�e Tru FilesVIDEO INTERVIEWING

4 3.5

TRU HEAT INDEX

@BillBoorman and Sally Hunter

/02

We scoured presentations and conversations from the last twelve months of TRU events to bring you the best forward-looking ideas in the field of recruiting. 48

8,00010eventS

attendeeS Big ideaS

Video interViewing /03

new tecHnologieS will BaniSH inefficient (and awkward) firSt-round candidate interviewS.

welcome tHe new Breed of on-demand virtual interviewing.

/04

candidateS invited to a firSt-round

video interview

candidateS record video

interview

Hiring team review

interviewS

Hiring team log commentS

Hiring team invite Selected candidateS for

an in-perSon aSSeSSment

efficiency. convenience. conSiStency. perSonalization. Speed.

The first-round interview is a critical way to assess whether an individual will fit into the culture and tempo of your organization. The problem: the time required to review 20+ candidates on the phone (or even worse, in person) delays the hiring process by weeks or months.

The newest concept of video interviewing is not about conducting a traditional interview via

Skype. Instead a company asks job candidates to pre-record answers to a set of questions (with

one or multiple takes) using a built-in camera on a candidate’s personal computer or laptop.

The idea behind video interviewing is to bypass the needless complexity of scheduling multiple

one-on-one or group interviews with candidates and internal stakeholders; instead the hiring

team reviews tapes on demand.

/05

Job candidates now regularly use tools like Skype and mobile video calling, and are generally unfazed by the request to record a video interview.

Video interViewing

the technology offers compelling benefits including the following:

Efficiency: Recruiters and hiring managers can review a knock-out question first rather

than sit through an interview that’s crashing and burning. And it’s far easier to pull an attractive

candidate into the hiring process after interviews have begun (whereas now recruiters often

ignore late-but-qualified candidates for fear of derailing the process).

Convenience: No need to synch multiple schedules or fly in candidates. No headaches

due to cancellations or travel delays.

Consistency: Ask the same question of each candidate and compare answers side-by-side.

Depending on the platform you use, you can view opinions from your colleagues on a recruiting

dashboard, and reach consensus about a particular candidate more efficiently.

Personalization: Unlike a phone interview, a video interview offers recruiters and hiring

managers the chance to assess the intangibles like poise and credibility.

Speed: Using traditional interviews, the process can only proceed as quickly as the

recruiter can schedule interviews (two-plus weeks scheduling and interviewing first-round

candidates for a single position). Using on-demand video, a recruiter can handle more

assignments in less time.

Video interViewing /06

While the idea may have seemed far-fetched just a few years ago, job candidates now

regularly use tools like Skype and mobile video calling, and are unfazed by the request to

record a video interview.

What makes on-demand interviewing possible? A bevy of new technologies for hosting

video interviews and managing the process. These platforms can be divided into two

categories: dedicated video assessment tools and recruiting technology suites (of which

video interviews are but one feature).

/07Video interViewing

We expect to see more and more consolidation as recruiters and hiring managers seek out a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement, sourcing, screening, hiring and onboarding).

/08

enterpriSe video aSSeSSmentS Enterprise solutions from companies like HireVue, WePow, Take the Interview, LaunchPad and

Asynch Interview offer hosted video interviewing, but also tie in additional data streams such as

content from social channels. Enterprise-ready assessment tools may include:

• Video interviews tied to LinkedIn profiles for a deeper look at a single candidate,

• A branded interface for a seamless candidate experience,

• Dashboards to aggregate opinions from the entire hiring team,

• Live video interviewing options.

Video interViewing

Specialized video interviewing and aSSeSSment toolS:

Certain roles require highly specialized assessments, such as identifying high-quality programmers. interviewstreet offers a unique video interview experience: real-time coding sessions done via phone and a live-screen view to delve deeper into job candidates’ abilities. We expect more of these niche solutions to become available in the next two years.

/09

integrated talent aSSeSSment SuiteSThe market for talent acquisition solutions is shifting quickly, with smaller players being

bought up and consolidated into larger recruiting technology suites, of which video

interviewing is but one part. Some of these integrated solutions are targeted to small to

mid-size companies (e.g. SmashFly and Eploy), while others like HireVue and WePow are

larger and more feature-rich applications.

We expect to see more and more consolidation as recruiters and hiring managers seek out

a unified dashboard—one solution that aggregates multiple data flows (e.g. engagement,

sourcing, screening, hiring and onboarding). Further consolidation depends on the larger

technology companies agreeing to use an open API, which will enable smaller niche technology

companies to build “add on” solutions—a model used very successfully by Salesforce

in the CRM market.

Video interViewing

/10

Video interviewing

technology is but one

solution within a much

larger portfolio of talent

attraction and hiring

technologies (a set that

includes applicant sourcing,

tracking, psychometric

and skills assessments and

social recruiting). It’s critical

organizations take a more

holistic approach to talent-

related technology, rather

than considering each

solution independently.

Examine your current

technology carefully. How

much functionality does

your applicant tracking

system (ATS) currently offer?

Does the vendor plan to

add the functionality you’re

shopping for in the next

18 months? Even more

importantly, does it use an

open API to communicate

with other solutions?

An open API encourages

developers to build add-

video interviewing: actionaBle inSigHtS

on apps (in the same way

Salesforce.com has very

successfully encouraged a

community of developers to

build for its platform).

What will you need in the

future? Estimate what

you will need three years

from now rather than

what you want today. Too

many organizations fail

to appreciate the pace of

change within their HR and

recruiting departments,

and how long it takes to

purchase and deploy a

new technology. Make sure

you’re anticipating what you

may need in three years.

Buy a little or a lot? Will

you use the interviewing

technology exclusively

for candidates you’ve

already selected as strong

contenders, or could you

imagine using it for all

applicants? Will recruiters

have sole access to it, or will

hiring managers also interact

with it? Knowing how you

will use video interviewing

(and how many individuals

will interact with the tool,

both candidates and internal

decision-makers) will help

define how robust the

solution must be.

wHat tecHnologieS do you need?

Video interViewing /11

I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in

1999. I was taken aback by the way discussion flowed and how different the format was to a

traditional conference. I led a track all day under a tree and learnt far more than I gave.

Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November

2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa

and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an

informal spirit of information sharing and networking.

#tru is based on the BarCamp principle, which means that everybody can be an active

participant instead of listening to speakers and watching presentations all day. The emphasis is

on communication and the free exchange of ideas and experiences where the participants fuel

the conversations.

tHe #tru Story

Bill Boorman

Video interViewing /12

The accessibility and flexibility of video as a screening tool will improve the candidate

experience and make the review process more efficient. The variety and quality of video

interviewing platforms available means that, firstly, this platform is a vehicle to deliver bespoke

positioning via video content that can really showcase an organisation. Secondly, once the

candidate has reviewed and digested your brand via the video content, they are then invited

to record their question responses – most importantly in their own time and at their own pace

– this empowers them to commit to the process and give their best performance. At no point

does this involve trying to arrange a telephone or face to face interview, quite the opposite –

the recruiting delivery team can then review the responses in a structured and time efficient

way. They can also send short clips of the interview to Hiring Managers as part of the short-

listing process – which means it’s interactive and engaging for Candidates and Hiring Managers.

It would be a mistake for organisations not to consider adding this interactive and efficient

approach to their recruitment models moving forward.

increaSing efficiency

Sally Hunter

Sally Hunter, rpo practice lead emea for the kelly outsourcing & consulting group

Sally is responsible for the RPO proposition from client relationships via the account management team to consulting on HR transformation. She has extensive experience in the human capital sector, including leadership positions within strategic account management for staffing providers to operational delivery. Sally has also been on the ‘buy/client’ side leading transformational efficiency projects, that have included the outsourcing of large scale recruitment and learning operations. As an independent Consultant, Sally has worked with a number of clients to build the business case for change and shape their HR model in the context of outsourcing partnerships.

for more thought leadership go to talentproject.com

eXit

this information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An equal opportunity employer. © 2014 Kelly Services, inc.

aBout kelly ServiceS®

Kelly Services, inc. (nASdAQ: KeLYA, KeLYB) is a leader in providing workforce solutions. Kelly® offers a

comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,

temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to

approximately 540,000 employees in 2013. revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect

with us on Facebook, Linkedin, and twitter. download the talent Project, a free iPad® app by Kelly Services.

to learn more aBout tHe future of recruiting, download our entire Set of tru fileS eBookS.

�e Tru FilesCANDIDATE EXPERIENCE

2

23.5

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�e Tru FilesCULTURE BRANDING

1TRU HEAT

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5.0

�e Tru FilesMOBILITY

5 3.5

TRU HEAT INDEX3

�e Tru FilesHIRE WORK, NOT WORKERS

8TRU HEAT

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5.0

�e Tru FilesASSESSMENTS

34.0

TRU HEAT INDEX

�e Tru FilesSOURCING TECHNOLOGY

6 4.0

TRU HEAT INDEX

4�e Tru FilesGAMIFICATION

9 3.5

TRU HEAT INDEX

�e Tru FilesVIDEO INTERVIEWING

4 3.5

TRU HEAT INDEX2

�e Tru FilesNEW ROLE OF THE RECRUITER

7 TRU HEAT INDEX

5.0

5�e Tru FilesSOCIAL RECRUITING & PERSONALIZATION

4.0

TRU HEAT INDEX