Have you considered using video assessments in your talent acquisition strategy? Using video communication in this important stage of your recruitment process can grant both you and your candidates a range of benefits.
Video assessments deliver a variety of advantages from logistical freedom, to flexibility and time efficiency.
When dealing with a high volume of applications in the preliminary screening stages, video interviews can help you assess large talent pools quickly.
An added bonus is that you can also reinforce your employer brand through branded content and additional messaging! Demonstrating a commitment to digital communication and flexibility also has a positive impact on your employer brand.
Video assessments can transform the hiring process but only if you establish benchmarks by defining specific skills for the position and use a data-driven approach.
Establish benchmarks
Onrec explains how to incorporate video assessments strategically by establishing a set of benchmarks:
“Recruiters must define the specific competencies, behaviours and attributes that are required in each role. Unless candidates are specifically rated against these requirements, video assessments can be susceptible to conscious and unconscious bias.”
Avoid personal biases
When conducting videos, it is important that assessors understand and are trained in avoiding personal biases.
“Video assessments can be susceptible to conscious and unconscious bias. To make fair and objective selection decisions, your video interviews must be job-related and your assessors should be trained to avoid personal bias.”
Use a data-driven approach
Finally, analyse the data from your video assessments to understand the key competencies of successful hires, which you can use in your future recruitment activities.
There are a number of different platforms with different functionalities to complete video assessments, and they can be conducted in various ways. For example, candidates can consider questions and record answers in their own time, or assessors can conduct video interviews in real time.
Don’t forget, video interviews can be recorded! Then interviews with preferred candidates can be shared with other key decision makers before progressing the application. Organisations can then plan more effectively for face-to-face interviews, using targeted questions and asking for more detail based on candidate responses.
Engaging a specialist can help you gain further reach and engagement with top talent, gain further insights than traditional screening methods, and boost efficiency and transparency in the process.
Tell us your thoughts in the comments. Send us your news about video assessments or other recruitment marketing strategies.
Source
Onrec
1 comment
[…] shared the numerous advantages of including video assessments as part of your recruitment strategy. But have you considered helping candidates prepare for video […]