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Enhancing Your Recruitment Process

What’s The Benefit Of Adopting Video Interviews

In this Growth Engine Daily, I want to talk about enhancing your recruitment process.

I’ve got a few strategies and tips about some new technology that’s on the marketplace that allows you to do this type of thing. 

Really, what’s the benefit of adopting what I would say video interviews, right up front. 

Well, number one this is going to set your company apart, and number two it’s going to remove the lottery out of hiring people, then finding out after the event that they may or may not be the right fit. 

So before we build up, what I want to do is just talk through what the traditional recruitment process is. 

Now you already know that, but for a reference point for people just getting started, whose maybe new to HR, or people management, culture management, just want to say, think about it. 

You post a job online, people respond, sometimes they upload a file CV, they may send it in directly to you, it depends on the mechanism. 

You’re reading that black and white, they may or may not put a picture on there, but you’re taking a very historical black and white picture.

Sure, a lot of apps like Reed and Indeed have screening questions, but they’re laced with a bias to a degree, because you’re asking those screening questions, and you could be sort of pre-judgemental if they don’t quite meet the criteria. 

Sometimes those pre-screening questions that I’ve seen employers write, aren’t that well written, and they’re left up to a little bit of ambiguity. 

Cath People Out Or Test Their Mental Agility?

Now is that out of trying to be clever, to try and catch the people out? 

Or is it to test the mental agility of people, to make sure that they’re competent, and fit the skills that you need? 

So it does depend on the job role of course. 

You know if you’re looking for a CEO, or you’re looking for an entry-level apprentice, or anywhere in between, there’s going to be different criteria. 

But here are a few tips that we’ve started doing.

Also, I want to give a shout out to a new piece of technology that’s on the marketplace, called http://www.shela.io/ that’s going to allow you to do some, if not all of these sorts of strategies. 

So think about it, next time you’ve got the job that you want to recruit, why don’t you put a landing page up there, or use http://www.shela.io/ or something like that, and ask the person who’s applying to do a video resume or CV? 

So I come on, “Hey my name is Mike Midgley, I’m the CEO of Mike Midgley Executive and the Growth Engine. This is my background, these are my key skills, my key attributions, these are the results that I’ve achieved.” 

If you scope that out into categories by segments, who they are, what they’re achievements are, what skills, what’s the greatest achievement, what do they need development with?

Then you could ask those questions, those screening questions, and get people to click a button, record it, and that comes straight in.

The Selection Process

First and foremost the people who take the time to do the recording are the ones who are seriously interested.

So we’ve all had them, you put a job up out there, people respond, and then you chase them up, they never respond because they’ve applied for 50 jobs, and they can’t even remember what they’ve applied for.

First and foremost, because it’s going to take a little bit of effort, you’re going to get rid of those people.

Secondly, the people who fill those in, you’re going to see them face to face, like me talking to you in the community.

You’re going to get my character, you’re going to see all those little nuances.

  • Am I animated?
  • Am I a little bit introvert, extrovert?

You’re going to see that.

Ultimately you’re going to measure that against your culture.

As we say, you hire for character and culture, and you train for skills.

Unless you need a seriously high skilled job, then both of those come in.

But I’d much rather have somebody whose keen, fits our company culture, where I can train them to fit in, than have somebody whose super qualified for what we do, but is a really bad culture fit.

We’ve all heard the analogy, the rotten apple in the barrel, it spreads, and that’s what happens.

You might look around your office now, and if you do and you see somebody there you don’t have to call them out, but drop us a message below, let’s start a conversation.

  • Are all your right people in the right seats?
  • Are they all right fits?

If they are, fantastic.

That’s another subject altogether.

Interviewing The Candidates

The key thing I want to get back here is about video interviewing candidates.

Naturally then, a second stage for that is, if you want a short list, set up a call with them.

Have that chat, you know something about them, you could ask about family, friends, work, professional, a wide range of topics.

Then you’re entering into a short list of recruitment, you’re going to certainly go to shortlist those hires avoiding finding out after the event they aren’t a good culture fit.

Do you know If you’re paying a recruitment fee of 10, 15, 20, 25, 30%, and you have the cost of that?

Whilst a lot of recruitment companies might give you a free replacement, or a percentage contribution replacement, isn’t it better just to get it right?

Just by doing video interviews and video CVs, you’re going to get a lot better feel for that candidate as if they’re going to be a right fit, and they’ve got the skills to demonstrate.

A final point that I want to do is if you’ve shortlisted the candidates through, and with people like http://www.shela.io/, where you can do video technology, that’s awesome.

You might also want to send them a link and some software like Vidyard or something like that.

You can check vidyard.com that’s V-I-D-Y-A-R-D.com, it’s a free Chrome plugin.

You can send a link where people can screen record themselves, why not get your references in video format as well?

If I want a job working for your company, and I’m that keen, and I’ve got an old employer who’s given me a reference, I went and said to her, “Look the only way I can get this job, I need you to record me a quick video”.

So if you could just talk to this camera, and tell that, my new prospective employer, what you think about me in glorious format.”

Far better then, because a lot of references may or may not be legitimate, that’s something that we’ve all come across.

People put them down on the hope that maybe they don’t get taken up, or they don’t respond.

But if somebody actually comes on and says,

Again, you’re ensuring your way forward.

Now if the candidates won’t do that, and you can’t get that, then that’s a secondary point.

You don’t have to do video references but certainly, ask for them.

If you just can’t get them, then maybe you go back to the traditional route of writing to them, or emailing them, or whatever that may be, or taking it at face value.

The key aspect is the video recruitment strategy that I mentioned earlier.

So if you want to check out things like shela.io, we’re not on any affiliate scheme, we don’t get anything for it, that’s a new way that’s coming to market, a great app that’s in the app store, and there’s a desktop app there as well that you can check out.

That will allow you to sort of use that type of technology.

Super competitive, pretty awesome, and I’d love your thoughts.

So if you can leave us a comment below, how beneficial do you think that using video interviewing would be for your business?

Is it right for that role?

Does it not work for the type of jobs that you recruit for?

Certainly would help if you’re working with contractors as well, for that fit and culture fit, especially if they’re going to be at touch points with your customers.

So I’d love to know, do you think that using the video strategy would help shortcut the risks or the lottery about your recruitment, and also whether or not you think people would do video references for people.

I don’t know if they would or they wouldn’t, but it’s about pushing the boundaries, moving forward.

If you’re already using video interviews, give us your feedback, let us know if it’s working for you, if the percentage of success is higher, it’s neutral, or it’s actually gone backwards and you’ve lost candidates as a result.

It’s something that we’re trying out on, really working hard on that side, to try and test it on key positions, and I’d love your feedback.

Mike Midgley

Mike Midgley is the Strategy Director at 6teen30 Digital and a dynamic digital entrepreneur, nxd, strategist, public speaker and host of TheOpenMike Podcast show & Co-Host at The Inbound Podcast. Mike has achieved successful six and seven-figure exits over a 25-year career, raised in excess of £1.6m [$2.5m] in Venture Capital and highly experienced with franchising.