of candidates.
Positivity.Does the candidate seem to have a positive outlook? Do they speak poorly of their previous position or supervisors? When speaking of situations that didn’t go well, does the candidate focus on the negatives or do they express the things they learned to improve for next time? Include “positivity” as a measure or ask questions that get to the heart of a candidate’s outlook.
Uniqueness. Is this candidate memorable (for the right reasons!)? Would they bring something new and different to the company? Are they better than the rest and stand out as someone you want on your team? Simply asking “tell me what makes you unique” or “why should we pick you out of all the other candidates” can yield some telling results related to uniqueness. Additionally, the way a candidate presents themselves, their variety of experiences, and how they tell a story might give them a 5-star rating in the “uniqueness” measure.
Employer knowledge. Did the candidate spend the time to get to know the company and what they are about? Do they know the job description well and understand how they will contribute in the position? Do they reference company projects and initiatives while relating their skills? Including “employer research” as a measure can help employers compare candidates who took a cursory look at the website against those who really spent some time understanding what the company is about.
Although objective answers to questions in an interview are very important, subjective concepts, such as genuineness and uniqueness cannot be forgotten. Let EasyHire help you navigate both objective and subjective scores and find the best candidate for the position.
Rise in temp workforce: EasyHire interviews to the rescue!
According to The American Staffing Association, in 2014 there were on average 3.2 million temporary workers each week, working for an average time of 11 weeks, in over 35,000 establishments nationwide. Additionally, with 20,000 U.S staffing and recruiting agencies operating 39,000 offices, industry sales grew to nearly $136 billion in 2015. Eighty-eight percent of those sales come from temporary and contract staffing.
With numbers like these, one can only imagine the preliminary work that temp agencies must perform in order to find great employees that fit the needs of their clients. Enter EasyHire.me, an interview management platform that would streamline and simplify the hiring process for temp agencies. Typically agencies have resumes, computer assessment scores, and employee availability on file. If agencies use EasyHire’s on-demand and live video interviews, they will have a record of the interview session, along with the questions asked in the file that they can review when a new job becomes available to fill.
Imagine a busy law firm needs a front desk administrative assistant for six weeks while the permanent staff member is recovering from a surgery. The law firm is seeking someone computer savvy with strong customer service and time management skills, preferably with some law office experience.
Temp Agency A might send the first available employee who loosely meets the client’s criteria based upon poorly-written notes from a recruiter interview 3 months prior.
The interviews are recorded and archived in the EasyHire platform for easy access
A candidate’s answers to questions are easily separated throughout the video, making it easy for the agency and the client to narrow in on what they need to know to determine the best fit
The recruiter can review the recorded interviews to find the top three temporary employee candidates, send the videos to the law firm for review, and allow them to pick who will be the best fit for them.
Which temp agency has the best likelihood of sending a great employee to their client, thus securing future business? Temp Agency B, of course! With incredible numbers of job-seekers using temporary and staffing agencies to find work and earn a paycheck, and more companies relying on the expertise of an agency to fill positions with stellar candidates, EasyHire’s interview platform and unique features can make the process easier for all parties.
We’re excited to announce the on-demand video interviewing capability to our EasyHire.me Interview Management Platform. With EasyHire.me on-demand interviews, you can streamline and accelerate your pre-screening process.
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. This allows the hiring team to shortlist the most qualified applicants, much faster. The hiring team saves valuable time as no scheduling of interviews is required and the same interview recording can be shared and viewed multiple times.
On-demand interviews significantly simplify the hiring process for both the companies as well as the candidates. It is well-suited for even passive candidates as they can fit it into their busy schedules without taking time off work.
Have you spent one too many “working lunches” at your desk, just to make time in your schedule for Skype and phone interviews? Have you spent half an hour watching a candidate struggle through your questions, wishing you’d taken a proper lunch and seen the light of day for once during the week instead? Time is money, time is a proper meal. Let EasyHire’s new on-demand interview feature put interviews on your time.
Let EasyHire.me do the hard work for you in the initial screening of candidates. Once you’ve selected a pool of candidates that match your criteria, an email goes out to each interviewee with a link to take EasyHire on-demand interview. There, the candidate will record themselves answering a pre-selected set of questions. You’ll get notified upon the completion of their interview and you and your team can watch at your convenience. You can fast forward and rewind. You can watch early or you can watch late, not having to work around the candidates schedule or different time zones.
Use EasyHire’s interview management to complete the interview process, whether it’s video, phone, or in-person, with those you’ve decided to make it onto the next step in your interview process. Hire great people. Reclaim your lunch break.
We had a webinar session (on March 24) where Soham Mehta (Founder of KickStart) and Alex Vendrow (Co-Founder of EasyHir.me) talked about the challenges in hiring and building team, what are specific challenges when you are hiring in scale and how can you bring consistency and accountability in the interview process.
We also demoed the EasyHire.me interview platform showcased how it addresses the challenges mentioned by Soham and Alex:
Bring consistency in the interviewing process
Make objective assessments based on job requirements
Reduce personal biases in the evaluation process
Bring transparency and accountability in the selection process
Interviewing is an art! It is a self taught skill that you need to learn and master yourself. There is no clear-cut course that teaches you how to be a good interviewer. An effective interviewer makes their candidate feel comfortable and relaxed to bring the best out of them in order to ascertain what skills they can bring to the table. They inspire the candidate to want to be part of their initiative and engage them in introspective discussions. They make the candidate contemplate on how they can improve themselves and their peers.
You can be more successful as an interviewer by being conscious as to whom you are interviewing. Before commencing the interview, first establish the role and the job you are interviewing the candidate for. Are you interviewing for a customer facing role or a product development role? Additionally, while interviewing, be aware of the type of person you are talking to. Are you talking to a fresh graduate or an industry veteran? Would the candidate be reporting to you or would he be joining the team as your peer? These are but few of the factors that you should consider before initiating the interview. By analyzing and deciding all of these factors, you can pick a candidate who is best suitable for your work style and the job at hand, and hopefully, a long-term contributor to your company.
Here are some crucial qualities that you can pick from as the interviewer:
Assertive: If you are going to be their manager, establish the company’s hierarchy and accountability in a positive manner. Act like his manager and give the candidate a realistic glimpse on how you see them fitting in your company.
Collaborative: If you are interviewing your peer, solve problems together with the candidate. Your interview should aim in not only finding out how suitable the candidate is for the job but also how good it is to work with him.
Inquisitive: If you are interviewing your boss, talk about his vision and plans for the company and evaluate if he has the abilities to execute on them. Share your passion and commitment towards the job and find out if they are aligned with his.
Your evaluation on the candidate should depend on the interview session. If you were a tough interviewer, go easy on the evaluation. If you were collaborative and friendly, be tough on the evaluation. Finally, the choice is yours to pick a persona and conduct the interview accordingly. Plan ahead – study the candidate, choose the appropriate persona, and provide a rounded, insightful evaluation on the candidate.