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The Power of Video in Hiring the Right People




    Webinar Presentation

    Speaker: Josh Tolan

    Topic: Video in the Hiring Process

    Date: May 8, 2012

    Time: 2 pm EST / 11 am PST


      Presented by
Introduction


 The Million Dollar Question

  As a hiring authority, how do you find the
 best and brightest employees?

 How do you ensure you are filling the position
 with the right person?

 How do you achieve these goals in an
 efficient manner?
Introduction


  The Answer is Video

   According to a report by the Aberdeen
  Group, the use of video in the hiring process
  increased by 320% from 2010 to 2011.

   Why? It works!
Introduction


  Learning Objectives

  Learn about using video to supplement or
  improve upon your current practices

  Find out how you can save time and money
  while finding the best candidates

  Discover different ways to use video in your
  hiring process
Introduction


  Let’s Start With The Problem

   The traditional hiring process is full of
  headaches from:

        Time Wasted

        Money Spent

        Scheduling Arrangements
The Traditional Hiring Process


 It takes too long.
  On average:

      Recruiters spend about 15 hours per
     week sourcing for candidates

      Phone and first round interviews last
     30 minutes

      It takes 45 days to fill a position
The Traditional Hiring Process


 It costs a lot of money.
  Expensive job posts, advertising, and
 database searches

  Estimate loss of time, wages, and
 productivity by employees conducting
 interviews

 Factor in travel and accommodation
 expenses
The Traditional Hiring Process


 Scheduling is a pain.

  You have to coordinate multiple
  schedules: yours, your staff’s and the
  candidate’s

  Passive candidates may be more difficult
  to coordinate with

  You have to deal with cancellations, late
  and early arrivals, and no-shows

  Cramming multiple interviews into one day
  can be counterproductive
Why Video?


 Video Enhances Paper

  Most employers cite communication skills as the
   most important skill for a candidate to possess

  Studies have shown that people form first
   impressions based 55% on body language

  With video, you can immediately identify candidates
   that possess the communication skills,
   professionalism and candor needed for your open
   position
Why Video?


 Video Saves Time and Money

  Interviewing online reduces 67% of travel costs
   associated with hiring

  Interview 10 candidates via video interviewing in
   the time it takes to interview 1 candidate via phone

  Getting through the process quickly saves you
   time and money
Why Video?


 Video is Convenient

  Eliminates scheduling conflicts

  Available for playback at your convenience

  Promotes collaboration
How to Use Video?


 Profile Videos
  Self-directed 60 second video recorded by
   applicants

  Immediately gain insight on a candidate’s
   personality and communication skills

  Helps narrow the pool of candidates
How to Use Video?


 One-Way Video Interviews

  Known on Spark Hire as Spotlight
   Interviews

  Send text-based interview questions to
   multiple candidates at once

  Receive video recorded responses to
   your questions

  Playback the interviews at your
   convenience
How to Use Video?


 Live Online Interviews

  Connect face to face in a split-screen
   interview via webcam

  Interview is recorded on Spark Hire and
   available for playback

  Cloud-based so there is no desktop
   software to download or screen names
   to remember
Recap


 Let’s Review

 Learn about using video to supplement or improve
 upon your current practices

 Find out how you can save time and money while
 finding the best candidates

 Discover different ways to use video in your hiring
 process
Questions?



         Let’s Answer Some Questions.
Questions?



       Q: How is a profile video better than a traditional resume?
       - Sarah


       • Video is not better than a paper resume alone - it’s not
         meant to replace the traditional resume.
       • It is a way for candidates to enhance the paper resume and
         for employers to see skills not shown on a paper resume like
         communication skills.
       • Considering how highly important communication skills are in
         the workplace, video profiles give a better idea of how
         candidates communicate earlier in the hiring process.
Questions?


       Q: For what type of position is video interviewing best
       suited for? - Jason

       • From what I’ve seen employers are using video interviewing
         for all types of positions.
       • Some companies are using it to interview entry-level
         candidates just coming out of college who might be out of the
         area or even studying overseas.
       • Students studying abroad have interviewed for internships
         while still out of the country.
       • Companies also using it for executive level positions to cut
         down on the cost of travel.
           • With no money spent on flying someone in, they can cut
              down or completely eliminate the cost of travel.
Questions?



       Q: What advice do you have for employers who worry
       about video as a way to discriminate against candidates?
       – Michael

       • Discrimination is always an issue but the truth is that video is
         completely compliant.
       • If you abide by the company’s current policy and act as if the
         video screen is an in-person screen.
       • Video is simply a tool and it’s a tool used to improve hiring
         efficiency. How companies use that tool is strictly up to them.
         If there’s a problem it lies within the staff, not video itself.
       • So if your staff is going to discriminate while using video
         there’s nothing to stop them from discriminating in person.
Questions?



       Q: How do candidates feel about participating in video
       interviews? - Rachel

       • Typically they feel great. The feedback from candidates has
         been very positive. They love being able to interview from
         home.
       • Feedback is especially strong from passive candidates who
         already have jobs and might not be able to do an interview in
         the middle of the day with employers.
       • Video allows candidates to schedule the interview around
         their lives.
       • Candidates also have costs related to interviewing which are
         cut when using video.
Thank You



            Thank You For Tuning In!



                       Check us out at www.SparkHire.com

            Questions or Comments? E-mail us: webinar@sparkhire.com



                     Blog: http://blog.sparkhire.com
                    Twitter: http://twitter.com/sparkhire
                 Facebook: http://facebook.com/sparkhire
                  YouTube: http://youtube.com/sparkhire

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The Power of Video in Hiring the Right People

  • 1. The Power of Video in Hiring the Right People  Webinar Presentation  Speaker: Josh Tolan  Topic: Video in the Hiring Process  Date: May 8, 2012  Time: 2 pm EST / 11 am PST Presented by
  • 2. Introduction The Million Dollar Question  As a hiring authority, how do you find the best and brightest employees? How do you ensure you are filling the position with the right person? How do you achieve these goals in an efficient manner?
  • 3. Introduction The Answer is Video  According to a report by the Aberdeen Group, the use of video in the hiring process increased by 320% from 2010 to 2011.  Why? It works!
  • 4. Introduction Learning Objectives Learn about using video to supplement or improve upon your current practices Find out how you can save time and money while finding the best candidates Discover different ways to use video in your hiring process
  • 5. Introduction Let’s Start With The Problem  The traditional hiring process is full of headaches from:  Time Wasted  Money Spent  Scheduling Arrangements
  • 6. The Traditional Hiring Process It takes too long.  On average:  Recruiters spend about 15 hours per week sourcing for candidates  Phone and first round interviews last 30 minutes  It takes 45 days to fill a position
  • 7. The Traditional Hiring Process It costs a lot of money.  Expensive job posts, advertising, and database searches  Estimate loss of time, wages, and productivity by employees conducting interviews Factor in travel and accommodation expenses
  • 8. The Traditional Hiring Process Scheduling is a pain. You have to coordinate multiple schedules: yours, your staff’s and the candidate’s Passive candidates may be more difficult to coordinate with You have to deal with cancellations, late and early arrivals, and no-shows Cramming multiple interviews into one day can be counterproductive
  • 9. Why Video? Video Enhances Paper  Most employers cite communication skills as the most important skill for a candidate to possess  Studies have shown that people form first impressions based 55% on body language  With video, you can immediately identify candidates that possess the communication skills, professionalism and candor needed for your open position
  • 10. Why Video? Video Saves Time and Money  Interviewing online reduces 67% of travel costs associated with hiring  Interview 10 candidates via video interviewing in the time it takes to interview 1 candidate via phone  Getting through the process quickly saves you time and money
  • 11. Why Video? Video is Convenient  Eliminates scheduling conflicts  Available for playback at your convenience  Promotes collaboration
  • 12. How to Use Video? Profile Videos  Self-directed 60 second video recorded by applicants  Immediately gain insight on a candidate’s personality and communication skills  Helps narrow the pool of candidates
  • 13. How to Use Video? One-Way Video Interviews  Known on Spark Hire as Spotlight Interviews  Send text-based interview questions to multiple candidates at once  Receive video recorded responses to your questions  Playback the interviews at your convenience
  • 14. How to Use Video? Live Online Interviews  Connect face to face in a split-screen interview via webcam  Interview is recorded on Spark Hire and available for playback  Cloud-based so there is no desktop software to download or screen names to remember
  • 15. Recap Let’s Review Learn about using video to supplement or improve upon your current practices Find out how you can save time and money while finding the best candidates Discover different ways to use video in your hiring process
  • 16. Questions? Let’s Answer Some Questions.
  • 17. Questions? Q: How is a profile video better than a traditional resume? - Sarah • Video is not better than a paper resume alone - it’s not meant to replace the traditional resume. • It is a way for candidates to enhance the paper resume and for employers to see skills not shown on a paper resume like communication skills. • Considering how highly important communication skills are in the workplace, video profiles give a better idea of how candidates communicate earlier in the hiring process.
  • 18. Questions? Q: For what type of position is video interviewing best suited for? - Jason • From what I’ve seen employers are using video interviewing for all types of positions. • Some companies are using it to interview entry-level candidates just coming out of college who might be out of the area or even studying overseas. • Students studying abroad have interviewed for internships while still out of the country. • Companies also using it for executive level positions to cut down on the cost of travel. • With no money spent on flying someone in, they can cut down or completely eliminate the cost of travel.
  • 19. Questions? Q: What advice do you have for employers who worry about video as a way to discriminate against candidates? – Michael • Discrimination is always an issue but the truth is that video is completely compliant. • If you abide by the company’s current policy and act as if the video screen is an in-person screen. • Video is simply a tool and it’s a tool used to improve hiring efficiency. How companies use that tool is strictly up to them. If there’s a problem it lies within the staff, not video itself. • So if your staff is going to discriminate while using video there’s nothing to stop them from discriminating in person.
  • 20. Questions? Q: How do candidates feel about participating in video interviews? - Rachel • Typically they feel great. The feedback from candidates has been very positive. They love being able to interview from home. • Feedback is especially strong from passive candidates who already have jobs and might not be able to do an interview in the middle of the day with employers. • Video allows candidates to schedule the interview around their lives. • Candidates also have costs related to interviewing which are cut when using video.
  • 21. Thank You Thank You For Tuning In! Check us out at www.SparkHire.com Questions or Comments? E-mail us: webinar@sparkhire.com Blog: http://blog.sparkhire.com Twitter: http://twitter.com/sparkhire Facebook: http://facebook.com/sparkhire YouTube: http://youtube.com/sparkhire