12/05/2020

Pre-recorded video interviewing involves candidates answering pre-set questions while recording themselves doing so. The recruiter or hiring manager will set up the role and questions on their Platform and invite candidates to complete the Pre-recorded video in their own time. The applicant receives a link which will allow them to complete the recording via PC, laptop or mobile device with automated online software.

There are many benefits to pre-recorded video interviewing in recruitment. They allow those involved in hiring decisions to assess personality and cultural fit, along with candidates’ communication styles. They increase flexibility for both candidates and employers – allowing candidates to record their responses in their own time, and allowing hiring managers to review and share those responses as needed.

Video Interviewing in recruitment helps to streamline shortlisting decisions as those involved are basing their decisions on more than just a CV. Pre-recorded video interviews can lead to increased candidate engagement – with fewer no-shows at face-to-face interviews. Due to the pre-set nature of the questions, pre-recorded video interviews also reduce unconscious bias, and the ease of use and adaptability of question content ensures that hiring managers are able to vary the questions dependant on the role.

Even with all these benefits, there are naturally some areas that pre-recorded video interviews are limited. As with all technology, there can be occasional hiccups which can be managed, and candidates are generally nervous and awkward when completing them. These elements should both be taken into account when reviewing responses. When comparing pre-recorded video interviews specifically with live video interviews, the one-sided nature means that there is no ability for either party to ask follow-up questions. Finally, there is an initial outlay of cost and time to set up the pre-recorded video interview technology, which should be taken into consideration.

Over the years, Acworth Recruitment have tested and utilised several methods and styles of pre-recorded video interview. We feel that how we utilise the VidCruiter Platform provides exceptional flexibility and simplicity for both our candidates and our clients. We are able to adapt the style of pre-recorded videos – including when we progress candidates and how we send reminders. In addition, we can customise the question content, number of questions, number of attempts and how long they have to consider their response before recording begins.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you from sitting through hours of Recruitment Video Interview provider demonstrations, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

An applicant tracking system (ATS) is online software that manages the recruiting and hiring process, including job postings and job applications. It organises and provides searchable information about applicants. As its name implies, an ATS tracks candidates through the recruitment process.

Here are 3 ways to make sure your ATS makes life easier for BOTH hiring managers and applicants:

1. Automate what you can, but stay involved with what REALLY matters.

Yes, it makes sense to automate job listings to different websites/job boards or send out standard replies for applicants during some stages of the process. But don’t rely on keywords to choose the best applicants. You don’t want to dismiss potentially great candidates because they don’t use the exact same words on their resume that you program into the “system”. We’ve all hired gold employees that could easily have been missed without experienced human eyes and intuition.

2. Don’t make applying through your ATS a chore.

What exactly is your ATS asking applicants to fill out? Is it asking the same questions most already have listed on their resumes? Is it asking questions that are too open and require wordy responses? Make it easy for applicants to apply. The system should be simple and intuitive using a combination of question types and drop down responses.

3. Keep it simple.

Don’t go overboard trying to capture every single piece of information from candidates. Rather, you need to focus on what is important information that you need to find out about candidates for this job – and to help the recruitment manager to make decisions on who is most likely to be a great fit. Candidates get frustrated when they have to “keep jumping through hoops”. So, minimise the number of steps in the recruitment process. No one likes wasting time – recruitment managers, nor applicants.

An ATS can be an important and useful tool in the hiring process. However, it is critical to understand that how you hire impacts who you hire and to make it a great experience for them

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews.

We do not utilise AI technology to screen resumes, thus ensuring that potential “gold candidates” are not discounted immediately.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give  Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here