Addressing Common Misconceptions about Video Interviewing.
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eBook: Video Interviewing Misconceptions Exposing the misconceptions of video interviewing
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Transcript of Addressing Common Misconceptions about Video Interviewing.
eBook: Video Interviewing Misconceptions
Exposing the misconceptions of video interviewing
© Sonru
Misconception 1: Video Interviewing is the same as Video Conferencing
Unlike video conferencing, Sonru’s asynchronous video interviewing software is built specifically with the candidate in mind and offers HD quality with very low bandwidth requirements. The candidate and interviewer are not online at the same time - eliminating scheduling and reducing the time spent conducting interviews. Sonru video interview recordings can be shared securely with multiple stakeholders to review when it suits them. Find out about the benefits to all stakeholders in our ‘Championing Video Interviewing eBook, here.
No part of this document may be re-used without reference to the source and due credit given.
Over 60% of all Sonru video
Interviews are completed outside
office hours
“Sonru enabled us to give applicants the flexibility to schedule a time that worked for them to undertake the interview and for Managers to then be able to review these sessions at the end of the period to enable a better comparison of candidates.”
Gavin Girling, Human Resources Manager, Perisher
The Differences
At least one hour to schedule and conduct live interviews
Difficult to co-ordinate panel interviews and no facility to comment
Lack of uniformity from one interview to the next
Max 15 minutes to review recording and no scheduling
All candidates get the same role specific, competence based interview
All stakeholders can review and comment any time, anywhere
All system checks carried out in advance of the interview System checks can only take place at the time of the
interview which can delay the interview
Video Conferencing Sonru Asynchronous Video Interview
© Sonru
Misconception 2: Video Interviewing is only for Volume or Graduate Recruitment
No part of this document may be re-used without reference to the source and due credit given.
Video Interviewing is only suitable for young applicants who are internet savvy
Video Interviewing only works for volume recruitment
Only certain industries can implement video interviewing in their recruitment process
Candidates over 55 have increased six-fold since 2011
Video interviewing is a tactical and strategic screening solution used equally across all sectors
Low volume senior roles achieved an 85% completion rate
Two thirds of interviews are for experienced hires
Graduate & Senior roles both achieved
85% completion rates
Only Graduate programmes or entry-level roles use this tool
“The video interview stage is an integral part of the comprehensive recruitment process at CERN, and this applies to all roles, from administrative assistant and firefighters, to engineers, technicians and up to Director level.”
Anna Cook, Deputy Group Leader - Talent Acquisition, CERN
Addressing the Misconception
The Misconception The Facts
Video Interviewing is suitable for all roles, from high volume entry level through to low volume niche and senior roles. In fact, 15% of all Sonru candidates are Internal hires. Sonru video interviewing saves time and money and results in a higher calibre shortlist, regardless of whether you are interviewing one or two senior candidates or thousands of fresh graduates. Find out more in our ‘Role on Video Interviewing’ eBook here.
© Sonru
Misconception 3: Video Interviewing is Cold and Impersonal
Rather than leaving candidates cold, Sonru video interviewing gives recruiters the opportunity to fully engage even more candidates from the very start through immersive employer branding and an enhanced candidate experience. All stakeholders can be involved in the process early on, resulting in tailored interviews that benefit both the candidate and employer. See our ‘Clients Know Best’ white paper, here.
No part of this document may be re-used without reference to the source and due credit given.
“Communicating the PepsiCo Culture through the branding, uploading our own videos and the tone of voice in our email scripts enabled us to automate an important stage of our selection process without compromising on the PepsiCo Touch. Sonru enabled us to keep the customary PepsiCo high touch at low maintenance.”
Dan Fitzpatrick, Talent Acquisition Lead, PepsiCo
The “human” element is eliminated from the process
The company loses a opportunity to build on their image and employer brand
Recruiters can’t make a personal impression, perhaps leaving unsuccessful candidates with a negative image
Client video introductions engages candidates, reassures them and allows for a human touch
Personalised video introductions and notifying candidates in a timely manner will ensure a positive image
Branded accounts and links to your website build on your employer brand and enhance your image
Interaction with candidates from the start via job postings, invitation email, branded account and videos
93% of Sonru candidates would
be happy to complete a video interview again
There is a lack of interaction between the recruiter and candidates
Addressing the Misconception
The Misconception The Facts
© Sonru
Misconception 4: You Need to be Tech-Savvy to use Video Interviewing
No part of this document may be re-used without reference to the source and due credit given.
Candidates need to be experienced with technology in order to gain access to, and complete the interview
Video Interviewing only works in areas with high internet speed
There will be resistance due to fear of technology and change
Sonru is intuitive, simple to use and our 24/7 support team are available should candidates need help
Sonru is simple to use and our Client Success Team will guide you every step of the way
Unlike video conferencing, Sonru requires extremely low bandwidth - only 140kpbs
Sonru is easy to use and our Client Success Managers are there to offer guidance and advice
Less than 1% of Sonru
candidates require
assistance
Recruiters will have difficulty creating interviews, and getting the wider team involved, without technical abilities
“It was incredibly easy to use. Thinking of people I know who were using it, who are challenged by anything vaguely I.T., they used it and didn’t break it, and that’s a good sign!”
National Resourcing Manager, NHS Leadership Academy
Addressing the Misconception
The Misconception The Facts
As mobile device ownership and broadband connectivity approach saturation levels globally, user-centric design means that users don’t need to be tech-savvy to complete or review a video interview. If interviewers and candidates can open an email and click a link, then they’ll be able to complete or review video interview on a desktop or with a mobile device. For insights on how candidates feel about the process, read our ‘200,000 Candidate Insights’ white paper here.
© Sonru
Misconception 5: Video Interviewing Eliminates the Opportunity to Probe Candidates
With Sonru, interviewers are recommended to include a range of open-ended questions to determine the best candidates to bring to the next round. Hiring Managers are encouraged to submit role and technically specific questions enabling a more in-depth interview right from this early stage. Candidates are given the opportunity to elaborate on their responses, show their communications skills and their personality. Best practice tips for setting questions can be found in our ‘Clients Know Best’ white paper, here.
No part of this document may be re-used without reference to the source and due credit given.
Lack of flexibility to ask probing questions and delve deeper into the candidate’s skills and experience
Questions asked are general
All candidates are asked the same questions
Open-ended questions based on your organisation’s role, competency and cultural fit criteria draw out the candidates
Asking the same role specific questions to all candidates allows for fairness and accuracy when comparing candidates
Video Interviewing can serve as a basis to create specific probing questions for the next stage, wasting less time
Recruiters and Hiring Managers set role specific competence based questions resulting in a smaller, better calibre shortlist
Clients report better quality
candidates shortlisted from
the video interview
Cannot clarify candidates responses to the video interview questions
“We are definitely seeing a much better calibre of candidate coming through to the Assessment Centres than we would have without that step [Sonru]. The managers can judge the candidates’ body language and how they approach the question.”
Lindsey Gamble, Global Resourcing Manager, Rolls-Royce
Addressing the Misconception
The Misconception The Facts
Conclusion
Sonru is the trusted global leader and pioneer of automated online video interviewing for screening candidates.
Sonru enables recruiters to replicate a live interview by replacing early stage phone, Skype and face-to-face interviews. Interviewers and candidates are not online at the same time. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates.
With tailored screening questions, interviewers can immediately screen out candidates that do not meet their criteria, shortlisting only the most suitable candidates.
Meet the best candidates earlier in the process, see their fit, personality, drive and motivation, and save time and money.
Sonru has a varied and global client list - read about their experiences here.
Email: [email protected]
Americas [email protected] 1800 274 3710
Australia [email protected]
+61 418 979 199
France [email protected]
+33 18 488 4664
Ireland [email protected] +353 53 927 2000
No part of this document may be re-used without reference to the source and due credit given. © Sonru
Sonru is proud to be part of the change that our clients are making to their recruitment process and we work closely with all our customers to ensure that they continue to reap the most benefits from video interviewing.
Our team would be happy to discuss how Sonru can benefit your organisation and to give you further insights into how valuable video interviewing is for the recruitment process.
Happy Hiring!
About Sonru
Middle East & Africa [email protected]
+9714 441 2358
Singapore [email protected]
++65 8118 9493
UK [email protected] +44 207 100 2859
