If job growth in your organization has you tearing your hair out, you’re not alone. TA professionals are facing enormous challenges and for many, it's a catalyst to start using video interviewing. Wanted Analytics has captured a few of the many challenges:
- Cyber security job postings have grown 9% since 2013, and there are an estimated 1.3 qualified candidates for every job being advertised;
- The demand for wearable technology skills skyrocketed 150% this past year as Google Glass and other wearable technologies emerged in the market;
- Hiring difficulties continue in manufacturing due to candidate shortages. Manufacturing occupations with the lowest number of candidates per opening include computer systems analysts (9 candidates/opening), software application developers (10) and industrial engineers (11).
Talent acquisition teams looking for ways to meet these challenges can transform their hiring process with a purpose-built video interviewing solution. Video interviewing delivers unmatched advantages in terms of cost savings, candidate reach and elevated employer branding. However, purchase approval requires the clear demonstration of ROI. With video interviewing, there’s no need to reinvent the wheel.
Based on our experience and client feedback, we’ve compiled several steps for making the case for video interviewing:
- Define the hiring issue. This is not as simple as it sounds. It’s likely there are several smaller issues feeding into the problem. Talent acquisition’s role is to dig, ask questions and analyze the situation in order to solve the right problem(s). If talent acquisition is hearing “we need more candidates,” your organization may be suffering from one or more other issues including employer brand problems, sourcing deficiencies, quality of talent reached, or a cumbersome candidate experience.
- Understand the larger business context. Examine the current business environment, including the strategic areas of focus for your executive team. If you can align video interviewing outcomes with corporate strategic initiatives, you can be the hero as a driver toward success. In doing so, you create a perfect opportunity to push video interviewing through the system.
- Proactively manage misconceptions. At face value, the uninformed buyer of video interviewing thinks there is nothing to buy, “It’s free isn’t it? We can just use Skype.” Be ready to educate naysayers about the dangers of using free or nearly free consumer-level video chat instead of a fully supported video interviewing technology platform that’s built to support hiring across the enterprise. For selective companies with an investment in their consumer and employer brands, purpose-built matters; it is the solution that will deliver a real hiring advantage.
- Gather the data. Start with expenses like flights and hotels, and the frequency of these costs. Include the time recruiters spend doing a high volume of interviews but delivering low quality. You should also look at costs of a bad hire (your own and industry averages), as well as the costs of being in a highly collaborative organization in which many people are involved in each interview. Then, ask your video interviewing vendor to provide metrics to support calculations with and without video interviewing.
Your business case isn’t complete without attention to potential objections within your organization as well as the integration of HR and business metrics. To access a free step-by-step guide, download Montage’s 7 Strategies to Make Your Business Case for Video Interviewing.
Michele Ellner is the Director of Marketing for Montage, the most mature video interviewing solution available, purpose-built to transform the hiring experience one smile at a time. She’s focused her career on the talent acquisition technology, staffing, HR services and outsourcing space for over 20 years. Reach Michele at firstname.lastname@example.org.