All over the world, at all hours of every day, job seekers are participating in video interviews. The technology has spread widely as TA leaders recognize it improves their candidate experience and accelerates quality hires. But, here’s a little secret: Video interviews aren’t always the right choice.
TA Leaders and Recruiters Have Options
Video interviewing isn’t the only high-tech, high-touch solution out there for engaging candidates. Today’s interviewing solutions enable candidates to interview via text, voice, and video. They also deliver on-demand interviews in all of these ways beyond the original live video interview. As the use of video interviewing has grown, the technology has evolved. Now, there are times when a different application can deliver a better candidate experience than a live video interview.
Aligning the Candidate Experience to the Role
TA teams recruit in varied ways for jobs across their organization depending on the type of role and job level. They’re using multiple applications within their interviewing solution to tailor their candidate experience to the specific job while also creating a highly efficient workflow. They know that if you ask more of modern candidates than they’re willing to give in a hiring process, they’re likely to opt out. They may go to a competitor or to another job that’s asking for effort more in line with the position they seek. Instead of a one-size-fits-all approach, innovative TA teams vary their use of interviewing technology to create a hiring experience that’s quick, easy and comfortable for candidates, and that mirrors the type of position they’re trying to win.
Here are just a few of the ways companies have refined their use of interviewing tech:
Call Center Representatives – How CSRs sound over the phone is vital, so companies are using on-demand voice interviews to get a better sense of candidate fit. For candidates, the on-demand element makes interviewing more convenient and speeds the process along, so their wait time between application and interview is shorter. And, they’re able to show off the skills which may land them a job offer.
Registered Nurses – With varied shifts and long hours, scheduling a live interview can delay the hiring process for RN candidates. Healthcare employers are using on-demand video interviews to engage RNs candidates faster with a hiring process that flexes to their schedule. RNs can present their qualifications and learn more about the job opportunity; hiring managers can review their candidates’ bedside manner on their smartphone when they have downtime on the floor.
College Intern – Requirements such as a driver’s license or ability to work weekends or nights over the summer may take some college intern candidates out of the running. TA teams are using on-demand text interviews to engage large numbers of student candidates in a pre-interview step that lets everyone know right away if student candidates will be considered. For students, the on-demand text interview is a fast, simple way to find the right internship opportunity.
In some cases, a live video still is the right fit. Today, it’s not the only strategic option. To see how global organizations and CandE Award-winning TA leaders are using interviewing technology to create a hiring experience that speaks to their candidates, review our client case studies at montagetalent.com/proven-results.