Global research with thousands of hiring managers has turned up a surprising result: Hiring managers say that 1 in 5 hires was a “bad” or “regretted decision.” According to CEB Recruiting’s 2013 research into high quality hires, “Hiring managers are admitting that 20% of their team shouldn’t have been hired in the first place.” The costs all along the lifecycle of these bad hires, from underperformance to wasted training to new hire turnover, are significant. Too significant, in fact, to ignore.
3 Ways to Use Video Interviewing to Combat “Bad Hires”
“Bad hires” happen for any number of reasons. When it’s an ongoing issue, fixing it requires a look into the hiring process. When you use a purpose-built video interviewing solution like Montage, you can change the hiring process to proactively decrease the chances of making a bad hire:
- It Takes a Village. Getting the right people involved in a specific hiring decision is vital, and video interviewing facilitates this consensus-driven hiring style. It makes it both possible and practical for the right stakeholders to participate in interviews from different locations and time zones, on a laptop, tablet or smartphone, without slowing down the process. Leverage the input and expertise of the people most qualified to make the hiring decision.
- Engage in the Candidate Relationship. Hiring stakeholders can get to know a candidate more in-depth and sooner in the hiring process with a video interview. Check a candidate’s eye contact and presentation skills, use visual cues and body language to develop that gut-instinct about talent’s fit with the role and the company. When the hiring team develops a deeper relationship with a candidate, they’re more likely to spot the red flags.
- Involve Your Employer Brand. Communicate your employer brand more effectively to help candidates decide if your organization suits their wants, needs and career goals. Montage video interviewing promotes bi-directional communication and a branded candidate experience. Some candidates may drop out of the process, but it’s better to know if the fit isn’t right before you get to the job offer.