4 Ways Video Assessments Humanize the Recruitment Process

Recruitment is becoming a different ball game altogether. With the dawn of the digital era, processes that traditionally required physical effort are fast being replaced by digital innovations. While the introduction of technology at the workplace might appear extremely beneficial at first glance, in reality, it has generated rather mixed emotions.

Some have cited the acceleration, ease and efficiency of workflows as obvious advantages of digital technologies, while others have been far more skeptical, pointing to the vast number of employees who are losing their jobs to artificial intelligence and other digital alternatives. Still others lament the impersonal and insulating implications of a technological apocalypse.

While a superficial assessment might reveal this to be true, rather interestingly, there have been various avenues where technology has been employed to in fact add that extra personal touch and humanize previously objective procedures.

Recruitment efforts, for example, have clearly benefited in this regard. With a range of technological fixes now at their disposal, recruiters have been reconceptualizing recruitment processes. Where phone interviews and written tests would once do the trick, recruiters have found digital solutions that constitute a more appealing and efficient alternative.

Video assessments have been one of the many digital innovations that recruiters have introduced to the recruitment scene. These video assessments seek to transform the recruitment cycle into one that is not only more efficient, shorter and convenient, but one that’s more human too- that doesn’t treat a candidate as a resume on a piece of paper, but in fact an individual with multiple facets and layers to their being.

How, you might ask have video assessments humanized recruitment processes?

1. Going Beyond the Resume

Let’s get this out of the way first: You simply cannot limit your perception of a candidate to the narrow parameters of their one-page resume. Students with brilliant resumes will often underwhelm you upon interaction whilst many students with resumes that you’d brush aside as unsatisfactory will mesmerize you in person.

That’s because a resume can never do justice to the rich, dynamic and multifaceted nature of individuals. By concentrating solely on a handful of achievements and credentials listed on their resume, you’re failing to consider multiple other dimensions to who they really are.

Alternatively, with video interviews, you’re giving candidates a chance to present themselves in their entirety and make up for a mediocre resume. You’re allowing them to display other aspects of their personality, which might be one of their strongest suits but just can’t be adequately reflected in their resume.

2. The Chance for Richer Insights

We’ve already established that video assessments offer candidates a more liberal opportunity to present themselves and communicate who they really are. This is an obvious advantage for the recruiter as well, since they have more aspects to assess the candidate on. But how exactly?

With video assessments, a candidate’s soft skills will be on display, which obviously can’t be gauged from a resume but are in most cases, just as relevant to their performance as their core competencies.

Here are cues that you can pay attention to during an interview: How are they communicating? Are they using important keywords? What is their posture like? What are their facial expressions? Are they looking into the camera or away from it?

These cues might seem trivial, but they can speak volumes about a candidate’s comfort with technology, their confidence level, motivation and their compatibility with the company’s culture.

3. Greater Ease and Comfort for the Candidate

Video Assessments can be taken anywhere, any time. By giving candidates the freedom to pick a time and place of their choosing, you’re essentially conveying that you value their comfort and peace of mind and are dedicated to making the entire process convenient and accessible for them.

With a video assessment, candidates feel empowered not only because they’re getting to pick the time and place by themselves, but also because they have the luxury to think through the questions and even orient themselves with the format beforehand through a practice exam. Never before has a candidate been able to exert so much control over an assessment stage.

This way, the candidate has everything working in their favor for them to bring their A game, which actually works just as well for the recruiter because this way, they get to receive a far better quality of responses to base their decisions on.

Evalufy, a powerful video assessment platform has designed a video assessment format that ensures the provision of the various features listed above. By reducing manual effort and capturing revealing insights missing in other methods, Evalufy allows the recruiter to screen candidates faster and ultimately cut down the time it takes to make a hiring decision. This serves not only the recruiter, but the candidates too, who have been proven to have an inclination for shorter and faster hiring cycles.

Truth is, assessment stages will reveal as much to you about the candidate as they will reveal to the candidate about you. A team that can offer a process that bypasses the tense, anxiety-ridden atmosphere of traditional interviews and eliminates the logistical hurdles associated with it will obviously fare higher on the candidate’s list.

4. Removal of Human Bias

Video Assessments also humanize recruiting by leveling the field for all candidates. By being assigned the same questions, the same time limit, and the same degree of autonomy, you’re precluding the possibility of anyone gaining an unfair advantage over another. Human bias is also significantly removed when you set pre- defined benchmarks against which your candidates will be intuitively scored.

Additionally, video assessment algorithms, trained to make evaluations in the same manner as a recruiter, can also automatically assess candidates, again removing human prejudice or bias from the equation.

While the impact of technology in the workplace remains debatable and is in fact a double-edged sword, the benefits to be gained from its implementation, especially in the sphere of recruitment, are indisputable.

As recruiters increasingly realize that the candidate experience needs to form the heart of their recruiting strategy, humanizing the whole process is emerging as one of their greatest priorities. Technology and recruitment are becoming inextricably linked, and the sooner recruiters adjust to this synergy, the more well-positioned they will be to secure top talent!

How Video Assessments Can Boost Your Employer Brand

Do you want to know how video assessments can boost your employer brand? Read on!

Today, companies are becoming increasingly conscious about employer branding. In a competitive business landscape, a powerful employer brand reflects directly on the standing of the company and the extent to which it is immune to the rigorous competition around it.

Not only is good employer branding the foremost tool to create awareness and a positive perception of your brand, but it’s also a great way to generate a good word of mouth, which happens to be a decisive factor in getting more and more job seekers enthusiastic about wanting to work at your company. 59% of the employers therefore say that employer branding represents one of the key components of the organization’s overall HR strategy.

A strong employer brand can thus be a huge boost to recruitment efforts and reduce the recruiters’ work by half. With good employer branding, the organization will essentially be speaking for itself, without the recruiter being at pains to establish its value proposition, or convincing the job seekers that their company is worthy.

When developing recruitment strategies therefore, it’s essential to think of ways that will build your employer brand and further consolidate its ranking. You basically want your recruitment process to emphasize the strong reputation of your brand and every step along the way should be a reminder of the same. So, what can you do as part of your recruiting efforts to boost your employer branding?

The Power of Video

Video has emerged as the glorious answer, not only for the diverse opportunities it offers, but also for the contribution it can make to employer branding. Here are some interesting statistics that drive home the point:

  • 82% of all global internet traffic will be video by 2021. (cisco)
  •  Video content on social media gets 1200% more shares than text and image content (G2 crowd)
  • Recruitment agencies are already reporting 800% more engagement with job ads that have video embedded(cisco).
  • In 2018, people spent on average 2.6 times longer on pages that contained video than on pages without. (blue corona)
  • Embedding videos into landing pages can increase conversion rates by 80%.(cisco)

Yes, video can score big on various fronts and is fast becoming a favorite among recruiters in their talent acquisition efforts. Corporate videos, employee video testimonials, culture videos are some of the most common ways in which recruiters have been making use of this powerful tool.

Video Assessments

However, the newest, and arguably the most disruptive trend to hit the scene has been the video assessment, which is quickly revolutionizing the way in which candidates are screened and hired for a job.

With video assessments, recruiters use an assessment software to send questions to the candidates which they are then required to record video responses to, within a set time frame. This is a more informative and revealing substitute for phone interviews and can evade the hassle of meeting an unreasonably large number of candidates. This way, interviews can be  saved for the topmost candidates only. In fact, video assessments of candidates is reported to work around 6 times faster than telephone interviews.

This all seems fairly simple, but here’s the million dollar question: how does this add to your employer branding?

Video Assessments and Employer Branding

Interestingly, video assessments lift your employer brand in more ways than one.

For starters, video assessments position your company as a tech-savvy organization committed to conquering the digital realm and leveraging new and exciting technologies in the process. For job seekers, this points to a culture that is defined by the goal to constantly evolve and reinvent oneself.

Millennial candidates, who are soaked up in the digital world as it is, will especially make a more positive estimation of companies that are technologically progressive. Digital recruiting tools like video assessments therefore put employers ahead in the race, affording them a clear competitive advantage among the youth.

Secondly, candidates are often less enthusiastic about companies that subscribe to the typical, matter-of-fact application process. Job seekers today want to be creatively and intellectually stimulated. They want to see your brand alive and kicking through their recruitment. Instead of just being exposed to unimaginative forms and dull JDs, they want to interact with the organization’s rich and dynamic culture during the length and breadth of the hiring process.

Unfortunately, recruiters continue to play by the book, doling out lackluster vacancies, with half-baked value propositions and ineffectual calls to action, and still expect to magically be flooded with resumes.

This might have worked in the past, but not anymore. Your job seeker today is becoming increasingly aware and is hence difficult to impress, so recruiters must amp up their hiring strategies accordingly.

Video Assessments allow you to catch your fussy job seeker’s attention in an instant because of the multiple employer branding options they offer. Organizations can brandish their employer brand by developing customized landing pages that they can then fill with company videos, employee testimonials and other relevant graphics and visuals that bring some flavor to an otherwise bland and unwelcoming application process.

But that’s not all. In fact, the best is yet to be discussed. The greatest contribution of video assessments to employer branding lies in their guarantee of providing a good candidate experience. A good candidate experience can deliver a knockout punch for your employer brand. If you can show that you care about the candidate and want to provide them a top-notch recruiting experience, unmatched in its flexibility, speed and convenience, you’ve got their attention.

With video assessments, you send questions that the candidates can record on their own time. This way they get the space to reflect freely before recording their answer and what’s more- they can do all this from the comfort of their own room! In one fell swoop, you’re minimizing the physical effort they’ll have to make, while also acknowledging that their comfort and ease is your number one priority.

This can be very encouraging for the candidates who will also feel empowered by the fact that they have the room to think about their answers and perfect the quality of their responses. This degree of autonomy is sure to delight all candidates and help you win them over without having to fight too hard for their attention. After all, who doesn’t want to work for an employer that prizes their employees’ needs and peace of mind over all else?

The Bottom Line

Though the connection between employer branding and video assessments might not be immediately obvious, it’s undoubtedly true that they can be crucial in fostering good will between the employer and the candidate. With the amount of ease and efficiency that video assessments allow, the payback to be gained is significantly high and the effort, minimal.

It’s no wonder that companies en masse have either promptly shifted to this platform or are seriously considering making the move. Make no mistake, this is the future of recruitment and the more quickly you embrace  this change, the more your employer brand is likely to benefit!