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about 1 year ago

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Traditionally, candidates and recruiters have gone through a fairly standardised recruitment process; application/CV submission/review, phone interview and finally a face-to-face interview. However, the development of technology, the internet, its cloud technologies, applications and social networking platforms means that the ways in which candidates want to be approached and processed are continuously changing.

Within this changing technological landscape, video technology is being increasingly adopted during the recruitment process, both at a preliminary screening stage and replacing the traditional first interview and when examining the advantages, it’s easy to see why:

Attracting Millennials
Millennial candidates and the mobile workforce demands instant gratification, so it’s vital that recruiters and hiring managers keep up-to-date with the latest communication methods. This is particularly true when it comes to the interview process, where video services such as Skype are being used to ensure top talent is engaged with quickly and to drive a cost-effective recruitment process.

Candidate Insight and Experience
When and where appropriate, firms are using video conferencing and Skype to complete first stage interviews. This is often the case when dealing with candidates that are located far away from the office premises, or when companies are looking to hold the interview at short notice and a face-to-face meeting just isn’t practical. While the human touch is an important factor, this actually enhances the overall candidate experience at the early stages, as the employer is demonstrating flexibility according to the prospective employee’s needs. Furthermore, body language is very important in an interview and tells the interviewer and interviewee a lot about each other, and video is a great way to gain these insights early on in the process.

Streamlining the Recruitment Process
Despite record numbers of people in work, recent published statistics show that employers are still receiving an average of 39 applications for every graduate job. Because of this, recruiters are quickly realising that it makes sense to filter the process by turning to phone and video conferencing calls to aid the pre-screening process. Here they can quickly assess whether a person is right for the role by asking a few quick questions, ruling out those that just don’t quite cut the mustard in one fell swoop.

Whatever the method employed, it’s vital that employers don’t lose sight of what’s really important; selecting the best candidate for the job. New technologies can enhance the process and chances of finding the best future employee, but equally mediums such as video have their own limitations and are no substitute for a face-to-face interview.