Today’s guest blogger is Justin Mosgrober, Marketing Coordinator at InterviewStream – the pioneer in online video interviewing. Since 2003, InterviewStream (an NPAworldwide Alliance Partner) has helped companies generate great candidate experiences and remarkable returns through Web-based video screening, interviewing and preparation. InterviewStream provides a scalable approach that fits with customers’ unique business needs to achieve breakthrough results. Clients rely on InterviewStream for the perfect combination of proven value and endless possibility.
So you’re ready to fill a job req, but after conducting many interviews you’re still not convinced any of the remaining candidates are right. According to recruiter.com, traditional hiring costs an organization between $1,500 and $5,000 per hire, making hiring one of the most important investments a company can make. In addition to those expenses, organizations have to spend more money to provide appropriate training and development. It simply costs too much for organizations to make a bad hire.
The best recruiters court passive candidates to help companies make the right hire the first time. 79 percent of working professionals are passive candidates, meaning they’re employed and not actively looking for new opportunities. But if you can make a top performer from another organization interested in your open position, then you might have just found the best option.
Generally, passive candidates are perceived as better talent than active candidates, because they are already bringing a positive impact to their current organization. With many companies looking for the best talent, organizations will do everything in their power to keep their star workers.
When pursuing these candidates, many recruiters depend on LinkedIn or other social media channels to connect with potential candidates. Emailing the candidate is another option, but your email may get lost in the shuffle. One way to effectively get a passive candidate’s attention is with video technology because of its flexibility and accessibility.
For candidates not actively looking for a job, video technology can be the perfect way to entice candidates considering different possibilities. Once you have built rapport with a candidate, invite him/her to complete a video interview. If a candidate isn’t interested simply move on, but the option to take a video interview is attractive to some candidates because they can take the interview on their own time instead of missing work.
In addition to solving the scheduling problem, video interviews also take away the hassle of traveling, making geography a nonfactor. And since many candidates are hesitant to tell their current employers about interviews (in case they don’t want to pursue the opportunity), pre-recorded video interviews allow potential candidates to explore their options discreetly while giving recruiters and hiring managers a chance to get to know the candidate better.
Video interviews can also be utilized during down periods in hiring. Whether a position is open or not, recruiters can build their pipeline with a collection of video interviews from top prospects. Once a position is made available, you can either share their previous video interview with the hiring manager or ask the candidate to complete another interview that focuses specifically on this new opening.
You never know, you could build a great relationship with a candidate who may be perfect for a placement down the road. But either way, video gives both recruiters and passive candidates the flexibility to explore new options without interrupting their current work.
