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Sonru Presentation 20161
Fact or Fiction: Challenging Video Interviewing Misconceptions
Sonru Presentation 20162SONRU www.sonru.com
Who We Are
How Video Interviewing Works
Addressing the Misconceptions
Agenda
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Multi-Platform ATS Friendly
Founded in 2007
Available in 18 languages
500+ Clients
Full Customer Support 24/7/365
About Sonru
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Video Interviewing – How It Works
Ability to share
Comprehensive View of Candidates
Removes Geographical Boundaries
Asynchronous or Live
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Faster Process
Superior Selection
Lower Costs
Happier People
Greater Reach
The Benefits of Video Interviewing
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Misconception 1: Video Interviewing is the Same as Video Conferencing
What Video Conferencing Entails
Lack of allowance for employer brand consistency
Recordings are neither secure, shareable or available when it suits
Potential for interviewer bias
Possible choppy audio & video or bad connection
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Busy schedules & time zone issues eliminated
Over 60% of all Video Interviews are completed
outside of office hours
Both parties complete their duty in their own time
Hiring Managers actively involved in selection earlier
Technical tests to ensure high quality connection & sound
Why Video Interviewing is not the same as Video Conferencing
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Misconception 2: Video Interviewing is only for Volume or Graduate Recruitment
The Misconception
Only suitable for certain industries
It is ideal for volume recruitment only
Only used for graduate or entry-level roles
Video interviewing is only suitable for young, internet-savvy users
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A six-fold increase in candidates over 55 since 2011
Almost 2/3 of video interviews
are for non-graduate roles
Usage has grown across all sectors in last 5 years
Graduate & Senior roles both achieved 85% completion rates
Up to 15% of all Sonru candidates are internal hires
Why Video Interviewing is not only for Graduate or Volume Recruitment
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Misconception 3: Video Interviewing is Cold & Impersonal
The Misconception
No personal impression, leaving candidates with a negative image
Loss of opportunity to build on company image & employer brand
No ‘meeting’ between recruiter & candidate
‘Human’ element is eliminated from the process
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Warming up the Process for Candidates
Inform candidates with job postings & careers page
93% of candidates would be happy to complete a video interview again
Use every touch point to reinforce a positive message
Use a branded account and video introductions to enhance image
Don’t forget to follow up – they have invested their time too
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Misconception 4: You Need to be Tech-Savvy to Use Video Interviewing
The Misconception
Organisational resistance due to fear of change
Only accessible with high internet speed
Recruiters will have issues with set-up and involving the wider team
Candidates can’t complete the process without technological
experience
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Sonru is intuitive and a support team is at hand
Client Success Manager available to assist & advise
Guidance is continuously given, aiding process transition
Low bandwidth is required – only 140kbps
Why Video Interviewing is not only for Tech-Savvy People
Less than 1% of candidates require
assistance
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Misconception 5: There is No Opportunity to Probe Candidates
The Misconception
Only general questions can be asked
Unable to compare & contrast all candidate responses
Cannot clarify candidates’ responses
Lack of flexibility to add desired probing questions
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Interviewers can include open-ended questions
Clients reported better quality
candidates shortlisted from
the video interview
Can be used as a time-saving, preparation step
Role-specific questions help to weed out candidates
A fair & consistent process for all candidates
Why Video Interviewing does not Prohibit Probing Candidates
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Different process to Video Conferencing
Suitable for all industries, levels & roles
Plenty of touch points to warm up the process
Process is intuitive, with support available
Fair & accurate process – better calibre candidates
Key Takeaways
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Get In Touch
Email: [email protected] : +353 53 9272 000Web: www.sonru.com
