5 Ways Video Assessments Can Help Save Your Time

Time is money, and money is time- and the ability to save time is the recipe for success that drives business growth and profitability. If you’re also on a mission to help your recruiters break free from the struggles of inefficient workflows and drive up their productivity, it’s time to let video assessments lead the way for fantastic talent acquisition outcomes.

The link between video interviewing and time savings:

The clock always seems to tick faster when deadlines are looming closer, and a daunting talent shortage lingers. To help make the most out of their workday, video assessments play a key role in helping your hiring team refocus on tasks without candidate interviews taking over their calendar. How? Glad you asked!

1) No more candidate scheduling struggles:

Any recruiter relates to the hassle of coordinating interviews- if the interviewer is available, the candidate is not, and vice versa. Granting relief from long chain emails and phones ringing off the hook, video assessments on the other hand are effortless to schedule.

Candidates are simply sent an email with a link to the employer’s assessment; anytime they are ready to take it, they just have to log in, record their answers via laptop/mobile device, and submit it for review. This allows the recruiters to review the recordings at a time that works best, replay videos if needed, and really assess talent without feeling the distraction of of other pending tasks on their mind.

Meanwhile, prospects are also a fan of the after-hours interviewing that was never a possibility before. It’s a busy life, and not having to schedule their day around an interview is a change warmly very welcomed by job seekers.

2) Forget the small talk:

With only 8 hours in a workday, every minute counts. In-person interviews are time consuming and involve small talk so that the candidate can feel more comfortable, and slowly build a rapport with the interviewer. Video assessments remove a need for this activity altogether; candidates record their answers from a comfortable environment without need for introductions and conversions beyond the scope of the job role requirements.

3) More time to focus on the best candidates:

Powerful hiring relies more on the quality of talent, rather than sheer quantity. Instead of blocking out 30 minute segments of your day to interview each candidate- average or exceptional, video assessments allow organizations to only focus on candidates that promise most potential.

Cutting an interview short in-person can be both rude and awkward when the prospect does not have the right skills to offer. On the flip side, shortlisting the best and the brightest is way faster with video assessments that provide complete control over how much time the interviewer chooses to invest into the candidate’s screening.

4) Candidate no shows are no longer a problem:

Nothing disrupts the tone of the day like candidates that are unable to appear for the interview as planned. Whether prospects do communicate a change in plans, them running into foreseen traffic, or go radio silent- your team’s productivity should go unimpacted by these factors.

This why video assessments are a brilliant recruitment technology to use to protect your hiring team’s productivity, and give them the resources to not let these bottlenecks come in way of their day-to-day task list.

5) Make confident hiring decisions:

A Harvard Business School Study recently found that 80% of employee turnover is due to bad hiring decisions, you know what we’re hinting at.

This why video assessments are a brilliant recruitment technology to use to protect your hiring team’s productivity, and give them the resources to not let these bottlenecks come in way of their day-to-day task list.

Conclusion:

Surprisingly simple yet effective ways to save time, video assessments helps navigate talent acquisition with more precision and scheduling flexibility. Not letting candidates no shows come in way of task lists, your hiring team can strongly benefit from the newfound ability to invest their attention into candidates genuinely qualified for the job and organizational culture to cut down on chances of future retention related challenges.

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