Kim Acworth (our Founding Director) and Dan Buzer (from The Profit Mechanics) discuss the process in this short video……
Acworth Recruitment utilise an integrated online platform to capture important information from job applicants in an efficient and cost effective manner……
Along with recorded video interview technology…..
Allowing our clients to access the quality and detailed information they need to make good decisions when employing staff within their businesses.
As mentioned in our previous article, a good recruitment process ensures that the time you spend screening, shortlisting and interviewing candidates is used effectively – so that you can focus on your business. It also ensures that your search for viable candidates is as efficient as possible.
Does your recruitment process look something like this?
The average time to fill a given position is 42 days – which is six weeks… and then you need to take into account notice periods. It could be two months or more to actually have someone in the role.
If you’re undertaking the recruitment activities yourself, you need to fit them in around your normal work schedule and responsibilities – and ensure that all decision makers are informed. This often means extra work after hours or on weekends to keep up with candidates as they come in.
One option to help with streamlining your recruitment process is an Applicant Tracking System, but these take time to set up correctly, and do come with an added and on-going cost which may not be needed in a small business who do not need to hire often.
The other option if you don’t have the time to screen candidates is an external recruiter. There are a few options for external recruitment companies – there are companies who provide a shortlist from their database and charge based on a percentage of the salary, others charge with a set fee model, and some act as an outsourced option and charge an hourly rate for work carried out.
Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model and over 7 years of experience using a highly streamlined recruitment process to share detailed information on quality candidates. Our recruitment process looks something like this:
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
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
Employing the right people for your organisation is vital for the success of your business. Recruiting and training new staff is time consuming and costly, so you need to make sure you get it right the first time.
You should take the time to develop a strong recruitment process to ensure that you not only find quality employees, but also save time and money on replacing and training new people. A good recruitment process also ensures that your search for viable candidates is as efficient as possible.
The first step in any recruitment process is knowing the skills and experience that the new employee NEEDS to have in order to do the job. So having a Job Description for the role really is a must – and also plays an important role when undertaking staff Performance Reviews…and in the event you need to Performance Manage an employee.
The next step is creating a job advertisement that will attract the RIGHT candidates. You should promote the specific & relevant criteria and responsibilities of the role – along with the benefits of working for YOUR organisation. Remember, it is an “advertisement” and you are trying to attract top quality candidates to apply.
Step 3 is Screening and Shortlisting. To assist with shortlisting, you need to ensure that you have a screening system in place. Use a systematic set of questions (such as an ATS) to determine if candidates are suitable for the needs of the role, and implement skills testing where applicable. You could even use Video Interviewing as part of the process to check for communication skills and cultural fit. These steps ensure that you are choosing people to bring in for interview based on relevant metrics rather than a ‘gut feeling’. Making decisions just from a candidate’s resume, is VERY restrictive.
Finally, you need to consider your interview process. It’s a good idea to have a set list of interview questions prior to meeting with candidates. This way you know that you are asking relevant questions to ascertain the right fit for the role. You should consider asking behavioural based questions, and ask candidates to provide actual examples of what they did in previous work situations.
Implementing a quality recruitment process to help you find great employees now will save you time and money on replacing and training new people in the long term.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Acworth Recruitment has over 7 years of experience using a highly streamlined recruitment process which is both efficient and effective, while also involving our clients in the shortlisting process by providing highly detailed information on quality applicants.
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
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:
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.
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.
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
Having made use of automated Video Interview technology consistently for over 6 years, we know our clients can really see the value it brings – not just in getting to know candidates better, but in streamlining their recruitment activities in a shorter and more engaging way for both applicants and the company – thus saving them time and money.
The average time to recruit in 2019 was 42 days – or 6 weeks. Using Video Interviewing technology as part of our everyday process, Acworth Recruitment takes an average of just 4 weeks working alongside our clients to find the right employee for their needs.
So, how do they actually help with shortlisting?
Video interviewing provides candidates the ability to showcase their knowledge and personality through more than just their resume. A resume a snapshot of a candidate’s employment history, but it generally doesn’t show whether a candidate will fit your organisational culture.
Video interviews also provide insight into a candidate’s communication style – especially their ability to respond to generalised and basic questions. In many roles, employees will be in contact with customers, and therefore the role will have an expected level and style of communication. Video Interviews allow those involved in hiring decisions to quickly assess if candidates meet this requirement.
Video interviews can also show a candidates’ presentation. While not as formal as a face-to-face interview, video interviews have some formality to them. If a candidate is unwilling to represent themselves in the best light for a Video interview when applying for a role – how will they represent the company? While this is a harsh generalisation, it can be important to consider for some roles.
Finally, video interviewing is something which most people have never experienced before. A candidate’s willingness to interact with new and different technology during the recruitment process may indicate their willingness to adapt to change within a new workplace.
With this in mind, hiring managers are able to collate a streamlined shortlist based on communication, personality and presentation (along with general suitability for the role) for multiple candidates– all without taking hours for telephone screening or to meet with them in person.
For some of our high volume roles, ensuring that our clients gain a solid understanding of candidates prior to a face to face interview is vital. Entry level IT roles for example, often receive hundreds of applications with perhaps 20 who actually meet the requirements of the role. Rather than spend 30minutes on the phone with each of those 20 candidates, we ask them to complete a pre-recorded video interview which we can share directly with our client. Based on these 20 or so pre-recorded Video Interviews, our clients generally meet with between 1 and 4 candidates for face-to-face interviews.
Video Interviewing in recruitment is becoming more and more common. Around 60% of companies use them as part of their general recruitment process. To ensure that you are able to access the widest pool of quality candidates while still being able to shortlist effectively, you may want to consider adapting your recruitment process.
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
As we’ve covered in our previous blogs, recruitment video interviewing provides candidates the ability to showcase their knowledge and personality through more than just their resume, which in turn helps to streamline the recruitment process and identify quality candidates. We have also covered the two main types of Video Interviews available – Pre-Recorded and Live.
Finding the right online Video Interview software can be difficult, as there are so many options which can fulfil different needs. As with choosing the right ATS, ensuring you have the access to the features you need is very important.
After mapping out your current process and working out what your current and future needs are, it is time to evaluate software options based on your budget.
When choosing the right software to fit your Recruitment Video Interviewing needs, there are 4 things you should consider:
The importance of the answers to these questions will depend on your needs.
If you only need Pre-Recorded Video, then it does not matter if there is no ability to record a Live interview.
Conversely, if you only require Live Video Interviews, then the ability to customise Pre-Recorded Videos will not matter as much.
Regardless of your needs, you will want to ensure that all people required in the recruitment process are able to be involved for streamlined decision making.
With Video Interviewing the data security and video hosting are very important considerations. You need to ensure that candidates’ responses are protected, and you also want to ensure that the video hosting and storage are cloud based so that you do not need to download and store every video in order to view and share them with relevant decision-makers.
If your needs include Pre-Recorded Video Interviews, you will want to ensure that there is 24/7 support available for candidates who may choose to complete the step at any time. If you require Live Videos, then you will need VERY responsive IT support if issues appear for any person involved in the Live Video.
The decision making for hiring managers benefits strongly when candidates are more natural and comfortable in their video interviews. As such, candidate experience is VERY important. Video Interviewing can be a daunting process even if candidates have experienced them before. To ensure candidates’ highest level of engagement and most natural responses, the video interviewing system must be easy-to-use and accessible across multiple devices.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Kim is a recruitment expert and director at Acworth Recruitment. 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 us a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.
Find out more Here
There are many types of recruitment video interviewing platforms available with a variety of names, features and price brackets. To keep things simple, we will share our expertise on the general differences between Pre-Recorded and Live video interviewing, along with how they can be used to streamline your recruitment process.
According to Software Advice, 60% of hiring managers and recruiters were already using video interviewing for job interviews before Covid19. Video interviews (both pre-recorded and live) assist with reducing time-to-hire while also creating an innovative way to engage with candidates.
Pre-recorded video interviewing
This method generally involves candidates answering pre-set questions while recording themselves doing so. The recruiter 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.
Pros
Cons
Expert Insight:
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.
Live video interviewing
This type of video interview is more like a traditional interview, with both the employer and candidate interacting in “real time”. There are a number of live video options available, but some of the most common ones are Skype and Zoom. There are also specific recruitment based online conference-room options available, which have the ability to record the live interview to enable sharing the recording for review and collaboration in the decision making process.
Pros
Cons
Expert Insight
We have always worked with clients having different needs when it comes to interviews. Often with candidates interstate or decision makers being in different locations, the best option has been to utilise video interviewing/conferencing software. We have seen businesses use ZOOM, Skype and Go2Meetings. For the purposes of holding an interview where there is usually only 2-3 people involved, the free user options are all adequate and certainly do the job.
With Covid19 social distancing requirements, you may need to make changes to your recruitment process. Video Interviewing, both live and pre-recorded, will allow you to make informed shortlisting choices and keep your company growing to meet demands. In the long term, Video Interview technology ensures that candidates remain engaged and all stakeholders in the recruitment process can be involved in the shortlisting decisions – no matter where they are.
Whilst video interviewing adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as an applicant tracking system (ATS) and skills testing should be considered within your recruitment strategy.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Kim Acworth is a recruitment expert and director at Acworth Recruitment. 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 a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.
Find out more Here
We recently worked with a client who needed team members and fast! They were concerned about the current social distancing rules and how they could recruit in this market. We talked about video interviewing for recruitment. At first, this client was resistant but, as we shared, Acworth Recruitment have successfully been using Video Interview technology as part of our recruitment process for over 6 years. In that time have come across a number of misconceptions from both candidates and employers. By sharing these with our client they were in a position to make an informed decision, here is what we shared:
Myth 1: Candidates don’t like them
Fact: Yes, the thought of a video interview can be daunting – especially if a candidate has not taken part in one before. However, ALL interviews are daunting and this doesn’t stop candidates from attending them. Acworth Recruitment have been using Video Interview for many years, and find that our candidates are generally happy to be able to represent themselves rather than rely on us as the recruiter to provide a faceless report. It’s been found that 97% of candidates surveyed would be “happy to complete another video interview in the future”.
Myth 2: Video interviews are impersonal
Fact: Live Video Interviewing are actually very similar to in-person interviews in the sense that everyone involved is able to connect “face to face”. Pre-recorded Video has the potential to feel a little impersonal in comparison, but allows the candidate to become more ‘real’ than a traditional telephone interview
Myth 3: It fosters discrimination
Fact: The structured and pre-set nature of pre-recorded video actually REDUCES unconscious bias and discrimination. With every candidate answering the same questions with the same time limits, there are no subconscious changes in questions or allowances made. While you will need to ensure you questions follow relevant anti-discrimination laws and policies, the use of video for talent acquisition is not discriminative by nature. We have actually found that it allows immigrants and new-to-Australia citizens to demonstrate their communication skills, which quickly removes any concerns our clients may have had.
Myth 4: It’s only useful when hiring non-locals
Fact: While video interviewing can be useful to engage international or interstate candidates, that doesn’t mean that it’s only focused on that. Acworth Recruitment has clients across many industries hiring for a variety of roles. There have been no restrictions with which roles or industries we have successfully implemented Video Interviewing for. It’s also useful for national organisations with interstate offices who want to involve Head Office in one state with the managers and candidates in another state.
Myth 5: We’ll just use Skype or Zoom if we need it, it’s basically the same
Fact: We know that Skype and Zoom are useful, but Recruitment Video Interviewing is designed for interviewing rather than holding a meeting – which ensures there are a number of useful features that focus on recruitment, including the pre-recorded video interview option. Video interview platforms are built with collaboration in mind, which assists in streamlining hiring decisions
Myth 6: It costs too much
Fact: Video Interviewing providers offer subscriptions which are scalable to your needs and budgets. While there are some platforms which are aimed at larger organisations with larger budgets, you will still be able to find out what options there are for your budget.
Myth 7: Video interviews are more trouble than they’re worth.
Fact: They’re easier than you think. Video interviews are an investment that can actually save companies (and candidates) time and money on travel associated with in-person interviews. As they are cloud based, they take little effort to set up, and candidates generally already have everything they need to take part in a video interview (a computer/ smartphone/ tablet and an Internet connection).
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Kim Acworth is a recruitment expert and director at Acworth Recruitment. 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 a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.
Find out more Here
Applicant tracking systems (ATSs) are powerful online recruitment software applications that help organisations attract, engage, shortlist, select, hire, and on-board employees. A good ATS also helps improve the quality of hires, maintain compliance, and informs decision making with quality recruiting data. This will ensure that your recruitment processes are more efficient and effective – thus saving you time, money, and the need to re-advertise.
See how to decide if you need an ATS implemented in your business.
Finding the right online ATS can be a mind-boggling mine field. Choosing the wrong software can be detrimental to your brand, as well as a waste of time and money.
Here are some critical aspects to consider when choosing the right ATS for your business:
Map out your process
Whilst your recruitment process will often vary depending on the role and its requirements – and it should – you need to know the general methodology your business follows. Where do you advertise? Do you post on social media? How do you carry out first round screenings of applications? What is the second round of the shortlisting process? How do you conduct interviews? How many people in the business are involved in the decision making for appointments?
And then map out what changes or additions you want to make to your hiring process – i.e. how do you want to utilise an online ATS to streamline and improve your recruitment?
Know your budget
Before selecting an ATS, keep in mind what you are wanting to achieve in your recruitment process – and what problem you are trying to solve. Will you get value for what you spend? Confirm how the product is charged – the number of user licenses, job postings, and other candidate management options – as well as customisation, implementation, training and support. These factors will directly impact on the price, and your purchase decision.
Evaluate Software Options
Most ATS providers claim their online software is easy to use, has all the bells and whistles, and offers tailor-made solutions – but no two are the same, and they can never be taken on initial face value. Take time to research, evaluate, and compare multiple ATS options. Put together a list of questions to ask of the providers and make the most of their demos. You can also take advantage of the free trials that most vendors offer.
Mobile Functionality
Mobile recruiting is no longer a luxury, it’s a necessity. You, the candidates, and any other decision makers want and need full capability and access to the ATS wherever you may be. Make sure the ATS system you choose has a mobile version, so access can be made at any time.
Implementation, Service, and Support
You want an ATS to have the desired features and functional capabilities – but you also want those to be EASILY implemented and customised as well. It can be extremely time consuming and frustrating setting up the recruitment process with the required automations – as well as making changes down the track. Ensure that you know what support the vendor will provide for implementation, as well as ongoing service and support. See how to utilise your applicant tracking system so it is not a negative for applicants
Data Security
Privacy Acts and Policies place a legal requirement on businesses to ensure that personal information is secure. You need to make sure that any data you have in the ATS is secure in the cloud. Recruitment processes require a significant amount of personal and sensitive information that is for you and your business’ reference only. Make sure the ATS complies with current Australian legislative requirements.
Whilst an applicant tracking system adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as video interviewing and skills testing should be considered within your recruitment strategy.
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 – Saving you from sitting through hours of ATS provider demonstrations, analysing each ATS functionality, 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 us a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.
Find out more Here