Is your business making the mistake of wasting time and money on face-to-face interviews?

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Following the integration of video interviewing into the Vacancy Filler Recruitment Software Platform, I have taken a keen interest into the benefits and opinions of Video use during the interview process.

Initially I was looking at Video Interviewing from the angle of ‘saving time’ and ‘saving money’, to which it definitely is supported to do so; however, I came across an article on the Grapevine Website that questioned if “Businesses [were] wasting time and money on face-to-face interviews”.

Now this is an angle I hadn’t considered looking at; is your business actually “wasting” money by not utilising this technology?

The article suggests that “55% of businesses have never used video interviewing Technology despite a third of them describing themselves as tech savvy, and 30% using similar technology such as FaceTime and Video Conferencing”.

Research by Foosle showed that 45% of companies asked don’t use Video Interviewing Technology simply because they haven’t really thought about it before, and 8% felt that the technology was either too expensive or too difficult to use. To overcome these issues, Vacancy Filler have integrated the Video Interviewing technology into their core product that, for a small fee, can be activated should a customer need it.

After 1^st interview stage, businesses will often reject between 50-75% of applicants, which amounts to a large amount of wasted time (considering most interviews are 45 minutes or more) and really does add to the financial cost of the recruitment process.

Using Video Interviewing Technology saves significant time for both the hiring manager and the candidate. It not only helps you to widen the number of potential candidates you wish to review, but provides a realistic alternative to travelling, particularly where long distances are involved. It removes the restrictions of time and location, provides a platform for consistent comparison, allows you to process more candidates and delivers best use of resources and time.

Vacancy Filler Recruitment Software

In summary, Vacancy Filler provides the following features;

Customisable interview questions using either a template or produced from scratch and tailored for the role. Every candidate will have answered the same questions

Two interview modes are available – single-shot for on-the-spot interaction or multi-shot to allow for maximum polish and presentation

Facility for the recruiter and hiring manager to share, collaborate and rate each candidate online for quick and easy shortlisting

Clearly convey your employer brand throughout the selection process by customising the invitations

Candidates can take the interview using their smart phone. You can also review the videos on your smart phone or tablet.

The most efficient way of recruiting both nationally and internationally and independent of time zones and distance

Supports multi language interviews

Collaborate externally, or with people who don’t want to log in – simply send them a secure link

The candidate details and videos are stored securely in an ISO 27001 certified data centre

All data from European users is kept within the EEA

If you are interested in learning more about how our recruitment software could work in your organisation or would like further information on how Vacancy Filler can help you with a business case, then please visit www.vacancy-filler.co.uk or e-mail sales@vacancy-filler.co.uk

Written by Jason Staniforth - Digital Marketing Specialist

RECRUITING NOW - Astronaut

So, you want to be an astronaut?

A colleague of mine passed me a link to an interesting article about how NASA interviews candidates who would like to be an Astronaut.

They talk about “looking for the 'right stuff,' but also trying to get rid of people with the 'wrong stuff,' to summarise the process.

Apparently anyone with a college degree and some scientific experience can apply to be an astronaut. More than 6,000 people applied in 2013, but only eight individuals were selected.

Clearly NASA will invest considerably in each candidate that is accepted citing that it could take up to 10 years before they fly.

For those of us whose feet are firmly on the ground, it appears that their process is not too dissimilar to any other process in that the first round involves an initial set of interviews and in the second round, assessments are conducted by a psychiatrist to determine any grounds for disqualification.

It is not too difficult these days to streamline the recruitment process and integrate testing including psychometric testing to help determine whether candidates are made of “the right stuff”.

After all, investing in developing any employee might not be as expensive as NASAs but it does have a considerable financial impact if you invest in the “wrong stuff”.

The full article can be read here

Or find out more about improving your candidate selection process at www.vacancy-filler.co.uk

Find out how hundreds of companies are finding better candidates

Just as recruitment itself has shifted online, background screening has largely abandoned the pens, paperwork and postmen of old and moved into the digital age. This has created many opportunities to integrate screening into the wider recruitment process, explains Traci Canning, senior vice president and MD for EMEA at First Advantage.

“For employers and recruitment agencies using an applicant tracking system (ATS), integration between the ATS and our online screening platform can significantly improve speed and efficiency within the recruitment process. By linking technologies in this way, the information provided in the online application can be fed through to screening, thereby reducing duplication of effort and opportunity for error. In the case of full integration, the recruiter needn’t access the screening platform at all – everything relating to the screening can be managed from within the HR software they’re familiar with.

Read the full article HERE