A recruitment process is undoubtedly very time-consuming. Everyday, many hours are spent on calls, professional history analysis, and face-to-face interviews. The sum of all these steps can even become a considerable expense for the company that needs to give up time, resources and employees in order to accomplish the task well.
With this, managers and leaders began to look for some alternatives in the market that solved these questions, while presenting good results. Because of the advancement of technology, several programs, and platforms have been developed to optimize time, both in recruitment and in activities related to the process, bringing more savings to the organization, which focuses on other priorities.
One of the most powerful tools to fulfill this function is video call. Quick and extremely simple, they stand out as internal facilitators, but they also do not leave the candidate in the hand. To see how they work and what are their various benefits, just follow the reading of this article.
How does video recruiting work?
Video software can be developed according to the needs of the company. After all, each organization has its own particularities regarding recruitment, and all the details of the digital platform must be adapted to that reality. In general, it is possible that the interested parties sign up to undergo an initial screening.
You are then invited to make a video presentation. Recording can be done from anywhere and at any time, just that the applicant has a good connection to the internet and a camera in the computer available. Within this pre-interview, some questions from a roadmap previously prepared by the Human Resources sector should be answered, and further analysis is undertaken.
Sometimes it is also possible to schedule a real interview if it is a company preference. In any case, the content is saved on the platform and can be accessed by other collaborators, leaders, and managers, as long as they have access to the software. This way, it is easier to assess the candidate’s profile and have multiple opinions to confirm that he or she really fits for the available position.
Why is it used to optimize time?
Just as Smartphones and instant messaging applications can optimize internal communication time and keep employees more connected, video software can preserve the benefits, but with a focus on recruitment and selection processes.
In addition to greatly facilitating the availability of competitors for the interview, it makes the evaluation of each of them much more accurate. Videos can be watched and shared by several people at the same time, at a time where each person will see different details.
This makes the choice more appropriate and the analysis process takes much less time. The time devoted to interviews and tests is reduced and only extremely necessary face-to-face meetings are scheduled, such as to determine the final verdict regarding the candidate.
Those who were not selected at that time can have their videos stored in a database for any queries, as several possibilities can open in the company over time. Thus, it is also easier for recruiters to seek relevant stakeholders, who already have a rough profile to what is required in another situation.
What can be evaluated during recording?
Often, physical interviews require a high level of attention from the recruiter. He needs to be alert to the candidate’s language, posture, skills, and resourcefulness, and with so much detail to be considered, something can often be left out. In addition, it is difficult to keep focused on everything and still make notes, and the sum of these factors makes many interviews extremely long and tiring.
That’s why a video interview can also optimize time and selection steps: they allow different features to be evaluated at a time, whether in a single recording or multiple, depending on what is determined for online recruitment.
For example, after the pre-interview interview, the company may request the candidate a video in which the fluency of a second language is proven. In other cases, technical and specific job inquiries can be made to test knowledge and skills. The best thing is that after sorting videos received, it is easier to compare the candidates to watch them again, being much better than calling them in person and having to deal with time slot and more time lost.
What other tools help you optimize time?
With video capabilities, other tools can be used to search for optimization of recruiting processes. There is other software that allows for the behavioral analysis of candidates, who apply specific tests of knowledge and who can even do an initial screening of the competitor’s professional history.
In a world so connected to technology, social networks should not be left out of the analysis of the process. This does not mean that the candidate should be scrutinized for their entertainment and leisure preferences, but for their professional behavior in specific networks such as LinkedIn.
After applying video interviews and other technological options, it will be time to invite the candidates to attend the company. Thus, to help eliminate competitors and further narrow the desired profile, group dynamics and psychological tests can be applied as a way to evaluate both the individual performance and the team posture of the candidate, essential items for any professional to fit well within an industry.
Also consider that by the time you reach this point, the candidates will already be well acquainted with the proposal and the organization, due to their initial contact via video interview. After all, the tool can also serve as a way to present the company, industry, position and all other essential hiring details, saving even more time in the final decision.