One of the biggest frustrations as a hiring manager is time spent conducting interviews with candidates who are completely the wrong fit. No-one wants to have to “go through the motions” of a full interview when it is clear from the outset that the individual is not going be right for your team. We have therefore introduced cutting-edge video technology to present candidates to our clients in a far more efficient way, reducing the need for unnecessary, time-consuming first-stage interviews.
How it works: We conduct five-minute face-to-face video interviews using questions specified by the client. We then send these recordings, which can be watched from any device, at any time, directly to the hiring manager for review. This allows the manager to make a more informed decision on exactly who to bring in for face-to-face interviews. In recent projects, we have seen this reduce the whole hiring process by almost half.
For example, one of our clients is a growing provider of lab management and informatics software. With satellite offices in several global locations, their interview processes used to be very lengthy, made up of a few stages, each conducted by different people. It was becoming evident that the interviewers were each asking similar questions, to establish “team fit”; and the candidates were being put off by having to answer the same questions a few times. We introduced our “Hinterview” technology in June 2020, for the recruitment of a Business Process Consultant.
At the beginning of the project, we asked the hiring managers to tell us what their specific technical and personal requirements were; and based on these we agreed on 5 key questions to ask every applicant. We subsequently sent 7 CVs for this role, and each application was accompanied by a 5-minute video of the candidate answering all 5 questions. Instead of selecting 5 or 6 out of the 7 candidates, as would normally be the case, the hiring managers selected just 3, based on the additional video content. This not only saved 3-4 hours of unnecessary first interviews (plus all of the associated organisation, logistics and feedback process), but enabled them to devote more time to these 3 people and “delve more deeply” into their respective backgrounds.
We know that human interaction is vital when it comes to recruitment. So, rather than trying to automate this aspect like many other recruitment companies, we are focused on enhancing it. We have invested in state-of-the-art video engagement technology that allows us to represent candidates more efficiently, particularly in a post-Covid 19 world.
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