a fast track guide to video interviews (webinar)

A Fast Track Guide To Video Interviews

W E B I N A R

P R E S E N T E D B Y S P A R K H I R E

Today's Speaker: Josh Tolan

Founder and CEO of Spark Hire Came up with the idea 1 month aftermy 21st birthday Former college athlete who enjoys fitness, anything competitive, and recently became a huge dog lover because of our family dog, Jaxson

A Fast Track Guide To Video Interviews - Copyright 2017 Spark Hire, Inc.

About Spark Hire

Founded Spark Hire in 2010Launched in 20123,000+ customers w/candidates completing interviews in more than 100 countriesWe’ve scaled the company tremendously (~30 team members and profitable with no venture funding)


What are we going over today?

Types of video interviewsMyths and realitiesReal world examplesActionable checklist (Don't miss this)Q&A


Jaxson, Chief Dog Officer @ Spark Hire

The infamous question...

How is this different from Skype?


Video interviews ≄ Video chat ≄ Video conferencing

Video interviews - recruitment (Spark Hire)

Video chat - personal use (Skype, Google Hangouts, Facetime)

Video conferencing - collaboration and general business (GoToMeeting, WebEx)


Types of video interviews


Live Video Interview One-Way Video Interview

What is a live video interview?

Connect face to face with your candidate on videoMost comparable to video chat and video conferencing because it’s live Purpose-built for recruitment w/specific features and support


Built for recruitment

Branded for a positive and professional candidate experienceRecorded for improved collaboration and referencing in the futureCloud-based (no software to download, no adding to contact lists)Full platform built for recruitment (surrounding features and tools and plus all of your interviews stored in one place) Support for your team and your candidates


"Most organizations use live video interviews later in the hiring process when they’re unable to meet with a candidate in person.

Sometimes it’s because the candidate is far away. Sometimes it’sbecause you’re far away. Sometimes it’s more convenient or

because something pops up. Maybe you still fly people in, but now you can narrow that shortlist down first."

Where does this fit in the hiring process?

What is a one-way video interview?

A candidate records video responses to your interview questions on their own time"Selfie" interviewMost people don't know about this type of video interviewIt's interviewing on demand


Reactions


"You mean...I don't have to be there?"

Review the interviews at your convenience - anywhere, anytimeShare the recorded interviews with hiring managers for better collaboration around which candidates advance in the processGain more insight than a phone screen in a fraction of the timeStandardize your interview process while maximizing efficiencyStreamline your hiring process and reduce scheduling issuesNever sit through a bad phone interview again


What is the candidate experience?

Personalize your candidate experience (Welcome videos, video questions, etc.)Customize specific parameters around the interviewEvery candidate gets the same interview experienceCandidates can even do the interview through a mobile app


How do candidates like it?

We did a survey with over 50,000 candidates and asked them to rate their interview experience out of 5 stars. The average rating was 4.5 out

of 5.0 stars


"Most organizations use the one-way video interview early in the hiring process. Sometimes it's a replacement for the phone screen

and sometimes it's a complementary piece.

Gain more insight in less time, share the recorded video interviews with hiring managers, make better decisions about which

candidates advance in the process."

Where does this fit in the hiring process?

Video Interview MythBusters

WHO YA GUNNA CALL?

Myths and realities

"...only for non-local positions""...we meet everyone in person""...not good for the roles I recruit for""...this opens us up for discrimination"


"….only for non-local positions"

Bridges more than just the distance gapInterview more people in less time PLUS gain more insightPoor candidates are poor candidates, no matter where they’re located


In our experience, the majority of organizations using video interviews are leveraging the solution for local hires.

"….we meet everyone in person"

Not a replacement for in-person interviewsMake better decisions about which candidates you invite to the officeMore effective in-person interviews (better context and happy hiring managers)


Right on! So do most organizations using video interviews.

"...not good for the roles I recruit for"

Originally saw this as a solution for customer-facing rolesCustomers have surprised us with their use cases (blue collar, IT, etc.)Might work better w/some roles vs. others, but you won’t know until you try


Then, why are you here? Just kidding. We were right there with you.

"...this opens us up for discrimination"

EEOC wrote an opinion letter on video interviewsJust a tool - it’s all about your processNo different from seeing a candidate in person


Technology doesn't discriminate - people do. Make sure your interview process is compliant and you're golden.

Additional reading: https://www.sparkhire.com/video-interviews/discrimination-

laws-and-video-interviewing-compliance

HOW OTHER ORGANIZATIONS USE VIDEO INTERVIEWS

REAL WORLD EXAMPLES

Amarillo

Independent School

District

As many as 11 different people involved in the hiring process

Replaced phone screens to save and share recorded interviews

with everyone

The district estimates that it only spends 8 minutes per interview

which has resulted in a savings of 2,130 man hours or $91,000 per

year


Challenge: Large team of hiring stakeholders

Oak Ridge Associated Universities

Need to fill positions in under 30 daysCandidates have a 24 hour deadline for one-way video interviews after a 15 minute preliminary callAble to see how candidates handle meeting deadlines, using technology and, of course, interviewing skills Love the flexibility it provides for them and their candidatesORAU has cut their hiring process in half by using video interviews


Challenge: Time-sensitive recruiting projects

All Web Leads

Need to hire 100 people every month

Replaced a 45 minute phone screen with a 15 minute one-way video

interview

Able to confirm the candidate is tech-savvy enough for

their program and also that they are serious enough about the job to

present themselves appropriately

Decreased screening time by 67%


Challenge: High volume recruiting for remote call center employees

Digital Federal Credit Union

All qualified candidates are invited to a one-way video interviewVideo interviews are reviewed and sent to hiring managers who then make the decision on whether or not to invite the candidate for an in-person interviewDescribe video interviewing as a game changer which has significantly decreased the amount of time they spend vetting candidatesHiring managers are very happy :)


Challenge: Make 300 hires out of 8,000 applicants w/3 people

University of Pennsylvania

Replaced phone screens with one-way video interviewsEvery candidate is asked the same one-way video interview questions which makes their process consistent and compliantHaving the ability to easily access all of their past interviews makes their interview process much more repeatable when they need to hire for a new roleThey also really love that they can use the same questions and maintain consistency over time


Challenge: Become more efficient and compliant

Wyoming Department of

Agriculture

After reviewing resumes, qualified candidates are invited to a one- way video interviewHiring managers review one-way video interviews and invite top candidates to live video interviewsAble to expand their talent pool and interview more candidatesLearn more about the candidates earlier in the process and in less timeSpeed to hire has increased and 12 key hires have been made


Challenge: Expand their talent pool and gain more insight earlier

IS THIS YOU?

Conducting a lot of phone screens?

Limited on hiring resources?

Multiple people involved in the hiring process?

Need to fill positions in a time crunch?

Receive a large number of applicants/resumes?

Frustrated by bad in-person interviews?

Company culture fit important?

Recruiting candidates from outside of your local area?

Virtual recruiting team?

Fly candidates into your office?

Using video chat or conferencing for interviews?

It’s time to start looking for a video interviewing solution to

these common hiring challenges.

Worksheet for video interviewing success

1. COME UP WITH A GOAL


What problem are you trying to solve? What do you hope to get out of a video interviewing platform?

2. DEFINE A STRATEGY

Where does it fit within your hiring process? Who is accountable for what?How are you going to personalize the experience for your candidates?


3. GO ALL IN ON A LIMITED SCALE


What positions are you going to try it out on? How are you getting everyone to commit?

4. INFORM YOUR CANDIDATES

What are you doing to let your candidates know why you’re using video interviews, how it benefits them, and where it sits within your hiring process?


5. IDENTIFY AREAS FOR IMPROVEMENT


What did you learn?

6. REFINE STRATEGY, MAKE IT REPEATABLE, AND GROW

What are you going to change and why?How are you going to standardize your refined strategy?What positions and other team members are you going to grow your usage with?

WANT THE WEBINAR RECORDING?

Get the webinar recording >>

http://resources.sparkhire.com/a-fast-track-guide-to-video-interviews/

http://resources.sparkhire.com/a-fast-track-guide-to-video-interviews/

a fast track guide to video interviews (webinar)

Recruiting & HR