This is part 4 of our Tru Recruitment ebook series.

1. e Tru Files
VIDEO INTERVIEWING
4 3.5
TRU HEAT
INDEX
@BillBoorman and Sally Hunter

2. 10 /02
events
8,000field of recruiting. 48
We scoured
presentations and
conversations from
the last twelve
months of TRU
events to bring you
the best forward-looking
ideas in the
attendees Big ideas

3. Video Interviewing /03
New technologies will
banish inefficient (and
awkward) first-round
candidate interviews.
Welcome the new
breed of on-demand
virtual interviewing.

4. /04
efficiency. convenience. consistency. personalization. speed.
candidates
invited to a
first-round
video interview
candidates
record Video
interview
hiring team
review
interviews
hiring team
log comments
hiring team
invite selected
candidates for
an in-person
assessment

5. The first-round interview is a critical way to assess whether an
individual will fit into the culture and tempo of your organization.
The problem: the time required to review 20+ candidates on the
phone (or even worse, in person) delays the hiring process by
weeks or months.
The newest concept of video interviewing is not about conducting a traditional interview via
Skype. Instead a company asks job candidates to pre-record answers to a set of questions (with
one or multiple takes) using a built-in camera on a candidate’s personal computer or laptop.
The idea behind video interviewing is to bypass the needless complexity of scheduling multiple
one-on-one or group interviews with candidates and internal stakeholders; instead the hiring
team reviews tapes on demand.
/05
Job candidates now
regularly use tools
like Skype and mobile
video calling, and are
generally unfazed by
the request to record a
video interview.
Video Interviewing

6. Video Interviewing /06
The technology offers compelling benefits including the following:
Efficiency: Recruiters and hiring managers can review a knock-out question first rather
than sit through an interview that’s crashing and burning. And it’s far easier to pull an attractive
candidate into the hiring process after interviews have begun (whereas now recruiters often
ignore late-but-qualified candidates for fear of derailing the process).
Convenience: No need to synch multiple schedules or fly in candidates. No headaches
due to cancellations or travel delays.
Consistency: Ask the same question of each candidate and compare answers side-by-side.
Depending on the platform you use, you can view opinions from your colleagues on a recruiting
dashboard, and reach consensus about a particular candidate more efficiently.
Personalization: Unlike a phone interview, a video interview offers recruiters and hiring
managers the chance to assess the intangibles like poise and credibility.
Speed: Using traditional interviews, the process can only proceed as quickly as the
recruiter can schedule interviews (two-plus weeks scheduling and interviewing first-round
candidates for a single position). Using on-demand video, a recruiter can handle more
assignments in less time.

7. Video Interviewing /07
While the idea may have seemed far-fetched just a few years ago, job candidates now
regularly use tools like Skype and mobile video calling, and are unfazed by the request to
record a video interview.
What makes on-demand interviewing possible? A bevy of new technologies for hosting
video interviews and managing the process. These platforms can be divided into two
categories: dedicated video assessment tools and recruiting technology suites (of which
video interviews are but one feature).
We expect to see more
and more consolidation
as recruiters and hiring
managers seek out a
unified dashboard—one
solution that aggregates
multiple data flows
(e.g. engagement,
sourcing, screening,
hiring and onboarding).

8. /08
Video Interviewing
Enterprise video
assessments
Enterprise solutions from companies like HireVue, WePow, Take the Interview, LaunchPad and
Asynch Interview offer hosted video interviewing, but also tie in additional data streams such as
content from social channels. Enterprise-ready assessment tools may include:
• Video interviews tied to LinkedIn profiles for a deeper look at a single candidate,
• A branded interface for a seamless candidate experience,
• Dashboards to aggregate opinions from the entire hiring team,
• Live video interviewing options.
Specialized video
interviewing and
assessment tools:
Certain roles require highly
specialized assessments, such
as identifying high-quality
programmers. Interviewstreet
offers a unique video interview
experience: real-time coding
sessions done via phone and a
live-screen view to delve deeper
into job candidates’ abilities.
We expect more of these niche
solutions to become available in
the next two years.

9. /09
Video Interviewing
Integrated talent
assessment suites
The market for talent acquisition solutions is shifting quickly, with smaller players being
bought up and consolidated into larger recruiting technology suites, of which video
interviewing is but one part. Some of these integrated solutions are targeted to small to
mid-size companies (e.g. SmashFly and Eploy), while others like HireVue and WePow are
larger and more feature-rich applications.
We expect to see more and more consolidation as recruiters and hiring managers seek out
a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement,
sourcing, screening, hiring and onboarding). Further consolidation depends on the larger
technology companies agreeing to use an open API, which will enable smaller niche technology
companies to build “add on” solutions—a model used very successfully by Salesforce
in the CRM market.

10. /10
interviewing:
actionable insights
Video interviewing
technology is but one
solution within a much
larger portfolio of talent
attraction and hiring
technologies (a set that
includes applicant sourcing,
tracking, psychometric
and skills assessments and
social recruiting). It’s critical
organizations take a more
holistic approach to talent-related
technology, rather
than considering each
solution independently.
Examine your current
technology carefully. How
much functionality does
your applicant tracking
system (ATS) currently offer?
Does the vendor plan to
add the functionality you’re
shopping for in the next
18 months? Even more
importantly, does it use an
open API to communicate
with other solutions?
An open API encourages
developers to build add-video
on apps (in the same way
Salesforce.com has very
successfully encouraged a
community of developers to
build for its platform).
What will you need in the
future? Estimate what
you will need three years
from now rather than
what you want today. Too
many organizations fail
to appreciate the pace of
change within their HR and
recruiting departments,
and how long it takes to
purchase and deploy a
new technology. Make sure
you’re anticipating what you
may need in three years.
Buy a little or a lot? Will
you use the interviewing
technology exclusively
for candidates you’ve
already selected as strong
contenders, or could you
imagine using it for all
applicants? Will recruiters
have sole access to it, or will
hiring managers also interact
with it? Knowing how you
will use video interviewing
(and how many individuals
will interact with the tool,
both candidates and internal
decision-makers) will help
define how robust the
solution must be.
What technologies
do you need?

11. video interviewing /11
thE #tru story
I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in
1999. I was taken aback by the way discussion flowed and how different the format was to a
traditional conference. I led a track all day under a tree and learnt far more than I gave.
Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November
2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa
and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an
informal spirit of information sharing and networking.
#tru is based on the BarCamp principle, which means that everybody can be an active
participant instead of listening to speakers and watching presentations all day. The emphasis is
on communication and the free exchange of ideas and experiences where the participants fuel
the conversations.
bill boorman

12. video interviewing /12
increasing efficiency
The accessibility and flexibility of video as a screening tool will improve the candidate
experience and make the review process more efficient. The variety and quality of video
interviewing platforms available means that, firstly, this platform is a vehicle to deliver bespoke
positioning via video content that can really showcase an organisation. Secondly, once the
candidate has reviewed and digested your brand via the video content, they are then invited
to record their question responses – most importantly in their own time and at their own pace
– this empowers them to commit to the process and give their best performance. At no point
does this involve trying to arrange a telephone or face to face interview, quite the opposite –
the recruiting delivery team can then review the responses in a structured and time efficient
way. They can also send short clips of the interview to Hiring Managers as part of the short-listing
process – which means it’s interactive and engaging for Candidates and Hiring Managers.
It would be a mistake for organisations not to consider adding this interactive and efficient
approach to their recruitment models moving forward.
Sally Hunter
SallY Hunter,
RPO Practice Lead EMEA
for the Kelly Outsourcing
Consulting Group
Sally is responsible for the
RPO proposition from client
relationships via the account
management team to consulting
on HR transformation. She has
extensive experience in the
human capital sector, including
leadership positions within
strategic account management
for staffing providers to
operational delivery. Sally has
also been on the ‘buy/client’
side leading transformational
efficiency projects, that have
included the outsourcing of
large scale recruitment and
learning operations. As an
independent Consultant, Sally
has worked with a number of
clients to build the business
case for change and shape
their HR model in the context
of outsourcing partnerships.

13. For more thought leadership go to talentproject.com
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e Tru Files
CANDIDATE EXPERIENCE
2
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e Tru Files
CULTURE BRANDING
5.0
TRU HEAT
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e Tru Files
MOBILITY
5
3.5
5.0
5.0
About Kelly Services®
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a
comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,
temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to
approximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect
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This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party.
All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2014 Kelly Services, Inc.
TRU HEAT
INDEX e Tru Files
HIRE WORK, NOT WORKERS
8
TRU HEAT
INDEX
e Tru Files
ASSESSMENTS
3
4.0
TRU HEAT
INDEX
e Tru Files
SOURCING TECHNOLOGY
6 4.0
TRU HEAT
INDEX
e Tru Files
GAMIFICATION
9 3.5
TRU HEAT
INDEX
e Tru Files
VIDEO INTERVIEWING
4
3.5
TRU HEAT
INDEX e Tru Files
NEW ROLE OF THE RECRUITER
7 TRU HEAT
INDEX
e Tru Files
SOCIAL RECRUITING PERSONALIZATION
4.0
TRU HEAT
INDEX