GREENJOBINTERVIEW PRESENTS
VIDEO INTERVIEWING
THE ULTIMATE GUIDE TO
From Budgeting to Buy-In, Everything You Ever Wanted to Know About Video Interviewing, Screening and Technology.
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Copyright Š 2015 | GREENJOBINTERVIEW All Rights Reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the publisher.
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
ABOUT WE’RE RECRUITERS TOO. WE UNDERSTAND WHAT IT TAKES TO HIRE GREAT TALENT, AND WE KNOW THAT NOTHING CAN REPLACE A FACE-TO-FACE CONVERSATION. BUT WE ALSO BELIEVE THAT MODERN TECHNOLOGY HAS RADICALLY CHANGED THE WAY A FIRST-TIME MEETING SHOULD HAPPEN. THAT’S WHY WE CREATED VIRTUAL INTERVIEWING SOLUTIONS THAT SAVE TIME AND MONEY BUT STILL MAINTAIN A PERSONAL, AUTHENTIC INTERVIEW EXPERIENCE. THE FACT THAT VIRTUAL INTERVIEWS ARE BETTER FOR YOUR CANDIDATES —AND BETTER FOR THE PLANET — ISN’T BAD EITHER. We provide cloud-based virtual interviewing solutions that help employers dramatically reduce the time and costs associated with scheduling and conducting interviews. Our robust and easy-touse live, recorded and mobile solutions also enable organizations to reach a global talent pool, strengthen their employment brand and reduce their environmental impact. More than 300 of the world’s leading organizations (including Walmart, PepsiCo, UCLA and Mayo Clinic) have chosen us, and we continue to gain recognition for developing technology that literally transforms the recruitment process for employers and job seekers alike. As one of the pioneers in the video interviewing space, GreenJobInterview, continues that tradition of innovation today. We save our Fortune 500 clients millions of dollars every year as we create new applications to make virtual interviewing even simpler. Building out resources— like this one — to educate today’s talent acquisition professionals shows just how much video interviewing can change the way they hire.
Interview Talent Smarter. Starting Now.
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More than 300 of the world’s leading organizations have chosen us, and we continue to gain recognition for developing technology that literally transforms the recruitment process for employers and job seekers alike.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
TABLE OF CONTENTS 1 INTRODUCTION number one What to Expect
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How to Use This Guide
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Why Video Interviewing
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2 THE PLATFORM number two Budgeting
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The Platform Advanced
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3 INTERVIEWING number three Interview Prep
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For the Candidate
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For the Interviewer
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More Practice Tips
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Interview Questions
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4 WHAT TO LOOK FOR number four What to Look For
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Culture Fit
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Security & Compliance
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Hidden Benefits
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5 EMPLOYER BRAND number five
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Getting Buy-In
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Just In Time Staffing
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
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7 EFFICIENT CORPORATE STRATEGIES TO INCREASE REVENUE QUICKLY
INTRODUCTION number one
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHAT TO EXPECT
Despite the widespread use of video interviewing and the increased availability to companies of all sizes, many are still overwhelmed and confused by the range of choices and the frustration of introducing new technology into a process that already feels bogged down with other technologies. We created this resource to alleviate some of those fears. Our clients have shared some of the things they wish they’d known before they made video interviewing part of their talent acquisition process. Our goal is to take the guesswork out of video interviewing and screening and leave only the benefits. So we’ve compiled what to say to your hiring managers and how to get executive buy-in with budgetary concerns and compliance parameters explained. From the right interview questions to ask, to tech support throughout the process, we’ve literally thought of everything. Of course, no one’s perfect. So if you still have questions when you’re done perusing this resource, please set up a DEMO or call our friendly support and service team.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
HOW TO USE THIS GUIDE: Of course, you can read this guide from cover to cover (and we hope you do!) but you can also jump directly to the area that interests you the most. Perhaps you already found the perfect solution but aren’t sure if it’s in your budget, or maybe you understand the EEOC/OFCCP guidelines but have no idea how to convince your CHRO that you need video interviewing as part of your talent lifecycle. Whatever your specific need is, just navigate to the section that addresses it.
HAPPY READING!
strategy
culture
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHY VIDEO INTERVIEWING HUMAN BEINGS AREN’T FANS OF CHANGE. MAYBE THAT’S WHY VIDEO INTERVIEWING EVANGELIST TOBY WASN’T TOO SURPRISED WHEN HIS HIRING MANAGER CRINGED AT THE IDEA OF VIDEO INTERVIEWING. People thrive on stability and predictability. So when a recruiter suggests video interviewing as an alternative to the traditional, the hiring manager may panic. Unfortunately, many hiring managers aren’t aware of the reasons they should use video interviewing. The cost-effective method of deepening the talent pool provides consistency and compliance measures. Lucky for you, there are video interviewing options that save you time, money and energy.
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YOU DON’T NEED FLOATIES:
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WALLET WIGGLE ROOM
Honestly, who likes swimming in the shallow end? Deepening the talent pool reinforces company recruiting brand and candidate experience. A shallow talent pool means the very real potential of missing out on qualified and culturally fit talent. With the lowered cost and ease of travel, video screening provides the capability to access untapped talent. International candidates could be just as viable as an applicant from the local talent pool, but you won’t know that until you screen talent separated from your company by distance.
Video interviewing saves time and money in travel. Take a harder look at it… video interviewing simplifies the screening process. With pre-recorded or one-way video options, a skilled hiring manager can screen 10 candidates in the time it takes to do one phone interview. A transition to video interviewing removes inefficient steps from the screening process. Maybe that’s why growing limited budgets and the incessant need for new and bright talent leaves recruiters searching for new and cost-effective interviewing methods. Video interviewing is a positive alternative to traditional recruitment methods because it can save as much as 67% in travel costs, if not remove travel costs completely. Although it is from a distance, or even pre-recorded, video interviewing gives the hiring manager insights into the candidate.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHY VIDEO INTERVIEWING 3
DISCRIMINATION DETERRENT:
Video interviewing can strengthen your company’s Equal Employment Opportunity Compliance (EEOC) or Office of Federal Contract Compliance Programs (OFCCP). Yes, video screening actually helps to deter job applicant discrimination. How? It holds recruiters and hiring managers alike responsible for any behavior that would be considered questionable. They are more on guard with how they speak and act with candidates. Compliance laws state companies have to store recorded video interviews for at least two years. Best-in-class companies keep recordings stored for three years. The technology gives no candidate preferential treatment. All applicants have the same amount of time to analyze and answer a question. So, this prevents opportunities to stray from the interview into personal conversations, which could potentially create bias.
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CANDIDATE CONSISTENCY
Pre-recorded interviews ensure hiring managers and recruiters are asking the same questions to each candidate. This consistency guarantees the same experience for each applicant as they make their way through the interview and screening process. Candidates want the same stability during interviews as the interviewer; the nature of the video interview provides that. It increases efficiency while maintaining the feel of a traditional face-to-face interview. Not to mention, with the 40 million Millennials in the workforce, companies have to adjust their employer brand accordingly. They are a technology-savvy group, and they crave digital development.
Transitioning to cost-effective video screening from the traditional face-to-face interviews not only broadens your talent pool, but deepens it, as well. It also helps companies stay compliant with EEOC/ OFCCP regulations. These recordings help hiring managers to review candidate files again or show them to a third party. The consistency of a recording not only maintains a strong candidate relationship, but also builds your employer and recruiting brand. Video screening saves company time, money and effort.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
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THE PLATFORM number two
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
BUDGETING 2/3 OF HR AND RECRUITING PROS ARE ALREADY TURNING TO VIDEO INTERVIEWING AND SCREENING BECAUSE OF THEIR ESTABLISHED RETURN ON INVESTMENT. HOWEVER, NOT EVERYONE KNOWS JUST HOW MANY AREAS OF RECRUITING COSTS CAN BE DRASTICALLY REDUCED BY IMPLEMENTING VIDEO INTERVIEWING. FURTHERMORE, IF YOU’RE TRYING THE BUY-IN ON VIDEO INTERVIEWING SOFTWARE, YOU SHOULD KNOW JUST HOW COST SAVING IT CAN TRULY BE.
NO MORE MULTIPLE ROUND INTERVIEWS
NO SCHEDULING HASSLES
We know all too well that sometimes multiple interviews are unavoidable. Very often, when multiple people need to be able to participate in the interviewing and hiring process, schedules don’t match up and therefore the candidate will have to interview a few different times. This also means that the resources spent on the interviewing process for one candidate are now multiplied. With video interviewing, the candidate’s responses are recorded and can be reviewed, shared and commented on by anyone who needs to be a part
If you’ve ever been in charge of interviewing for any length of time, you know that frustrating feeling that comes over you when you realize that your candidate isn’t coming. Most recruiters run a pretty tight schedule, and it’s a waste of time, resources and sanity when a candidate is late or doesn’t show up. Video interviewing eliminates these resource-
of the interviewing process.
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wasting incidents.
ONE SHOT SCREENING AND INTERVIEWING It’s common sense that the more interviews or screenings a recruiter has, the more resources they are going to
be expending. That is not so for video interviewing and screening. Recruiters and hiring mangers need only to record one set of interview questions in order to interview as many candidates as they want, greatly reducing the resources spent on what makes up a huge part of the recruiting process.
LESS TRAVEL This is the popular one for more professionals who go with video interviewing –they can now almost eliminate travel costs for long-distance candidates. What a lot of recruiters don’t consider is the everyday, local travel and prep time for each individual interview. That adds up fast, and it is a thing of the past with video interviewing.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHEN YOU KNOW, YOU KNOW
FASTER TIME-TO-FILL
Video interviewing allows recruiters to get to the “when you know, you know” part of the process before inviting the candidate to travel for an in-person interview. When the candidate and the recruiter can get face-to-face via a live interview, they can both more accurately gauge whether or not there should be an in-person interview arranged.
Consider that the typical phone screen can take up to 30 minutes. Now, consider your average number of applicants and how many make it to the interview... which takes even longer. Because video interviewing so drastically reduces the amount of time that traditional screening and interviewing can take, it speeds up the entire hiring process. Recruiters are crazy about their time-to-fill metric, and this tool gets the job done faster.
EEOC/OFCCP SAFEGUARD There are arguably very few things more expensive than a lawsuit. I know, that’s a scary word, but it doesn’t have to be. Video interviewing makes documentation and EEOC/ OFCCP compliancy a breeze. All interviews and screenings are stored for three years. Let’s think about those recorded interviews; the recruiter has recorded one set of questions for multiple candidates, virtually eliminating the chance of bias in the interviewing process.
A BETTER CANDIDATE EXPERIENCE
Thought-leader Dr. John Sullivan said: “Most people in recruiting routinely say that they want to improve ‘the candidate experience,’ but forcing candidates to lie to their boss and travel multiple times is not a positive experience. It may impact their willingness to accept an offer and what they tell their colleagues about your firm.”
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When the candidate and the recruiter can get face-to-face via a live interview, they can both more accurately gauge whether or not there should be an in-person interview arranged.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
THE PLATFORM ADVANCED VIDEO INTERVIEWING ISN’T JUST A LUXURY ANYMORE, IT’S A NECESSITY.
You’ve made the choice; you’ve finally convinced your hiring manager to go with a video interviewing service to interview international talent instead of just phone interviews. While those are losing popularity, video interviewing is gaining users because they are much better at deciphering the cultural fit and candidate attitude. Since 38% of communication comes from tone of voice, the 55% of communication that comes from body language captured in a video interview is more appealing and believable for your hiring manager when choosing the right candidate for the job.
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YOU TAKE THE DEMO, AND YOU ARE IMPRESSED BY WHAT YOU SEE.
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YOU MAKE THE PITCH TO YOUR HIRING MANAGER, WHO PITCHES IT TO THE CEO.
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YOU MAKE THE PURCHASE. NOW WHAT?
You’ve searched around, and finally found that a video interview solution will work best for your company. You take a short test run to make sure it has all of the options you need and decide to bring it up at your next departmental meeting.
As easy as it is to make the suggestion to your supervisor, it’s harder to reach the higher ups. 85% of hiring managers say video interviewing is more cost effective than traditional interviewing. It‘s the company leaders that ultimately make the purchase decisions. You have to give your supervisor all of the resources they need. This infomation will lead to a purchase that lightens your workload and saves the company money.
Your CEO is on board with the purchase decision and gives you the green light. With capability like this, Skype just won’t cut it, which is why you chose a professional video interviewing service to begin with. Free services don’t provide pre-recorded, mobile options or even live interviews in the same capacity as a professional service. You want to project your employer brand, and what better way to do this than during the interview? While you were deciding what video interviewing platform to choose, you stumbled across some articles that suggested the free platforms are just as effective as systems you have to pay for. But why spend money when HR is consistently looking for ways to cut spending? Not only can you configure the interviews to your employer brand, you have technical support and Applicant Tracking System integration capabilities. Your IT department has enough high tech devices to worry about. If you have issues during (before or after) your interview, our support team will rush to the rescue to save first impressions and redeem the interview.
GreenJobInterview.com
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
THE PLATFORM ADVANCED 4
MAKE YOUR BRAND FRONT AND CENTER BECAUSE WELL, FIRST IMPRESSIONS MATTER.
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THE SITE CRASHED? NO PROBLEM. YOU CAN CALL TECH SUPPORT.
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MANAGE, SORT AND RATE YOUR ACTIVE AND ARCHIVED CANDIDATE PROFILES.
Your candidates will notice the little extra efforts you put into your employer brand. In fact, 74% of Millennials feel technology makes life easier, so a company who is technically advanced and savvy will stand out compared to a company who is still conducting phone interviews as their primary method of applicant interviewing. When your interview, meeting invitations, and candidate communications are personally customized, it will have a direct impact on your candidate experience.
When you’re busy enough to require video interviewing as an alternative to traditional faceto-face interviews, you certainly don’t have time to troubleshoot issues yourself. That’s why GreenJobInterview has a tech support team that will solve your platform problems.
GreenJobInterview keeps your interviews organized: candidate files are separated by position, title opening and by activity level. You can rate your candidate interviews with 1 to 5 stars depending on their performance during the interview. Companies who have consistently large talent pools need a better way to interview candidates. Video interviewing allows hiring managers to interview more candidates in less time. You can perform up to 10 video screens in the time it takes to conduct one phone interview, saving you precious time and money. Video interviewing isn’t a hard decision to make, it is the decision. Companies like Heinz, Cox, and Kohler use GreenJobInterview as their video interviewing platform of choice.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
THE PLATFORM ADVANCED WE ALL HAVE ROUTINES.
These daily and weekly routines can be hard to break or even change. Recruiters love the concept of video interviewing replacing traditional interviews, but it can be tough to get the hiring manager on board. While video interviewing saves more than time, money and effort, hiring managers may balk at having to change their routine. What they don’t know is that using video interviews over traditional interviews enhances employer brand and candidate experience. Therefore, to help you pitch the idea of implementing video interviewing technology into your hiring process, we have compiled some possible reactions you may be faced with along with some great responses.
“It is too expensive.” Video interviewing is a much more cost-effective way to process potential candidates. Compared to traditional interviewing, 85% of hiring managers say video screening is more cost-effective. The platform is the only cost of the interview; a platform that can be used for numerous candidates. Traditional interviewing, on the other hand, carries the expense of travel and time. Video interviewing saves that, too. In fact, 88% of hiring managers say it reduces time-to-fill. All recruiters have to deal with is time-to-fill, and it’s usually from irate hiring managers who are overworked. Video interviewing provides employers with the opportunity to consider global talent, connect with more targeted candidates and screen out unsuitable candidates more quickly, increasing the time-to-hire so both recruiters and hiring managers win. Video interviewing saves on costs that can be used to augment other projects.
“I don’t have time to learn how to use a new platform.” The vast majority of hiring managers feel virtual interviews are easy to conduct, 76% to be exact. It is similar to a face-to-face interview, only through the desktop or mobile device. Video interviewing allows hiring managers to decode 93% of the candidate’s communication through body language. Candidates still use the same interpersonal communication skills, but it allows the interviewer to see body language from a distance. So, they won’t be learning new interviewing skills, just the method of the interview. From them to the desktop, it is designed to be simpler. Video interviewing ends up being more convenient for you and your candidates.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
THE PLATFORM ADVANCED
“How does this make me better at my job?” Currently, a survey found that more than six out of 10 human resource managers at companies with 20 or more employees have used video interviewing. It is clearly a growing trend in the field of HR technology. Staying on top of modern technology attracts innovative talent. Near obsolete methods deter candidates from outdated companies. The most advanced companies in the world use a video interviewing service. It shows trending company innovation. That’s how they are attracting and hiring the best of the best including tech talent and engineers. Video screening makes the company stand out to a higher quality of candidates.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
Both sides of the camera only need an interview space set up to be camera ready. There is no need to arrange a meeting space. Video interviewing is convenient for the candidates and the hiring managers. Video interviewing shows you care about the convenience and cultural fit for the candidate.
STILL NOT CONVINCED? “I don’t want to turn off candidates.” Some surprising things happen when you become one of the six out of 10. The company gets more attention from potential candidates. So what does this mean? It improves employer branding. Employer branding dictates the candidate experience, determining whether it is positive or negative. At least 70% of companies send their candidates through mazes to search for career opportunities, resulting in poor employer brand. The interview process strikes fear in 92% of job seekers. Video interviews ease this stress so recruiters and hiring managers see the candidate beyond their anxiety. Sometimes it is the stress of the interview environment. Removing the stressful environment will ease the candidate as well as the hiring manager. Not to mention, it’s just more convenient for your company as well as the candidate. Most video interviewing companies offer FAQs and tech support, so no one is left in the dark.
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CHECK THE NUMBERS: 85% of hiring managers say video interviewing is more cost-effective. 88% of hiring managers say it reduced time-to-fill. 6 of 10 hiring managers use video interviewing technology. 74% of hiring managers say it makes their jobs easier. 76% of hiring managers say video screening is easy to use.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
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7 EFFICIENT CORPORATE STRATEGIES TO INCREASE REVENUE QUICKLY
INTERVIEWING number three
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
INTERVIEW PREP THE PERFECT INTERVIEW… A DREAM COME TRUE. FOR A RECRUITER OR HIRING MANAGER THERE IS ALMOST NO BETTER FEELING THAN A PERFECT INTERVIEW WITH A DREAM CANDIDATE. UNFORTUNATELY, THE HIRING MANAGER CAN’T REALLY CONTROL THE QUALITY OF THE CANDIDATE. YOU CAN, HOWEVER, CONTROL THE QUALITY OF THE INTERVIEW. FIRST, ACTUALLY TAKE THE TIME TO READ THE RESUMES BEFORE THE INTERVIEW. YES, BEFORE. IT WILL MAKE THE CANDIDATE FEEL LIKE YOU ARE INTERESTED IN THEM FOR THE POSITION, AND IT WILL SAVE WASTED TIME DURING THE INTERVIEW. THE STEPS THAT FOLLOW KEEP THE PROCESS MOVING, KEEP THE CANDIDATE INTERESTED AND KEEP IT LEGAL.
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“NOW LET ME LOOK AT YOUR RESUME…”
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“WHAT DO YOU THINK?”
In math class, if you told your teacher, “Now, let me just finish this one equation first…” it simply wouldn’t fly. You would either get the question wrong or a late grade on the assignment. Why should your interview be any different? Yes, your candidate came to the interview to be considered for the position; however, waiting until the very last minute to closely examine their resume makes you look extremely unorganized and unprepared. Interviewers spend an average of 5-7 seconds per resume before the interview. With that said, read their resume before the interview; don’t waste their time or your time filling a position when it can take anywhere from 26-51 days depending on the industry.
You’re not the only person who should have a say in a candidate’s potential position at the company. On average, 3 to 6 other stakeholders should have input as well, as they are the ones who will most likely be working closely with the candidate.
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“LOST TIME IS NEVER FOUND AGAIN.” If you’re on time, you’re late. If 58% of candidates are dismissed from consideration because they are late to an interview, doesn’t that mean the interviewer should abide by his or her rules? Being late gives a poor impression of company priorities and the worth of candidate’s time. Canceling interviews, especially last minute, also wastes a candidate’s time. There’s a lot to be said for body language during an interview…. Your body language. Candidates know when you’re looking at the clock, or your phone, seemingly uninterested in the interview. Ultimately, they feel the interview was a waste of their time .
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
INTERVIEW PREP 4
“I DON’T THINK I CAN ASK THAT.”
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“YOU LIKE ME, YOU REALLY LIKE ME!”
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There are some typical questions you would use as an icebreaker during a normal conversation. However, it’s not a normal conversation; it’s an interview. Think of the interview as a professional discussion about a person’s skills, and not their personal life. Here are some examples of questions you just can’t ask: • Do you have kids? It is illegal to deny someone a position because they have children or if they plan to have children down the road. • Where are you from? Accents are interesting and can be telling of a person’s origin. But if you are unsure of their accent, you can’t ask. Although you can ask if the candidate can legally work in a certain country, it is illegal to ask where they are from. • Are you married? It sounds like a small talk or an icebreaker question, so why is this such a big deal? Well, it can reveal how much time they will commit to the job and the candidate’s sexual orientation.
Much of the candidate experience rides on that precious interview. Therefore, you should put your best happy face forward, be present in the interview, and overall, be likable. Sounds rudimentary, but you are the ambassador to the company and often the candidate’s first impression of the type of people who work at your company. Employers are split as to which is more important, fit or competence; 45% of employers feel skill is more important, 55% feel you can teach skill later, so hire for fit now. If you’re looking for a skill-fit and cultural fit, then shoot for the middle ground and sprinkle some of your company personality into the interview.
“SO… WHAT’S NEXT?” Keep it simple for you and the candidate. Let them know when they should expect to hear from you, and that they will hear from you. Surprisingly, 60% of candidates never hear back from the employer after their interview. Give the candidates regular updates, even if that means you won’t be considering them for the position. Delineate the process during the interview, allowing them to formulate their own timeline. A smooth interview is a good interview, and an informed candidate is an interested candidate. The more you keep your candidates informed, the more they will appreciate your time. You can perfect your interviewing skills by following these 6 steps.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
FOR THE CANDIDATE Preparing for an interview is nerve wracking for the candidates and the recruiters alike. It can be off-putting for both parties, when one or both come unprepared for the interview. Out of a focus group of 200 individuals, 80% agreed that if an interviewer showed up 10 minutes late, it would leave a negative impression of the organization. Likewise, employers don’t approve of many new candidates’ communication skills. 60% of fresh graduates don’t have the interpersonal communication skills to be able to successfully complete an interview. So what should candidates and recruiters think about before the interview?
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RESEARCH THE COMPANY
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PREPARE QUESTIONS
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How can you prepare or rehearse for an interview if you don’t really understand the organization you want to work for?
You’ve done all of the research you can. You know the employer brand inside and out, and the company history is just as familiar. However, you’re not done just yet. Look at the job description again… think of questions you might have regarding the position itself and the culture that comes along with it. You don’t want to end up as part of the 20% of employers who end up leaving the position because you didn’t end up being the right fit for the job. What better way to prevent that from happening than asking some questions… and you can only ask questions if you have the information to formulate them. Knowing the job description helps to prepare for the interview as well. The better you know the job description, the better you know the position — hopefully — and can answer questions accordingly.
REMEMBER EVERYTHING YOUR MOTHER TAUGHT YOU
She may have been bothersome growing up, constantly saying, “stand-up straight,” and “look at me when I’m talking to you.” Little did you know, however, how much that would prepare you for job interviews in the future. Everything from your smile to your handshake has something to say about you. Be aware of the global culture of the job you’re applying for as handshakes and other common courtesies might not be appropriate.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
FOR THE INTERVIEWER
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WHAT QUESTIONS CAN I ASK?
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KNOW THE BINARY
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Simply speaking, you can’t ask anything that could lead to job discrimination. Religion, sexuality, marital status and children are all off limits. Marriage and children seem like easy ways to enter into small talk, but they pose a threat for candidates who seek a good work-life balance in order to deal with family situations.
Well, you don’t have to know the sequence of ones and zeros that allow the video interview service to work. If you’re using a video interviewing service, you do have to understand your technology. Sometimes, technology fails… the video lags, screen goes black, or the candidate is telling you about the project they got an award for and you simply can’t hear them. Find a company with 24/7 service and support.
KNOW THE POSITION
As a recruiter, you have to understand the position you’re trying to attract candidates to. Be prepared for questions candidates may have, because hopefully they will come prepared for some like, “What does a typical day in this position look like?” In a LinkedIn post by Amit Bhagwat, Senior Recruitment Lead, Lou Adler says, “An unprofessional recruiter is someone who doesn’t know the job they’re representing, doesn’t personally know the hiring manager, and doesn’t have deep industry knowledge.” Research for both the candidate and the recruiter is essential for laying good groundwork. Know the position, know the technology and come with questions. Before the interview, take a short 15-minute breather. Compose yourself, and remember everything you rehearsed.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
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Those 15 minutes are your opportunity to get yourself into the right frame of mind, and set your energy and focus on who you’ll be meeting with, what you want them to remember about you, and what you want to ask them. Deborah Shane, career author, speaker and media and marketing consultant
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THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
MORE PRACTICE TIPS 1
CHOOSE YOUR ENVIRONMENT WISELY
It stands to reason that if you’re applying for a position with a particular culture, you’d want your attire to match, as well as your environment. There’s no need for TVs or radios in the background, and you don’t want your dog to come barking in the room. Keep any mobile devices out of the room, as well. According to a survey by Express Employment Professionals, 58% of respondents said that answering a phone call was a problem. Just don’t tempt yourself with the distraction.
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LET THERE BE LIGHT!
In an office, lighting generally comes from above. That, my friends, is a terrible recipe for an interview. When the light comes from behind or above during the video interview, cameras have difficulties with white balance and the exposure of the image. Instead, Glassdoor.com suggests putting two lights on either side of the computer screen. It will help the camera adjust and it will make you look that much better.
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UP CLOSE AND PERSONAL IS TOO PERSONAL
Being too close to the camera is like invading someone’s digital bubble. No one wants to be able to count your pores, so take a step back from the computer. Remember the yearbook pictures from high school? There’s a reason they take pictures shoulders up. It’s a perfect distance from the camera, so try to mimic that. Be far enough away from the webcam that you’ve perfectly framed your bust.
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PROFESSIONAL MULLETS ARE A NO-NO
While putting effort into your coif is important, so is your attire. 72% of hiring managers agree that dressing inappropriately for an interview is one of the biggest mistakes a candidate can make. Your upper half might be the only thing that’s on camera, but dress like you would for a traditional interview. So, go the whole nine yards, and dress professionally from head to toe.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
MORE PRACTICE TIPS 5
SIT UP STRAIGHT, JUST LIKE MAMA SAID
She was right. Sitting up straight says a lot about you. It sends very specific signals to your audience. For example, according to Fred Miller, a public speaking professional, leaning slightly forward shows interest, slouching to one side shows disinterest and hunched shoulders show a lack of self-esteem.
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PERFECT THE PRACTICE
It’s important to make sure your questions are standardized if you’re not doing screening with One-Way interviews. If the hiring team decides to do real-time video interviews, ask questions that help to ascertain competency, alignment, interest and potential in the candidate pool. In fact, take the platform for a trial run.
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KNOW THE TECH, KNOW THE SUPPORT
Just in case something goes awry, have your platform support on speed dial. In the very least, make sure your IT team is ready to jump on your computer to save the day. Tips and tricks for interviewing are everywhere, and with the birth of video interviewing the list is even longer. Candidates and hiring managers alike have to be aware of the traditional interviewing tactics and common courtesies, but also factor in video technology. Practice makes perfect, so take the technology for a test run to make sure you’ve got good posture, good lighting and a good environment that’s free of distractions. Sometimes it’s easy to tell those who haven’t used a webcam before… they sit a little too close to the camera. Remember your digital bubble; take a step back from the screen. With all of this technology there are bound to be some problems – and probably some user errors – but that’s why many video interviewing leaders offer 24/7 service and support.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
INTERVIEW QUESTIONS
Preparing for a job interview is never easy—whether you’re asking the questions or answering them. Some interview questions are awkward. Others are downright illegal. Why do employers ask these questions in the first place? And what should job seekers do when they’re put on the spot? A pair of recent articles sheds some valuable light on the matter. First of all, questions related to age, race, gender, religion and sexual orientation are among those falling into the illegal category. The Yahoo article, “11 Common Interview Questions That Are Actually Illegal,” shows how employers’ questions sometimes bleed into off-limits territory. Is English your first language? Do you have children? Do you drink socially? But, as the article also points out, there may be instances in which questions like these could be considered legitimate, particularly if they directly relate to a job’s specific qualifications. It’s touchy stuff, which is generally why employers should steer clear of these types of questions. For their part, job seekers should remember that employers are basically trying to gather the information they need to hire the right individuals — those with the necessary skill sets and the right cultural fit. Not an easy task. So employers may, in fact, ask illegal questions without any malicious intent. They might even do so accidentally, due to hiring managers’ lack of experience, for example. Another article, “Awkward Job Interview Questions,” published by OISE Oxford, highlights oddball interview questions — the kind that almost every job seeker has come across. Employers don’t ask these questions blithely. They want to see how job candidates think on the spot.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
Interviewing isn’t a science. It’s an art, no matter which side of the desk, telephone or even an online interview you’re on. So prepare yourself to be as sharp, open and honest as you can be.
SO, HOW SHOULD JOB SEEKERS HANDLE THESE CHALLENGING SITUATIONS?
As for those peculiar questions, declining to answer isn’t really an option. Well, it is if you don’t want to maximize your chances of being hired. In these cases, you just need to pony up. Answer as well as you can—and as truthfully as you can. Remember, asking you what type of tree you’d like to be isn’t a ploy to trip you up. It’s just another way of seeing how you think on your feet and getting a feel for your personality.
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Most experts agree that the best approach is to answer all of the questions you can as truthfully as possible. If you think you’re being asked an illegal question, the Yahoo article advises, don’t lie but politely decline to answer instead. Yes, it might make for an uncomfortable moment or you might risk losing the position. But fudging or lying probably won’t work anyway.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
4 THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHAT TO LOOK FOR number four
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
WHAT TO LOOK FOR THE BENEFITS OF VIDEO INTERVIEWING GREATLY OUTWEIGH THE RATHER MINIMAL COSTS. IT SAVES COMPANIES ROUGHLY 67% ON TRAVELING COSTS OVER TRADITIONAL FACE-TO-FACE INTERVIEWS. AS WONDERFUL AS IT IS FOR COMPANIES TO SAVE THAT EXTENSIVE AMOUNT OF MONEY, WHAT ABOUT YOUR CANDIDATES? IT’S IMPORTANT FOR THEM TO FEEL AT EASE DURING THE INTERVIEW PROCESS AS WELL, SO YOU DON’T WANT A PIECE OF TECHNOLOGY THAT ONLY SAVES YOU MONEY BUT IS DIFFICULT FOR THE CANDIDATE. YOUR EMPLOYER BRANDING WILL SUFFER AND SO WILL YOUR CANDIDATES.
Job seekers look for companies who are technologically savvy. In fact, some won’t even apply if they can’t at least send their resume from their mobile device. Video interviewing attracts tech talent, currently a very coveted career field for employers. While it does save recruiters a lot of time and money to do video screens over phone screens, it saves candidates time and nervous energy too. In a recorded video interview, candidates have the opportunity to prepare answers to questions if they are prone to pre-interview jitters.
CONVENIENCE It seems as though every device in today’s increasingly global community has a camera. In fact, 86% of jobseekers use their mobile devices to look for new employment opportunities. There are endless supplies of apps that are dedicated to the use of the smartphone camera: Snapchat, Vine, Instagram, etc.
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Video interviewing now has a hold on the camera for potential job seekers. What does that mean for you as a recruiter? Every candidate who has a smartphone has the capability to do an interview at the touch of a screen.
Not all candidates work during the day at their current jobs, some work afternoon, or evening shifts. Video applications give your talent pool access to the interview at a time that is convenient for their schedules. Not to mention you can go through 10 video screens in the time it takes to do one phone interview.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
CONTROL With video screening, your candidates have control over the background, the lighting, even the noise. This means they have greater control with how you, the recruiter, see them. It shows their attention to detail and their professionalism. Typical sounds from the home like barking and the doorbell are not only distractions, but they can actually hurt the candidate’s chances of getting hired. Video screenings save them from the stressful environments that often come with face-to-face interviews. Brutal interviews are a thing of the past. No one likes to see nervous candidates embarrassed by their nervous ticks like fidgeting and stuttering.
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Video screenings save them from the stressful environments that often come with face-toface interviews. Candidates don’t always realize they have an advantage during video screening, even though they can control much of the interview itself. During a traditional interview, the interviewer sits right across the table, resulting in 92% of candidates feeling anxious about some portion of the interview and hiring processes. However, with video interviewing, candidates are separated by a screen, which removes some of the anxiety associated with the interview process.
GreenJobInterview.com
In fact, 60% of candidates prefer video interviewing to the traditional face-to-face interview. It is more closely related to the traditional interview feeling without the hassle of travel and tense first impressions. Only 7% of communication during an interview is through actual words, only 7%. For recruiters, this is why video screening has superseded the phone screen. The registration of the human face accounts for 55%, a majority of the interview, which is why it is so important to see a candidate’s face when they are responding to questions. The remaining 38% is distributed to their tone of voice. Even if they don’t realize it, candidates do have the upper hand during video interviews, especially video screens. They have control over preparing their environment and their answers so recruiters and hiring managers not only interview them in the comfort of their own surroundings, but also at their best. Give your potential new hires the chance to be at their best; take video interviewing for a spin and see the differences in their experience and yours.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
CULTURE FIT
VIDEO INTERVIEWING
It‘s no longer an up and coming practice, it’s here. With 63% of HR managers having used video screening as a means to finding candidates, there is good reason to use this technology for enhancing your hiring process. Professionalism is hard to recognize through a phone interview, since only 38% of non-verbal communication is tone of voice. So when a candidate is thousands of miles from the company headquarters, video screening is ideal to measure their cultural fit.
NONVERBAL COMMUNICATION
A key indicator for cultural fit is a candidate’s nonverbal communication, and that’s something you can really only judge by seeing their face and hearing their voice simultaneously. Not every candidate will be from the same zip code as the company, and phone screenings don’t give the hiring manager the opportunity to see the face of their talent. This makes video interviewing an ideal option. A candidate’s tone of voice, posture, facial expression, and eye contact account for 93% of communication, which gives a great deal of insight into a candidate’s personality.
Nervous disposition
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Those with nervous personalities beyond the typical anxious behaviors attached to the stigma of an interview often have little or shaky eye contact, obsessively crossing of legs, knuckle cracking, oral fixation (chewing on a pen, fingernails, etc.). Performing a video interview gives insight into whether or not your candidates have nervous personalities. For a position such as a front desk representative, this would clearly not be a choice temperament to have.
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
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CULTURE FIT Passiveaggressive tendencies
“Behind the smile, a hidden knife,” a Chinese proverb in regards to those who exhibit passive-aggressive traits. Those traits include procrastination, forgetfulness, argumentativeness and blaming others for their own faults. A candidate with a passive-aggressive personality would not be ideal to communicate to clients or customers on a regular basis.
Type-A personality
If you find a candidate talks over you or interrupts you during the interview, they most likely have a Type-A personality. They are perfectionists, constantly worry about wasting time and are often called workaholics.
ATTENTION TO DETAIL
A candidate who has deliberately and carefully set up their “studio” is not only more likely to take the job interview seriously, but also more observant after they are hired. It is important to pay particularly close attention to their environment while conducting an interview. The noise, distractions, background and their choice in interview attire are key in determining which candidates from the talent pool you’d like to see move to the next step in your hiring process. However, that attentiveness goes beyond their surroundings. Asking insightful questions during the interview is a rare quality to find in candidates. In fact, 29% of employers say it is a reason some candidates are not considered for hire. Candidates who actively participate in an interview will most likely ask questions that matter; it is a sign of their attention to detail especially during conversation.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
CULTURE FIT GIVES CLEAR PICTURE OF COMPANY CULTURE
Interviews make or break a potential hiring opportunity for a candidate and for the hiring manager. Since 82% of companies say that a cultural evaluation is important during the hiring process, it’s important to take into consideration a candidate’s personality, not just their particular set of skills. With the capabilities of video interviewing like recorded, live or even mobile options, there are multiple ways to test a candidate’s cultural fit before they are hired or rejected. Yes, hiring for culture is important, but you’re not the only one asking the questions. While the candidate may not verbally interrogate you, they still process company culture in their mind and where they would fit in given what little window you provide them. Video screening helps to promote a good employer brand. It not only improves the interaction between the recruiter and the candidate, but it increases the amount of communication between the company and the candidate. Ultimately, this increases the positive perception of the company. Nearly 100% of companies feel that cultural fit is no longer just a buzzword in the world of recruiting. It’s a relevant term that should be taken into consideration by hiring teams. Video interviews are the perfect avenue to measure that candidate-company match. It not only provides recruiters with insight to a candidate’s level of professionalism and their personality, but also gives a candidate the chance to discern their fit into the company’s culture.
SKILLS SHORTAGE
You may be feeling the skill gap pressure, or you might be in the camp that believes the talent shortage is a myth. Regardless of how real you believe the talent drought is; as a recruiter or staffing professional, (at one point or another) found that finding the right talent can be down right impossible. If it’s been smooth sailing, odds are the waters are about to get a little rough. The latest STEM Smart Brief Report revealed that employment in professional, scientific and technical services is projected to grow 29% by 2020, and this increase is said to add more than 2 million new jobs to the US economy. If you’ve been in recruiting for any amount of time, you don’t need another stat to know that there simply is not that many STEM professionals available, or even projected to become available. Many employers are turning to training programs, beefing up talent pools and offering mad incentives and sign on bonuses in their referral programs. We contend that there’s a better solution; think outside the box, and recruit outside your zip code.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
CULTURE FIT LET’S LOOK AT THE COST…
The first reaction to this solution is that hiring from out of state, or even out of the area is too costly. So let’s take a look at the alternative –leaving the spot vacant until someone in the area is found to fill it. Volt.com offers a really simple calculator to estimate an employee’s daily revenue, and then revenue lost per position. It adds up faster than you probably think. CareerBuilder’s blog for employers offers some great words of wisdom in cases of hard-to-fill positions: “Of course, different positions have different costs per day based on how much revenue that role brings in to the organization. Some positions realistically cost a company more to leave open than others. And many companies more actively recruit for these positions based on this increased cost-per-opening. One way of determining if you should invest more in recruiting for such a position is to determine if different recruiting tactics lead to filling this position faster, and if the cost of that is less than the cost of leaving this position open then you need to get on trying to get that opening filled.” For those harderto-fill positions, recruiters have to get more strategic, and find out what makes the most sense for the success of the organization.
THEY’RE READY AND WAITING!
Did you know that 92% of survey respondents said that if they were offered a relocation package, they would seriously consider relocating? The math is pretty simple; figure out the cost of keeping the position open (including what you know about this position’s average time-to-fill), compare it to a fair relocation package, and there’s your solution. It might not always be the right decision to widen your search, but there’s power in knowledge. Although the vast majority of candidates would consider the offer, only 17% of those polled have actually been offered a relocation package. So while none of this might seem like out of the box recruiting, it actually is!
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
CULTURE FIT VIDEO SCREENING AND INTERVIEWING CUT THE COST
Relocation packages aren’t the only cost to consider when recruiting out of the area candidates. Recruiters have to take into account the fact that screening and interviewing candidates can get pretty costly when distance is a factor. So if you’re going to widen your search area, you’re going to need to cast one of those “wider nets” that everyone is talking about. That is exactly what video screening and interviewing does. Employers can effortlessly and costeffectively screen and interview as many candidates as they want, with just one recorded session of questions. Once these recorded, or One-Way Interviews are complete, the recruiter can then push a smaller pool onto the Live Interview process. During this stage, recruiters can get face-to-face with each candidate over a live, virtual interview. This drastically cuts down on travel costs and hassles for both the candidate and the organization. With video interviewing and screening, the world is your candidate. The fate of those hard-to-fill positions is no longer at the mercy of local candidates. These tools essentially put the employer in a nothing-to-lose scenario when it comes to recruiting outside of the zip code.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
SECURITY & COMPLIANCE “Compliance” - that one word constantly on the mind of HR professionals everywhere. HR is tasked with maintaining compliance in so many different areas, using different tools and software. It doesn’t matter what medium a company chooses (phone, video, digital, simple resume screening) to screen and interview candidates, compliance and the solid establishment of its importance is completely required.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
HERE ARE SOME THINGS TO CONSIDER IN EEOC/OFCCP WHEN USING VIDEO INTERVIEWING...
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STORED INTERVIEW DATA
DETERRENT AGAINST DISCRIMINATION
VIDEO PROVIDES CONSISTENCY
Did you know that utilizing video interviewing in your hiring processes can actually strengthen your Equal Employment Opportunity Compliance? The Office of Federal Contract Compliance Programs (OFCCP) requires organizations to store interviewing and applicant data for up to two years. GreenJobInterview has got you covered. Our software keeps your videos stored for three full years. This effortless, automated organization can keep your company safe.
With EEOC/OFCCP cases on a steady rise, companies need to do all they can to prevent discrimination in their organization. Video interviewing and screening provides the ability to monitor and track all screening and interviewing activity. Recruiters and hiring managers can now be held accountable for discriminatory behavior, which also acts as a deterrent. Companies are also now armed with recorded proof of their compliance. Videos support a fair and equal screening process through total transparency and automated compliance.
With recorded interviews, employers are able to create one recording of the same questions, asked in the same way, from the same person, for every candidate screened or interviewed. Every candidate gets the same exact experience. This consistent and standardized process takes variables like individual interviewer bias out of the overall equation and supports a consistent and cohesive employer brand.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
NO OFF-TRACK DISCUSSIONS THAT CREATE BIAS
NO INDIVIDUAL ADVANTAGES
This process also helps to combat the bias that can arise from small talk or “conversation” interviews. Candidates can’t sway a hiring manager during recorded interviews. These interviews don’t allow for off-track discussion or flattery.
Each candidate is given the same response time in which they can hear the question, think about their answer and then deliver their response. They are allotted the same challenge to prove that they can think on their feet, or the same opportunity to analyze the question before answering. This depends on the time the interviewer chooses to give the candidates.
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It is up to leaders to establish the right values, and the right software to solidify compliance.
While the top-down importance of embracing diversity and creating a fair hiring process is up to organization leaders, our video interviewing software can really help lighten the load when it comes to solid EEOC/OFCCP compliance. It is up to leaders to establish the right values, and the right software to solidify compliance.
Straying from standard interview questions can also make candidates feel uncomfortable or give an unfair advantage to those who have similar interests to the interviewer. With video screening (an option that allows pre-recorded questions to be answered by candidates at their leisure or in a specific time window) the opportunity for this is diminished entirely. With live interviews, the same discussions may take place, but the notes, storage and recording avoid any finger pointing or vague issues.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
HIDDEN BENEFITS TOTALLY MOBILE Mobile device usage is at an all time high, and it’s not expected to decrease anytime soon. As a recruiter, you have to find the right candidates to fill jobs. That’s not feasible if you don’t go to them. How do you reach the talent pool in the first place? It’s crucial to understand your target. Currently your target loves everything that makes anything more convenient. Traditional interviews are stressful: new place, new people, talking with a stranger… it leaves a lot of room for anxiety. With video interviewing as an alternative, they can interview from the comfort and sanctity of their own home. In fact, 66% of candidates prefer video interviewing to the traditional face-to-face alternative, and here’s why:
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DIGITAL LIVING
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CONVIENCE
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In theory, the internet’s purpose was supposed to be educational. It has since grown to a massive entity, with capabilities far greater than anticipated. Social interaction, schooling, business… you name it, you can do it on the internet nowadays. In January of this year, in the United States alone, 55% of all internet usage was through a mobile device – not a desktop. This shows a trend among mobile users, for mobility. That’s a reason candidates love video interviewing. Video interviewing platforms allow candidates to use their mobile device in the recruiting and interviewing process.
Apple, Android, Google, and Windows mobile devices have cameras. With these mobile devices it makes it easier and convenient to be in a video interview, no matter your location. 86% of job seekers use their mobile devicesto search for new jobs. Because of the increasing all-in-one capabilities of these mobile devices; recruiters can now offer candidates a mobile video interview as an alternative to a desktop interview. Thanks to video interviewing mobile applications they are easy for the recruiters and hiring managers, as well.
PREPARATION TO PERFECTION Video interviews give candidates the opportunity to record and re-record their interviews, if they feel inclined to do so, in order to interview at their best. Candidates can practice for a traditional interview, generalizing the questions they can only assume the interviewer will ask. The real intimidation factor of an interview comes from the unknown. That fear affects 92% of candidates at any given point during their interview – however, with One-Way video interviews, candidates can stop, re-record and present their best selves (with their best answers) without the interference of nerves.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
HIDDEN BENEFITS
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TIME AND FLEXIBILITY Video screening gives non-traditional candidates the flexibility they need to interview for a new job. Those who work evening or third-shift won’t have the time to interview after or during the typical workday due to altered sleep schedules. This is where video interviewing is flexible with a busy or odd schedule. Nearly 33% of Americans work on the weekend, and they work more hours than any other country on average. With all this time spent in the office, it’s nice to have the capability to interview after a long day or during what little free time there is on the weekends. Candidates love video interviewing because it’s one less thing they have to scramble for. Workers scramble in the morning to get ready for the day, scramble at work to get that project done and scramble at the end of the day to do it all over again. Video interviews not only provide a better window into the candidate’s fit for the hiring manager,they also ease many trepidations on the candidate’s part. Video interviewing is convenient, causes less anxiety and gives the talent pool the upper hand with flexibility. HR professionals can look at the video interviews on their own time, sort them by job and rank them by fit. We allow companies to brand their video interview to the employer brand, which helps to ensure the best candidate experience and fit.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
5 THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
EMPLOYER BRAND number three
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GreenJobInterview.com
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
GETTING BUY-IN VIDEO INTERVIEWING CATERS TO ALL TYPES OF HIRING MANAGERS. THESE FOUR DIFFERENT KINDS OF MANAGERS NEED VIDEO INTERVIEWING, BUT FOR DIFFERENT REASONS: THE PROCRASTA-MANAGER “I have an advanced degree in procrastination and another one in paranoia.” – Joanne Harris, author.
26% of the American public believe themselves to be chronic procrastinators. So, it’s safe to say some managers out there procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit. Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.
THE MICROMANAGER “The traits that make a supervisor a micromanager are hard to break; they measure too much, they monitor too closely.“
Micromanagement isn’t something employees want to deal with, but it happens in every workplace. In fact, 59% of employees say they have worked under a micromanager. The traits that make a supervisor a micromanager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover. They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing and video screening can help slow the hovering propellers of a helicopter manager during the hiring process. Using video while assessing candidate fit allows micromanagers to store the information later for further review and further input from other colleagues. GreenJobInterview stores these videos to not only pass along to other colleagues, but it also keeps companies EEOC/OFCCP compliant. Those who use video interviews must keep the videos and applicant data for two years. GreenJobInterview stores this information for three years, which is one year longer than the legal requirement.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
GETTING BUY-IN THE PASSIVE MANAGER “Effective leadership is putting first things first. Effective management is discipline, carrying it out.” –Stephen Covey
Being a supervisor comes with a certain territory of authority and confidence. Unfortunately, poor management is the number one complaint for most employees. The passive manager sits back and doesn‘t take charge of projects or decisions. This is where video interviewing comes in to give them - or rather, force – a bigger voice. The hiring manager can add interviewers or candidate file reviewers to One-Way interview files. This gives hiring managers who tend to let others make the ultimate decision the power for the “go-ahead.”
THE PROBLEM-SOLVERS “They solve the issue with flying colors and an imaginary cape. Unfortunately, they are often also the ones who create the mess in the first place.“
Everyone loves an in-office hero. That’s where these managers come in. They solve the issue with flying colors and an imaginary cape. Unfortunately, these office saviors aren’t everyone’s superheroes. They are often also the ones who create the mess in the first place. Hiring managers who fall under this category could use a little help in maintaining the status quo without disrupting it first. For example, to lower the cost to hire a new employee they decide to try an online platform that‘s not specifically designed for video interviewing. The company, unfortunately, has a lot of problems with the technology not offering integration, file storage, the ability to share and rate files and most of all — the crippling lack of tech support. Choosing the right video interview platform can help solve issues the “problem-solver” hiring manager might have unwittingly created. Not all IT departments are created equal, that’s why it’s important to choose a company that can provide live, 24/7 tech support in the event of a tech meltdown. Not all hiring managers take the same steps in bringing new team members to the office. Some wait until the last minute, others have to receive input from colleagues to ensure they made the right decision. In either situation, video interviewing can help to solve the problems these management types have.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
JUST IN TIME STAFFING It‘s not just about the cool new piece of technology anymore. Video interviews make sense because they are efficient, cost effective and they are simply convenient. Not to mention, 60% of candidates actually prefer video interviews. The popularity of mobile devices such as smartphones and tablets have increased the flexibility of job applicants and recruiters alike. Corporate HR departments aren‘t the only ones who can benefit from video interviews over the traditional face-to-face. Staffing firms can use video interviews to their benefit as well, saving on overhead, time and money. MONEY, CONVENIENCE AND OVERHEAD Corporations who don’t necessarily have the resources for an extensive hiring program pay staffing firms. With video interviews, these staffing firms can decrease the talent pool sooner, so they can send the most qualified candidates onward to the hiring managers. The capability to go mobile will affect businesses more than the internet did in the 1990s; 67% of CIOs and IT professionals agree. Mobility saves time and money. Video One-Way interviews have the ability to go mobile for both the candidate and the recruiter from the staffing firm. Mobile applications allow users to interview and record beyond the traditional 9 to 5 work schedule. Combine the projected 6.1 billion smartphone users by the year 2020, and the growing number of companies that use video interviews as a major part of their hiring process… you will find the need for mobile video interviews.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
SPEED OF LIGHT Using a video interviewing service saves companies both time and money in the hiring process. It can also save the same amount of time and money for staffing firms, who take a large portion of the burden off of the shoulders of the corporate HR departments. This is true for recruiting companies, as well. With recruiting technology like this, they no longer have to travel to screen applicants, nor do jobseekers have to travel to the staffing office to conduct preliminary interviews.
NO NEED FOR ONE-ON-ONE The one-on-one experience can be very intimidating for some candidates and recruiters alike. So, these firms record candidates for one position or many using general questions to place talent in the best position. The videos can then be passed along to the corporate hiring manager, who can assess candidate communication and presentation skills. It gives candidates who are camera shy or timid in interview situations the opportunity to retake their One-Way videos if they feel they can communicate their qualifications better.
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HR departments aren’t the only teams looking to save time, money and energy during the hiring process. Many large companies look to staffing firms to do the first stages of the hiring process for them, in order to save time and money. They do this in order to prevent wasting time with the candidates who are less than desirable. These staffing firms can save on overhead by using video interviewing technology, because they too save a substantial amount of money per interview on travel. Furthermore, the candidates who participate in the One-Way video screenings can also use these videos for multiple companies. That saves time, money and energy for both the applicants and the staffing firm recruiters. Video screening and interviewing helps bridge those inherent disconnects that can pop up for an organization using a staffing firm. Branding, culture and recruitment messaging are all seamlessly delivered through recorded interviews, ensuring that your employer brand is presented with your strategy and vision in the forefront. So, you recruit from a staffing firm…you interview candidates…why not make your job easier?
Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
ABOUT THE AUTHORS GREG ROKOS President & Co-founder of GreenJobInterview
A 20-year veteran of the recruiting industry, Greg Rokos provides strategic direction for GreenJobInterview® and is responsible for marketing its virtual interviewing solutions through client meetings, conferences, speaking engagements, key channel partnerships and other activities. Alongside fellow co-founder, Theo Rokos, Greg is one of the pioneers of cloud-based virtual interviewing. Greg has been interviewed by NBC, CBS, Fast Company, HR Executive, HR Magazine and many other media outlets. He also has been a featured presenter at various national industry conferences including ERE Expo, Taleo World, Kenexa World Conference and conferences held by the Human Capital Institute (HCI). Greg has participated as a speaker at several national talent acquisition meetings including those held by Fortune 500 companies such as Walmart and PepsiCo. Greg holds a bachelor’s degree with honors from the University of California at Santa Barbara.
JULIE SALERNO Vice President – Sales & Strategic Alliances of GreenJobInterview
Julie Salerno provides guidance and leadership to the GreenJobInterview sales team and is responsible for the ongoing growth of the company’s revenues and profitability. In June of 2014, Salerno was named the head of strategic alliances. In this role, she works with GreenJobInterview’s extensive network of partners on co-marketing, technology integrations and strategic planning. Julie assists in managing the company’s resources, and improving business processes from sales to service. Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com
THE ULTIMATE GUIDE TO VIDEO INTERVIEWING
ABOUT THE AUTHORS COSMIN DUMITRESCU CTO & Innovation of GreenJobInterview
Cosmin is the Chief Technology Officer for GreenJobInterview, responsible for overseeing the company’s technology vision, innovation and strategic investments. He also leads GreenJobInterview’s technology-related research and development efforts. Prior to joining the company, Cosmin served as CTO at Realty ONE Group and held management roles for Fortune 200 companies like Experian, Corelogic, First American Corporation and McAfee. He was also the President & CEO at Ziare.com Inc. In these roles, Cosmin led several innovation Cloud projects for infrastructure and applications delivery to improve overall IT and accelerate growth while reducing costs. He also has extensive experience building strong development and infrastructure teams from the ground up to sustain complex web projects and IT business solutions. Cosmin is an expert in eliminating legacy IT concepts, mentality and processes while introducing a fresh IT based on Agile methodologies. Cosmin studied Law at Ecologic University in Bucharest, Romania, Computer Science at the American College of Computer and Information Sciences and Web Design at Santa Clara College.
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Address: 3050 Pullman Street, Suite D Costa Mesa, CA Phone: 888-838-8331 Email: info@greenjobinterview.com