We are in the middle of a talent acquisition revolution, with video taking its rightful place in the hiring process as a powerful recruiting tool. According to a recent Aberdeen report, 65% of respondents indicated that they are planning to invest in video recruitment tools “in order to improve a strategic talent pool.”
There are a number of business reasons that organizations are moving to adopt video technology within their recruiting processes. First of all, there is a notable correlation between the use of video recruitment tools and an organization’s ability to achieve recruiting key performance indicators:
With a strategic, business-driven approach to video, 81% of organizations were able to achieve organizational key performance indicators (KPIs). Additionally, organizations were two or three times more likely to improve recruiting (time to fill, cost per hire, hiring manager satisfaction) and business metrics (customer retention and customer satisfaction) after implementing video.
Aberdeen also has found that organizations that are developing future-oriented talent acquisition strategies are far more likely to utilize video than their less strategic counterparts: “54 percent of organizations that are adopting video have a continuous or long-term talent acquisition strategy in place, compared to 18 percent of organizations not leveraging video.”
Technology and the world of recruiting have changed dramatically in recent years, giving employers access to better and more powerful recruitment tools. Now is the perfect time to dive deeper into modern video technology to see what video can do to support your recruiting staff, your candidate engagement, and your bottom line.
Video’s Place in the Modern Recruiting Process
This white paper will explore recruitment processes that video technology is optimized to provide:
Video as a Candidate Engagement Tool
Video as a Screening Tool
Video as an Interviewing Tool
Video as an Onboarding Tool
Video as a Candidate Engagement Tool
Human resources personnel have already embraced video, with many major employers leveraging video tools within the company’s career website and job postings. Employers are using video to educate applicants, and are reaping the benefits of a more engaged and informed applicant base.
Employers who have not yet adopted video resources to complement their job postings should take a moment to contemplate the potential of this popular tool. Embedded videos within the company career website or job posting allow organizations to showcase their corporate culture or promote a specific job opening to prospective candidates, as well as to increase candidate engagement with the company’s employment brand.
Promote Company Culture and Goals
Video technology allows employers to show what success looks like at their company. Employers may highlight the tools and opportunities available to employees to help them meet and exceed corporate goals.
Promote a Particular Department, Team, or Position
Do you have a particularly hard-to-fill opening on a stellar team? Video technology allows applicants to “meet” the hiring team or their potential future coworkers.
If an applicant likes what he or she sees in a promotional video, the applicant will be more likely to apply to a job opening or connect with the company for information regarding future opportunities. After an applicant has completed an application, video recruitment technology can help recruiting staff discover more about the applicants in their talent pools.
Video as a Screening Tool
In the past, video has had a strong niche as a screening tool: Reels, demos, and/or sample media have been a regular part of the screening process for actors, animators, videographers, and other roles that require demonstrable video skills or an effective on-screen presence. Interest in video screening tools, which may be branded as video cover letters, video resumes, or asynchronous video interviews, has increased as employers explore the benefits that video provides during the initial stages of candidate review. According to an Aberdeen report, organizations have observed that video interviewing tools, including these asynchronous video tools, transform traditional processes “by reducing costs, improving the candidate experience, and aligning HR strategies with business objectives.”
Video screening tools provide recruiters and hiring managers with a chance to learn more about applicants in the interest of identifying top-tier talent. By requesting personalized video responses, recruiters challenge candidates to showcase skills and their overall interest in working for the company. Ultimately, these efforts save recruiter time and money, as video materials demonstrate candidate skills required for success within the company.
Discover Soft Skills that Prove Candidate Qualifications
Candidates who respond to questions like “Why do you think that you are a perfect cultural fit for our company?” demonstrate their skills with research (how well they understand the company’s specific culture) communication (how they organize and articulate their ideas) and creativity (how they take ownership over the task at hand).
Discover Hard Skills Related to Video and Media
For jobs that require the ability to make or give presentations, or specialized media roles that require video experience, candidates may demonstrate their appropriateness for the role by uploading a portfolio of their best work or creating a sample demonstration specific to an employer request.
Discover Candidate Passions and Talents
In an increasingly impersonal world of email and resumes, video screening tools show candidates that you are interested in more than just a bulleted list of career facts. Candidates who submit a video also allow recruiters to cut to the chase during further screening and interviewing; all parties may reference the candidate video as a shared starting place for discussion.
Video as an Interview Tool
To save money and improve efficiency, companies are also turning to video technology as a dynamic interviewing platform to conduct long-distance and/or high-convenience interviews. While asynchronous technologies, such as those mentioned in the section above, may carry over to the interview stage by allowing candidates to respond to a recruiter’s questions, synchronous video technologies may also be used for a real-time discussion.
Video interviews can promote a less-stressful experience for candidates, as the candidate can choose to participate from a comfortable environment, like a home office. Additionally, live video interviews provide the same conversational benefits of an in-person interview, allowing the participants to speak fluidly among each other.
By reducing travel and in-office waiting time, video interviews allow for a more streamlined scheduling process for busy hiring managers and other key stakeholders in the hiring process. Video interview capabilities also may allow multiple interviewers operating from different locations to interact with a candidate for a streamlined experience.
An additional benefit on the employer side is the potential for enhanced alignment of questions based upon easy access to interview notes and question lists. Interviewers may display supporting materials or access reference materials on their screen as part of the technology supporting an interview process. These interviewers may reference their notes quickly and easily without breaking the stream of conversation.
Finally, once the relevant stakeholders have selected the best candidate for the job opening, this candidate ideally signs an offer letter and becomes a new hire.
Video as an Onboarding Tool
Video technology serves as a powerful educational tool for employers that can be leveraged both prior to and immediately after a new hire’s start date. These embedded videos help the new hire hit the ground running, allowing them to get to know their new company and team prior to their official start date in their new role. Clients can even personalize the new hire experience, displaying videos specific to the new hire’s role or department alongside more general company educational materials.
Onboarding videos can be made available optionally to new hires to browse at their leisure, or they can be tied to specific deadlines in the case of video training materials.
Video technology provides benefits to employers throughout the application and onboarding process.
The Business Value of Video Recruitment
In addition to the statistics cited earlier, recent studies by Aberdeen suggest that organizations that use video as part of their recruitment screening and hiring process realize a number of cost-saving benefits. The majority of organizations reported cost-saving improvements as a result of video recruiting tools, with a number of organizations realizing additional benefits:
Nearly half of the organizations using video reported an improved cost-per-hire, and more than half saw an improvement in the time it takes to identify qualified candidates in the first place.
In short, organizations using video are not only significantly more likely to have a future-oriented talent acquisition strategy and to achieve their organizational KPI, but they also report a number of benefits on a day-to-day scale associated with the use of video technology.
How iCIMS Can Help
iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent. iCIMS empowers companies to manage their entire hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,500 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers.