The Recruiting Leader’s Video Interviewing Primer (DJ Norman)
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The Recruiting Leader’s Video Interviewing Primer (DJ Norman)

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Presentation from ERE Recruiting Conference 2013 by DJ Norman

Presentation from ERE Recruiting Conference 2013 by DJ Norman

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  • This template can be used as a starter file for presenting training materials in a group setting.SectionsRight-click on a slide to add sections. Sections can help to organize your slides or facilitate collaboration between multiple authors.NotesUse the Notes section for delivery notes or to provide additional details for the audience. View these notes in Presentation View during your presentation. Keep in mind the font size (important for accessibility, visibility, videotaping, and online production)Coordinated colors Pay particular attention to the graphs, charts, and text boxes.Consider that attendees will print in black and white or grayscale. Run a test print to make sure your colors work when printed in pure black and white and grayscale.Graphics, tables, and graphsKeep it simple: If possible, use consistent, non-distracting styles and colors.Label all graphs and tables.
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The Recruiting Leader’s Video Interviewing Primer (DJ Norman) The Recruiting Leader’s Video Interviewing Primer (DJ Norman) Presentation Transcript

  • VIRTUAL INTERVIEWING DJ Norman Talent Acquisition Leader
  • Agenda 1 • The Selection Process • Explore Virtual 2 Interviews & Tools 3 • Value Proposition
  • Professional ProfileIndustry Experience • Entertainment (Paramount Pictures) (19 years) • Business Consulting (EDS / Ernst & Young) • Retail (The Home Depot) • Consumer Packaged Goods (Coca Cola) • Information Technology (Micron PC) • Contingency SearchLeadership Roles • Executive Director, Talent & Analytics • Group Director, Talent Acquisition • Director , Employment Practices • Regional Manager, Human Resources • Recruiting Manager/ Technical RecruiterEducation B.S. Degree California State Polytechnic University, Pomona AIRS Certified (CDR, CIR)
  • The Road to a Hire
  • The Selection Process Hire Offer Manager Interviews Recruiter Screen Application Process
  • The Application Process• Paper Applications Hire• Emailed Resumes• Online Applications Offer• Application Kiosks Manager Interviews“The CandidateExperience” or Recruiter Screen“Branding” Application Process
  • “The Gate Keepers” • Resume/Application Review • Phone Interview Hire • Assessment Results Offer ~10% = the # of candidates selected for a Manager Interviews phone interview Recruiter ScreenHow manyapplications do Application Processget eachmonth/year?
  • “The Poker Players”• Face to Face• Phone• Interview Results Hire• Selections Offer ~5% = the # of candidates selected for a Manager Interviews interview Recruiter ScreenWhat % of your Application ProcessF2F interviewsrequire travel?
  • “Show me the Money”• Offer Determination• Compensation Guidelines Hire• Due Diligence Offer Interview to Manager Interviews Offer Ratio Avg 3:1 Ratio Recruiter ScreenWhat is your Application Processcurrent Timeto Fill?
  • “The Finish Line”• Start Date / Orientation• Onboarding• The Honey Moon Phase Hire~85% of the Offercandidates thatreceive an offer start Manager Interviewswith the company Recruiter Screen Application Process
  • Considerations• Recruitment Media/ Sourcing• Time to Screen (Recruiters)• Time to Interview (Managers)• Time to Onboard/Train• Candidate Travel Costs• Candidate Experience• Company Branding
  • Exploring Virtual Interviews
  • Definition of “Virtual”Vir·tu·al [ vúrchoo əl ]1.being something in practice: being something ineffect even if not in reality or not conforming tothe generally accepted definition of the term2.generated by computer: simulated by acomputer for reasons of economics, convenience,or performance
  • Virtual InterviewConducting interviews OR collecting candidateresponses via a computer, mobile device ORphone: – Structured Interviews via webcam on a computer or mobile device – Audio responses via mobile device or phone
  • HireThe Candidate Experience Offer Manager Interviews Recruiter Screen Application Process• Candidates apply online or manually – Company branded experience – Live or recorded one-way interviews• Key Wins: – Flexible scheduling – Consistent Process
  • HireThe Recruiter Screen Offer Manager Interviews Recruiter Screen Application Process• Review candidate responses – Review resume and application – Review candidate responses: • Live during a webcam call • Recorded video or audio files• Select the best candidate for the Interview Slate • Able to share recorded responses with Hiring Managers• Key Wins: – Decrease the number of phone screens – Increase recruitment geography
  • HireThe Manager Interview Offer Manager Interviews Recruiter Screen• Review candidate responses Application Process – Review the resume & application – Select the best candidates: • During a live virtual interview • Invite top candidates only for F2F interview before making final hire selection• Key Wins: – Minimize candidate travel expenses – Reduce Time to Fill
  • The ValueProposition
  • Key Measures• Recruitment Brand – Candidate Experience – Recruitment Media• Time – Time to Fill – Training/ Onboarding• Costs – Manager/Recruiter Payroll – Candidate Travel – System Cost (ATS/Assessments) – Selection Tools
  • Controllable Costs & Measures• Recruitment Brand – Candidate Experience – Recruitment Media• Time – Time to Fill – Training/ Onboarding• Costs – Manager/Recruiter Payroll – Candidate Travel – System Cost (ATS/Assessments) – Selection Tools
  • Cost Comparison - Example (Option 1 – Current State) (Option 2 – Future State) F2F Interviews Virtual Interviews# of Jobs Year 300 Set Up Cost (Branding/Training) $2,000Interview to Offer Ratio 3 Cost Per Interview $75Total # of Interviews 900 Cost Per Webcam $24% of Interviews Requiring Travel 20% # of Virtual Interviews 180# of Trips Required 180 Total Costs $19,820Avg Cost / Trip ($) $1,000 Total Costs $180,000 Potential Savings ~$160K
  • Value Proposition• Reduced Travel Costs• Candidate Experience• Flexible Scheduling• Decreased Time to Fill• Expanded Recruitment Market• Sustainable Recruiting• Branding
  • Tools & Features One-Way Tech Support Cost / Pricing Custom Recorded & User Model Branding Interviews Training Reporting & Mobile Live Online Candidate Applications Interviews Scheduling Surveys Notes • All tools require users to have a webcam and internet connectivity • These are a sample of the some of the leading vendors (not a complete list)
  • Governance• Check your company policies (i.e. Social Media, Internet Use, Internal Selection)• Review your plan with your HR/Compliance Team• Check with I.T. to verify system requirements (i.e. firewalls, access etc.)• Training Needs (Recruiters & Managers)• Select target roles and/or use a pilot
  • What are they saying…TA Manager (JN) – I use Skype for phone screens of Sr. level candidates. I save thebudget of cost based virtual interviews for use with Hiring Managers. The cost savingsare a big benefit. Sr. Recruiter (PL) – I prefer Skype as it is easy to use with candidates and managers. We have telepresence but it takes tool long to schedule interviews. I use it for Supervisor & above level roles that require candidate to travel. I have even influenced HMs to make offers based on virtual interviews only.TA Director (JP) - I was excited about the HireVue system because it would allow me todo a live video interview in lieu of a phone interview for my Executive Search work… Iused it once with a three way call between me, a hiring manager in DC and a candidatein England. It worked pretty well, there were some issues with audio, probably due tobeing my first time . The HireVue system allows people to use Skype or we can sendthem a camera.
  • What are they saying…TA Leader (anonymous) - almost all of our exempt roles require a 3-round interviewprocess and it can get quite pricey to fly folks in each time. To save money and makea nice impression on their prospects, we send iPads to 2nd round interviewees thatlive outside the general area where the HR managers are located. The iPads will beengraved with company logo, pre-loaded with an app that houses recruitmentmarketing material, videos, etc. and will be used for “face-time” interviews witheach candidate. The candidates can keep the iPad, even if they don’t accept oraren’t offered the position. Candidate (HL) – I had to practice for my recorded interview. I was sent a link by the recruiter and I had 2 days to record my respond to the questions… It was my first time having a virtual interview.
  • Questions
  • ResourcesVendor Web Address http://www.skype.com/en/ http://greenjobinterview.com/ https://www.rivs.com/ http://hirevue.com/
  • Contact Information DJ Norman (310) 384-0664