Source | xobin.com
Recruiting new talent for any company is a long and rigorous process. In larger organizations, it usually starts with the hiring manager submitting a job opening for approval by the finance or HR departments. Following that, the company will need to write an accurate job description that will best reflect the role and the qualifications needed to succeed in it. Then, it’s time to post that description on job boards, social media, and other sources — a task that is done either by the company’s in-house recruiter or by a retained executive search firm, should the company decide to outsource the recruiting process. Either way, all of these tasks are done before the company has even one qualified candidate for the role.
Once all of this is done, the hiring process can begin. According to a Glassdoor study from 2017, the average time-to-hire in the US — the time from which the first candidate applies to when the vacancy is filled — takes 23.8 days. This may not seem that long, but when looking at specific states and professions, the picture is not encouraging. For example, in Washington DC the average time-to-hire is 33.2 days while hiring either a professor or a business system analyst will take 60.3 or 44.8 days respectively. Those days where the role stays open, on top of the time it takes to advertise the vacancy are making the company lose money. However, companies willing to adopt new technologies may be able to save both time and money in the hiring process.
You may already be using a remote video interview tool in your company, such as Skype or Zoom. Even if this is not a common practice in your workplace, most people have experienced some form of the video call in their lives, whether it’s using FaceTime with a family member, or Google Hangouts with a colleague from another country. The advantages of online interviews include the ability to assemble an interview panel more easily, connect with remote candidates, and more. However, recently there have been even more developments in the world of video interviews for recruiting, with pre-recorded video interviews.
Using dedicated software, hiring managers can record their questions in advance and send them to candidates, who, in turn, can record their answers in the comfort of their own home and on their own time. Hiring managers can then view the answers as many times as they wish, share them with other team members and compare the answers with other candidates. Below we’ll explore the benefits of pre-recorded video interviews in-depth, as well as look at the disadvantages, so you can have the full picture and make an educated decision about this tool.