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Building a Business Case for Video Interviewing
 

Building a Business Case for Video Interviewing

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Traditionally, phone screens and a series of in-person interviews have been the best practice in recruitment. There has been a significant shift to video technologies for a myriad of reasons: reduce ...

Traditionally, phone screens and a series of in-person interviews have been the best practice in recruitment. There has been a significant shift to video technologies for a myriad of reasons: reduce the time-to-fill; allow candidates and employers added flexibility and to make the overall process more efficient. Never heard of video interviewing? Join Christopher Young, CEO and Founder of Async Interview for this one hour webinar that will commence with a brief background on what video interviewing is as well as the two types of tools (pre-recorded/video screening and live video interviewing) that can transform the way that the hiring team manages the recruiting process.

Both pre-recorded and live video interviewing tools allow employers to reduce travel and save time in the interview process. But how much travel will be reduced? And where will the time be saved? Who will save it? This presentation will dig a little deeper into the ROI of video interviewing (e.g. reduced time-to-fill, increased recruiter productivity, reduced travel costs, etc.) In addition, Christopher will share various intangible benefits of implementing video which include (consistent candidate experience, fair interview questions and more objective hiring manager feedback). Together, the list of intangible benefits and ROI will help justify video interviewing as a solution for the majority of organizations seeking to improve their recruitment process.

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    Building a Business Case for Video Interviewing Building a Business Case for Video Interviewing Presentation Transcript

    • BUSINESS CASE FOR USING VIDEO INTERVIEWING @ChrisYoungR Presented by Christopher Young HR & Recruiting For 1
    • 5 @CHRISYOUNGR Quoted In WSJ, U.S. News & World Report, Philadelphia Inquirer, SmartCEO Management Consulting LAURENT CASTEL Christopher Young 1 CEO at Async Interview2 Online Staffing & Sourcing Advisory Board Member at HR.com 3
    • 20 SECTION I: What Video Interviewing Is & How It Is Used
    • 2 PRE-RECORDED Allows you to review unrehearsed candidate responses to your questions. Assess candidates quickly and efficiently while maintaining a standardized and fair interview environment. @ChrisYoungR Presented by Christopher Young
    • 2 LIVE Allows your team to conduct a live group interview anywhere in the world. Used to justify whether a candidate should be flown in for a final onsite interview. @ChrisYoungR Presented by Christopher Young
    • @ChrisYoungR Presented by Christopher Young 1 What is your familiarity with video interviewing prior to this webinar? (select all that apply)  Currently Evaluating  Currently Using Pre-Recorded  Currently Using Live  Know Something About It  Never Heard of It
    • 18 TRENDS VIDEO IN RECRUITING 42% OF COMPANIES USE VIDEO IN TALENT ACQUISITION 58.3% OF COMPANIES ARE USING MORE TECHNOLOGY IN RECRUITING @ChrisYoungR Presented by Christopher Young http://online.wsj.com/article/SB10001424053111904537404576554943587087926.html http://www.unco.edu/careers/assets/documents/NACEJobOutlookNov2011.pdf
    • 20 SECTION II: The ROI of Implementing Video Interviewing
    • 25 Employers using video interviewing will have up to a 5-TO-1 ROI in saved travel expenses 70% THE ROI in reduced time-to-fill 50% @ChrisYoungR Presented by Christopher Young
    • 24 Maintain a consistent candidate experience Get more QUALIFIED candidates from a more DIVERSE candidate pool Gather objective manager feedback @ChrisYoungR Presented by Christopher Young THE ROI
    • 20 SECTION III: The Tools & Information to Build a Personalized Business Case
    • 21 6 Steps to Building Your Business Case Identify the problem Suggest a solution Outline opportunity items Define results Justify the solution Plan for Next Steps6 2 4 1 5 3 @ChrisYoungR Presented by Christopher Young
    • 21@ChrisYoungR Presented by Christopher Young IDENTIFY THE PROBLEM(S) LONG TIME-TO-FILL NOT A DIVERSE CANDIDATE POOL UN-ENGAGED HIRING MANAGERS ANECDOTAL FEEDBACK INUNDATED WITH PHONE SCREENS INCONSISTENT CANDIDATE EXPERIENCE TOO MANY FINALISTS BAIT AND SWITCH CANDIDATES 1 2 3 4 5 6 7 8 What is the current process like? 6 2 4 1 5 3
    • @ChrisYoungR Presented by Christopher Young 1 Which of these problems are impacting your daily operations most?  Long Time-to-Fill  Not a Diverse Candidate Pool  Un-Engaged Hiring Managers  Inundated with Phone Screens  Anecdotal Hiring Manager Feedback
    • 21@ChrisYoungR Presented by Christopher Young SUGGEST A SOLUTION Reduce Time-to-Fill There's no need to schedule prescreens. Candidates can complete the interview anytime before the set deadline and hiring team can view it anytime after that. Add Convenience for Hiring Manager & Recruiters Since videos are stored and saved, the hiring team can review them on a PC or mobile device at their convenience. Gather Objective Hiring Manager Feedback Hiring managers leave their ratings to our interview rubric next to each candidate’s interview so we know whether to move forward or not. 6 2 4 1 5 3
    • 21 OUTLINE OPPORTUNITY ITEMS 6 2 4 1 5 3 Opportunity Item Key Challenges Reduce Time-to-Fill • Heavily Reliant on Recruiter and Candidate Schedules • Time-consuming to Get Hiring Manager Feedback Reduce Travel Expenses • Spending approx. $1,200 for a candidate to fly in and approx. $300 for a candidate to drive to our office Improve Quality of Hire • Hiring Managers don’t see candidates until final round • Some skills are hard for recruiter to assess
    • 21 Define Results 6 2 4 1 5 3 Opportunity Item Key Challenges Potential Results Reduce Time-to-Fill • Heavily Reliant on Recruiter and Candidate Schedules • Time-consuming to Get Hiring Manager Feedback • Recruiter and Candidate Flexibility • Convenience of Providing Feedback Between Busy Schedule Reduce Travel Expenses • Spending approx. $1,200 for a candidate to fly in and approx. $300 for a candidate to drive to our office • Reduce travel expenses with live video interview before onsite visit Improve Quality of Hire • Hiring Managers don’t see candidates until final round • Some skills are hard for recruiter to assess • Recruiter and Candidate Flexibility • Convenience of Providing Feedback Between Busy Schedule
    • @ChrisYoungR Presented by Christopher Young 1 What is your estimated cost-per-hire?  $0 - 500  $501 – 1,000  $1,001 – 2,000  $2,001 – 3,000  $3,000+
    • 21 Justify the Solution 6 2 4 1 5 3 Opportunity Item Objective Result Reasoning • • • @ChrisYoungR Presented by Christopher Young
    • 21 Suggest Plan for Implementation 6 2 4 1 5 3 @ChrisYoungR Presented by Christopher Young Share Best Practices Roll-outPilot 1 Take 3-4 recruiters and pilot 2 Share best practices with the whole team 3 Roll out using 3-4 champions and vendor to train teams 1 2 3
    • 21 6 Steps to Building Your Business Case Identify the problem Suggest a solution Outline opportunity items Define results Justify the solution Plan for Next Steps6 2 4 1 5 3 @ChrisYoungR Presented by Christopher Young
    • About Async Interview • Async Interview (www.asyncinterview.com) provides pre-recorded/video screening & live video interviewing
    • Where to Go from Here  Map out your current interview process  Get a free ROI Analysis here  Download a simple video interviewing Business Case template  Finalize your Business Case to present to leadership
    • THANK YOU ! 27 @CHRISYOUNGR Christopher Young CEO | Async Interview 215.645.7132 cyoung@asyncinterview.com www.asyncinterview.com