#FIRMday London 27 November 2015 Daniel Richard, Sonru and Alison Clarke, SAGE "The Phone Screen is Dead: Video Screening for Large Volume Recruitment"
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How software giant Sage made use of Sonru's video interviewing platform to help them not only efficiently screen large volumes of applicants abut used it to get a better quality of hire
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#FIRMday London 27 November 2015 Daniel Richard, Sonru and Alison Clarke, SAGE "The Phone Screen is Dead: Video Screening for Large Volume Recruitment"
- 1. The Phone Screen is Dead: Video Screening for Large Volume Recruitment Daniel Richard daniel@sonru.com & Alison Clarke alison.clarke@sage.com
- 2. An Introduction to Sonru.com © Sonru.com 2014 Candidates • are not online at the same time as recruiter • do not see questions in advance • cannot stop, pause or re-start an interview What’s Sonru?
- 4. How can video screening help in-house recruiters? Video Interviewing in 2014 © Sonru.com 2014 Speed Time Saving Predict Identify top candidates faster For Managers and Recruiters More Informed Decision
- 5. Video Interviewing in 2014 © Sonru.com 2014 Sage’s story By Alison Clarke, Recruitment Manager at Sage
- 6. Sage & Sonru Small steps to a big solution Alison Clarke – UKI Recruitment Manager November 2014
- 8. Customer Support review Inefficient & Inconsistent 10 December 2014 Tele-screens Team Managers & Coaches Sonru Sage presentation 8
- 9. Telesales – all was not lost 10 December 2014 Called for a change Increase quality Reduce man hours Sonru Sage presentation 9
- 10. Taking it a step further We realised Sonru was not a means to an end but a communication channel as well • Telesales responses were up but attrition had not changed • We needed a warts and all message and Sonru could help us with that. Sage presentation 10 December 2014 10
- 11. Telesales 02059
- 12. Technology Group came on board
- 13. Technology Group Feedback I was impressed as to how easy the 'my recruitment account' as well as using sonru video interview, it was very convenient that I could access and use both on my tablet, in my current role we use tablets rather than Desktops. The 'customer service' from John was outstanding and I feel that every step I had the information I needed and I felt comfortable getting in touch if I had any concerns, I've never experienced that before when applying for jobs. Sage presentation 10 December 2014 13
- 14. New Customer Support process Results Offers 17% 60% Sonru 10 December 2014 Sage presentation 14
- 15. We got the result we wanted 1637 completed and holding steady
- 16. © Sonru.com 2014 Start Video Interviewing! Visit our website www.sonru.com We’re here to answer any questions or organise/schedule a demo!
Editor's Notes
- First joined Sage undertook Customer Support review Data was scary – 500+ applications for 12 head intake every other month Process was long; funnel was immense Involved everyone! Time has to be booked off the floor – 50% contact rate of calls No correlation between telescreen score and assessment performance – inconsistence scoring and decision making Suggested we looked at Sonru. The end – thank you for your time! If it were that straight forward I doubt Daniel would have asked me here today. Pitched to senior managers but they were not keen. They had concerns over accessibility (this was early 2012 before the mobile device apps), engagement and reputation. Daniel understood their caution and proposed a trial. I was unable to get the go-ahead for a trial; caution remained.
- Telesales contacted me and wanted to review the recruitment process as they needed their sales managers back. Like Customer Support they were taken off the floor to conduct calls as screening for a group assessment centre. Attrition was creeping up in the area and they needed a more consistent approach too. As part of a full review Sonru was suggested; they liked it! I had finally got my pilot. Matt from my team started to work closely with the Sonru account manager and drafted our first questions. It was very basic but enough to get us started. The pilot was a success; telesales were hooked. We bought 50 tests but had a poor response. It was once again in the balance. The team at Sonru looked at what we were doing and suggested improvements, we changed our email and timings to candidates and added our recruitment video. Responses were up and we were cooking again.
- Sage are an aspirational employer in the north east with a reputation as a good employer. It seemed that message had also got out that we were an easy touch for sales and people were beating our doors down. We needed manage that expectation so we recorded a warts and all video for sales – its not as easy as you think. Reponses have dropped as a consequence – we achieved our goal and attrition has decreased. Play video
- Feedback was mixed with some areas taking more convincing. It is not a one size solution.
- We had been trialling this in pockets for a while then a big project landed for developers. We had been struggling previously to get CV’s reviewed quickly enough and then availability of techies to do the arduous 50 technical question grilling over the phone. Candidate experience was poor and engagement was low. Sonru was at the heart of our new approach with a rota of reviewers each day and decision making in 24 hours. From this one project the reputation grew and it swept through TG. The CTO even recorded an intro video. It coincided with the introduction of the apps for mobile devices and there were no excuses any more.
- This is actual feedback given as part of a survey conducted. Sonru was synonomous with the rest of our systems. I was not done though – Customer Support were once again in my sights but this time Sonru’s reputation preceded it and it was a shoe-in
- There were several changes made but Sonru was most significant. We were able to offer a better initial screening process and provide confidence in the assessment candidates. We don’t read the CV’s anymore – we have some initial application questions and then we listen and watch – Sonru fills in the gaps and we look for potential. Quality has increased – significantly a whole intake was cancelled for November as there had not been the attrition. 3 days have been shaved off the training academy because the new recruits are picking it up quicker and the senior business managers have nominated the process change for an award – the ceremony is this afternoon so I am waiting nervously to see if we win! So high is the confidence in our recruitment approach now we have ditched our outsource provider for peak times and we are recruiting our own temp teams too.
- Feedback comes from Sonru but we also ask at interview what they thought of it and we feed that back too. They keep developing and that reflects well on our own brand. I always tell my candidates to contact them if they are having problems and they report back happy with the service they receive. It is what Sage has built its solid reputation on over 30 years ad Sonru enhance that. Sonru is part of our recruitment DNA now but we took our time and got it right.