Video
Interviewing
Increase Quality of Hire,
Decrease Time to Fill & …
Have Fun. Rachelle Snook
Global Talent Acquisition ...
Goals
•
•
•
•
•
•

Functionality
Candidate evaluation
Strengthen your employment brand
Metrics
How it is being used
Is it ...
Poll

• What is your familiarity with video
interviewing prior to this webinar?
 Currently Evaluating
 Currently Using P...
EMEA

Americas

Asia-Pac

Sold into 187 countries
• 60 years old
• $1M revenue per employee
• Average tenure 8.3 years

• 372 employees
• NASDAQ (WDFC)
Poll

1. If you have considered but have not yet
integrated video interviewing technology, why?
a)
b)
c)
d)
e)

No budget
...
The Technology
Candidate Dashboard
Strengthen Your Brand
Global Employment Brand
1. Culture – Tribe, Values, Sense of Belonging,
Entrepreneurial, Learning, Work-Life
Integration
2...
Global Candidate Profile









Values alignment
Accountability
“Can-Do” and “Will-Do”
Passion
Curious
Aptitude
...
Candidate Evaluation
Content Validity
(aka ‘logical validity’)

• The content of the evaluation tools are
derived directly from the positions e...
Core Query Method
A content-valid approach

Essential
Function

Know-How
(Skills)
Problem Solving
(Ability)

Queries
To
El...
Evaluation Funnel
Applicants

Test
Interview

Application
Evaluate (Video Interview)
HR Phone/Skype interview
Review
Evalu...
Metrics
System Metrics
Candidates

WD-40

• 7-10 minutes to
complete

• 48 Hours to Respond

• 90% said created a
favorable impres...
Metrics
1. Increase quality of hire
2. Minimize new hire turnover
3. Decrease time to fill

4. Reduce cost of hire
Is It A Fit For You?
• 1-minute into a 30-minute phone screen
• Too many finalists?
• Are you looking for more consistency...
Future of Video Interviewing
• More Strategic
• More Use Cases
– Training
– Certifications
– Reference Checks
– Performanc...
“Good judgment comes from experience.
Experience comes from bad judgment.”
- Will Rogers
Thank you!

www.linkedin.com/in/chrisyoungr/
www.linkedin.com/in/rachellesnook/
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!
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Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!

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Technology today provides us with intuitive tools to do more and do it better and faster than ever before. Video interviewing technology is an incredibly effective tool for talent acquisition leaders to:
Strengthen their employment brand
Increase quality of hire
Interview while they are sleeping
Avoid the scheduling nightmare
Dramatically reduce time-to-fill, and so much more
This fun, efficient and cost-effective approach to candidate evaluation quickly engages hiring managers in the process. Within minutes, it provides them with valuable candidate insights that would otherwise take hours of scheduling, phone and in-person interviewing.

In this webinar, Rachelle Snook will discuss what led WD-40 Company to implement video interviewing, how it’s being used and what results have been recognized. Finally, you will leave the webinar understanding what to look for in your organization to determine if video interviewing is a fit!

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  • Kindly ask that you save your questions to the end Let’s kick it off the call with a poll All tie together to build together to build talent acquisition
  • Chris to review
  • We have offices in 14 countries spread across our 3 trading blocs and our products are sold into 187 countries. EMEA and Asia Pacific have a combination of developed markets where we are aggressively finding opportunities to expand our market penetration of our flagship blue and yellow can.
  • Family shot. Very proud of our brands and the legacy we have inherited We have approximately 83% market penetration across the Americas … which means that 83% of homes have at least 1 can of our flagship brand - WD-40How do we do it with such a small employee population … While we retain all core business operating functions … our outsourced business model means we manage our external logistics and manufacturing partners. Our internal sales teams provide direction and focus to thousands of manufacturers distributors and representatives who are imbedded in their market places and with whom we have very strong (and often) long standing partnerships. We are sold across a broad spectrum of trade channels to include: industrial, automotive, hardware, big box, grocery, agriculture, bike, marine, etc.Average TenureAmericas (including HQ) 9.9 Asia Pac 5.4EMEA 7.8
  • Innovation is woven into the fabric of WD-40 Company. In recent years our tribe has innovated and launched many products worthy of the Blue and Yellow Shield.
  • So … as our brands and categories expand …. our culture is evolving to include an dynamic and innovative mindset We incorporate innovative thinking into our employment brand. This is a real example of how the goals of the company must go in step with the hiring strategy. We are innovating and we need innovative thinkers in every role to help us live our third value “making it better than it is today”
  • Chris to respond to results of #1. Rachelle to respond to results of #2 
  • Note: it is impromptu and the candidates cannot redo their response. If you use this tool for only sales and marketing positions you will achieve a significant ROI. Why? …. Consistency between the video interviews and the final interview. Speaks to the accuracy of the video interview.Manage reviewers. I have tested my earlier assumptions about candidates who did not complete the video within the prescribed time. I called the candidates and interviewed them to discover they lacked most, if not all, the traits of our global candidate profile.
  • Sample candidate dashboard Help people envision what it looks like. Customized left hand side to align with our candidate evaluation methodology which I will share with you in a few minutes.
  • WD-40 Company tribe members caretakers of our distinguished brands and innovators of our future. We live our values every day and basically try really hard not screw it up  In 2012 we went through the simple exercise of identifying the nexus between our two very strong brands – our product brand and our culture. We found that people who positively identified with our product brand also identified with our culture. Similarities between the two morphed into our global employment brand. Product and Culture BrandsTrustworthy Solve problems Sense of belonging InnovativeReliable Stable TraditionalCreates great memories We found when tribe members align themselves with both brands magic happens: 
  • We use video interviewing technology as another avenue to extend our brand messaging.What we have to offer and what resonates with our talent pools. We distilled adjectives used to describe both brands and created our Global Employment Brand (talk through list)Candidates have told me that they perceive WDFC as a traditional “old school” product but the fact that we use video interviewing leads them to believe we are innovative and they were impressed we would use new technology We are able to incorporate employment brand messaging into the Video Interview to 1. identify folks who are aligned with our employment brand and 2. give folks the opportunity to opt out. QU: At WD-40 Company we are focused on living our value “making it better than it is today”. All employees are empowered to find and create efficiencies and cost saving. Share with me a time you stepped up to lead a team or find a solution. Describe the context, your thought process, and impact. What we are looking to identify in response to this question is their passion, can-do/will do, accountability, curiosity and aptitude to find solutions.Video interviewing allows us to screen for critical alignment very early in the hiring process.In creating our employment brand we engaged a cross-section of our global partners to identify all our common threads – the result was our global employment brand Our employment brand embodies our employees, our culture, our vision, and our values. These are impossible to fake.So … I hopefully have painted a picture for you of our we have aligned our product and employment brands. We are very clear on the traits and characteristics of employees who will be successful in the tribe to execute the vision. What does that look like …. Next is to … albeit … briefly explore the candidate profile we hope to attract, identify and retain.
  • In addition to assessing a candidate’s ability to perform the position …. Video interviewing also allows us to assess all the components of our candidate profile.
  • Against the candidate profile?
  • Rather than just hiring someone because their resume looks good or they are ‘nice’ …. We have integrated Video Interviewing into our content validity testing to provide us with a “strong basis in evidence” for evaluating and eventually making hiring decisions What does this mean and how does it work?Used to evaluate the 3 core competencies – Know-how, Problem-solving, AccountabilityAs we go through the process we evaluate fit to our candidate profile.Uniform Guidelines on Employee Selection Procedures should be evaluated to make sure there is no adverse action on protected groups.If hiring decisions are challenged and we have followed a valid process we will find ourselves in a very defensible position – under the scrutiny of the EEOC. Evidence of the validity of a test or other selection procedure by a criterion-related validity study should consist of empirical data demonstrating that the selection procedure is predictive of or significantly correlated with important elements of job performance. If a hiring decision is challenged in the courts we can demonstrate the validity of our decision to hire one candidate over another based on the ability to perform the job and not for any other potential reason. Evidence of the validity of a test or other selection procedure by a content validity study should consist of data showing that the content of the selection procedure is representative of important aspects of performance on the job for which the candidates are to be evaluated. There are three types of “validity” that are recognized by the EEOC Guidelines on Selection and Testing1. Construct validity2. Criterion-related validity 3. Content validity
  • So … how does Video Interviewing support our Content Valid approach to talent acquisition? We create core queries to elicit identifiable know-how, problem solving. EG: Sales, Quality, AP, Demand Planner Again, this content valid assessment does not allow the candidate to B.S. his/her way through the answer. It also evaluates alignment with our employment brand and our candidate profile. We evaluate the responses against the candidate profile throughout the process.
  • This approach works for both headhunted candidates and active job seekersI’ll talk through the first part of the funnel and the critical role video interviewing plays for us. The evaluation starts with the very first contact – typically the application.At the first evaluation gate we would typically pick up the phone or send an email to schedule a phone screen. At WD-40 Company instead of picking up the phone we send suitably qualified candidates an invitation to complete a recorded Video Interview. Then we sit back and wait for motivated candidates to respond. Every position applies this funnel. Once in place … it is very efficient and significantly impacts our metrics … notably Quality of Hire (more on metrics in a few minutes)
  • Timesaver Set up typically takes 20-30 minutes which is typically the same amount of time I phone screen 1, 2 or 3 candidates. After you click ‘invite’ candidates you can rest and wait for the candidates to respond. – Typically over the weekend. Screen candidates in or out very early in the process Reduce time-to-fill (60%) Hours scheduling and rescheduling (100%) Forward to hiring managers for review at their leisure Side-by-side comparison of candidates – accuracy EG: If discussion is needed … hiring managers and I will review candidate videos together, pause it and engage in a robust discussion about one candidates response verses another. This reduces the possibility of being “lost in interpretation”Over to Chris to share some of the statistics and data points
  • Video interviewing is a critical tool in helping us achieve our metrics goals. By using the funnel approach we significantly increase our quality of hire – which our #1 metric. At WD-40 Company employee turnover is 13% globally (5% in the Americas) mostly due to retirement New hire turnover in the first two years is 0.008%Decrease time-to-fill by creation of efficiencies – reduce time to fill average from 4 – 6 weeks to 2 weeks. Manager satisfaction – not qualified but I have managers … Pause – Chris
  • Chris …. These are some key indicators that might lead to video interviewing as a solution for your organization - Are you bringing in too many finalists? This can be costly and very time-consuming to have a manager and a recruiter as well as others show the candidate around and conduct interview. - Are you inviting in more than a handful of candidates for the final interview? This maybe a sign that there isn’t a good enough screening step in your process. Adding video interviewing can allow the decision team to gain more insight into the candidates and be more selective about who to invite onsite. - Are you looking for more consistency? Video interviewing creates a standard process for you regardless of how many requisitions you have and allows your managers to review a candidate responding to the same questions as his or her peers
  • Chris to lead
  • So … hopefully some of what we have shared today will be helpful in reducing the likelihood of bad judgment hires 
  • Thank you again for joining Chris and I today and thank you to Jobvite for sponsoring the event. Please don’t hesitate to Link-Us-In
  • Video Interviewing: Increase Quality of Hire; Decrease Time to Fill… and Have Fun!

    1. 1. Video Interviewing Increase Quality of Hire, Decrease Time to Fill & … Have Fun. Rachelle Snook Global Talent Acquisition Manager
    2. 2. Goals • • • • • • Functionality Candidate evaluation Strengthen your employment brand Metrics How it is being used Is it a fit for you?
    3. 3. Poll • What is your familiarity with video interviewing prior to this webinar?  Currently Evaluating  Currently Using Pre-Recorded (Jobvite, Async Interview, HireVue)  Currently Using Live (Skype, Google Hangouts)  Know Something About It  Never Heard of It
    4. 4. EMEA Americas Asia-Pac Sold into 187 countries
    5. 5. • 60 years old • $1M revenue per employee • Average tenure 8.3 years • 372 employees • NASDAQ (WDFC)
    6. 6. Poll 1. If you have considered but have not yet integrated video interviewing technology, why? a) b) c) d) e) No budget Not sure the hiring managers will like it Not sure if you could figure it out Cost prohibitive Might turn the candidates away 2. Who currently has a can of WD-40 in their home, car or garage? a) Yes, one b) Yes, more than one c) No
    7. 7. The Technology
    8. 8. Candidate Dashboard
    9. 9. Strengthen Your Brand
    10. 10. Global Employment Brand 1. Culture – Tribe, Values, Sense of Belonging, Entrepreneurial, Learning, Work-Life Integration 2. Meaningful Work 3. Innovative 4. Brand Engagement 5. Stability
    11. 11. Global Candidate Profile         Values alignment Accountability “Can-Do” and “Will-Do” Passion Curious Aptitude Entrepreneurial / Creative Flexible
    12. 12. Candidate Evaluation
    13. 13. Content Validity (aka ‘logical validity’) • The content of the evaluation tools are derived directly from the positions essential functions. • There is logical consistency and therefore there is “face validity” of the tool’s.
    14. 14. Core Query Method A content-valid approach Essential Function Know-How (Skills) Problem Solving (Ability) Queries To Elicit Example Behavior
    15. 15. Evaluation Funnel Applicants Test Interview Application Evaluate (Video Interview) HR Phone/Skype interview Review Evaluate Interview! Debrief Evaluate Interview Offer Hire! Background check Hire!
    16. 16. Metrics
    17. 17. System Metrics Candidates WD-40 • 7-10 minutes to complete • 48 Hours to Respond • 90% said created a favorable impression of WD-40 • 54% Outside of Business Hours
    18. 18. Metrics 1. Increase quality of hire 2. Minimize new hire turnover 3. Decrease time to fill 4. Reduce cost of hire
    19. 19. Is It A Fit For You? • 1-minute into a 30-minute phone screen • Too many finalists? • Are you looking for more consistency?
    20. 20. Future of Video Interviewing • More Strategic • More Use Cases – Training – Certifications – Reference Checks – Performance Reviews – Exit Interviews
    21. 21. “Good judgment comes from experience. Experience comes from bad judgment.” - Will Rogers
    22. 22. Thank you! www.linkedin.com/in/chrisyoungr/ www.linkedin.com/in/rachellesnook/

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