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Role on Video Interviewing


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This eBook presents research findings on how Video Interviewing is used for a wide range of roles. From Graduate level right through to senior hires, Video Interviewing has become an integral part of the recruitment process.

Published in: Recruiting & HR
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Role on Video Interviewing

  1. 1. Role on Video Interviewing eBook Research findings on how Video Interviewing is used for a wide range of roles
  2. 2. 2 Overview “What roles can I use video interviewing for?” and “Can I use Sonru for Senior level and niche roles?” are questions we get asked regularly. As automated online video interviewing has become mainstream, the roles interviewed for have expanded, from entry-level right through to Director level. Welcome to our Role on Video Interviewing eBook where we have brought together some impactful insights on: •How the demographics of video interviewing are changing •How candidates are evolving •Going beyond entry-level/junior roles These statistics have been gathered from user data of over 220,000 interviews, from over 30,000 randomly selected recruitment campaigns conducted between 2011 and 2016. Join us on our journey of discovery! 6 x increase in candidates over 55 Gender gap equalised 85% completion rate for Senior roles 78% completion rate for Mid Level roles 85% completion rate for Graduate roles 15% of candidates are Internal hires © Sonru A small taster of what’s to come… Both high-volume graduate recruitment and low volume senior roles achieved an 85% response rate using Sonru, highlighting that automated video interviewing is suitable for a wide range of roles. No part of this document may be re-used without reference to the source and due credit given.
  3. 3. Contents The Evolving Video Interview Candidate Senior Roles Mid Level Roles Graduate & Campus Recruitment Internal Roles No part of this document may be re-used without reference to the source and due credit given. Conclusion © Sonru
  4. 4. 4 The Evolving Video Interview Candidate Roles in Year 1 2011 - 2012 Roles in Year 5 2015 - 2016 As online automated video interviewing becomes mainstream, usage has grown across all sectors and for all levels and type of role Our white paper. ‘200,000 Insights on the Candidate Experience of Video Interviewing’, has more insights on the Sonru candidate experience. © Sonru
  5. 5. 5 The Evolving Video Interview Candidate Gender of Respondents 2011 – 2016 Gender gap equalised Year 1 2011 - 2012 Year 5 2015 - 2016 © Sonru Age of Respondents “The video interview stage is an integral part of the comprehensive recruitment process at CERN, and this applies to all roles, from administrative assistant and firefighters, to engineers, technicians and up to Director level." Anna Cook Deputy Group Leader – Talent Acquisition CERN 6 x increase in over 55s
  6. 6. 6 Video Interviewing for Senior Roles Multiple sectors 85% completion A flavour of some of the Senior roles interviewed for using Sonru © Sonru Age of Respondents Senior Roles Key Benefits Senior Roles “A great tool and experience, also for the candidate to prepare better for a in person or face to face interview." Director of Facilities, Italy “It was the first of its kind and very impressive." Division Director, Kenya “Fantastic idea, well structured and easy to follow.” Associate Director Marketing, UAE 10% had previously completed a video interview
  7. 7. 7 Video Interviewing for Senior Roles: Client Feedback Interviewing candidates in remote locations Key Benefits Reduced time to hire Team Buy-In © Sonru Senior Recruitment Snapshot: Concern Worldwide Number of Vacancies % filled in under 9 weeks Pre-Sonru 42% Sonru 74% “We have introduced Sonru for senior level vacancies as we have found that video screening aids our recruitment immensely, particularly in the global context, regardless of level of position. We do not see the seniority of role as a reason to reject standard processes, in fact, it makes all the more sense to use Sonru at high level as most junior staff are expected to complete one, and results in hiring managers being familiar with the process from both sides.“ Kim O’Kelly Recruitment Team Lead Concern Worldwide Concern’s recruitment challenges are more adverse than most - the remoteness of their candidate pool can be problematic. Concern maintain that Sonru has solved many of the problems associated with recruiting in some of the most remote regions in the world.
  8. 8. 8 Video Interviewing for Mid Level Roles Multiple sectors 78% completion A flavour of some of the executive level roles interviewed for using Sonru © Sonru Age of Respondents Mid Level Roles Key Benefits Mid Level Roles Almost 10% had previously completed a video interview “Great idea, friendly user interface.” Supply Chain Manager, Australia “Very innovative and an excellent way to see and hear potential candidates.” Marketing Executive, UK “Nice challenge. Refreshing! I need to do more of these.” Stock Exchange Account Manager, South Africa
  9. 9. 9 Video Interviewing for Mid Level Roles: Client Feedback Rolls Royce in the UK have been using Sonru to remotely recruit and hire candidates for new engineering centre in Bangalore. 5x higher offer rates Key Benefits 30x faster with video interviewing Validation and verification of candidates’ skills “One of our divisions in Singapore had been using Sonru so we thought it might be the solution to our problem. Video interviewing has done everything we wanted it to do and more, we’ve never looked back.” “We are definitely seeing a much better calibre of candidate coming through to the Assessment Centres that we would have without that step. Just being able to see them up front, looking for the nonverbal cues, their communication style and how they handle themselves tells us so much.” Lindsey Gamble, Global Resourcing Manager– Engineering, Supply Chain & CHQ Rolls-Royce Plc © Sonru Executive Recruitment Snapshot: Rolls Royce Selection Method Application Form Only Application Form & Video Interview Number invited to Assessment Centre 20 8 Hiring managers time to interview each candidate 90 minutes 10-15 minutes % Offered Position 5-10% 30-50%
  10. 10. 10 Video Interviewing for Graduate & Campus Recruitment © Sonru 85% completionVaried sectors Some clients using Sonru for graduate recruitment Key Benefits Graduates 59% interviewed in their native language “Wonderful experience. Great way to show our interests and skills.” Graduate, India “The step by step guide was flawless and very easy to follow.” Graduate, Australia “Love moving forward in technology and was excited to take part in this.” Graduate, France 25% had previously completed an automated video interview
  11. 11. 11 Video Interviewing for Graduate & Campus Recruitment: Client Feedback Nestlé Australia used Sonru as part of their ‘Next Gen Nestlé Program’, looking for future leaders in Marketing, Sales, Supply Chain, Finance and Technical & Production. They consider Sonru to be a convenient and modern screening approach to their recruitment process. More convenient interview reviewing Key Benefits Better quality responses “We wanted to introduce a more modern approach to screening but also see, understand and interact with our candidates in a different way. We have had great feedback from candidates that Sonru is a great tool and feel that they can express themselves during the recruitment process in a way that they want.” Kristina Travers HR Information, Advice and Recruitment Manager Nestlé © Sonru Graduate Recruitment Snapshot: Nestlé Australia Assessors relate better to candidates Want to know more on how some of the world’s leading companies are using Sonru for Graduate Recruitment? Download our 2-page guide, here.
  12. 12. 12 Video Interviewing for Internal Roles Up to 15% of all candidates are Internal hires 85% - 100% Completion A flavour of some of the internal roles interviewed for using Sonru © Sonru Age of Respondents Internal Roles Key Benefits Internal Roles 15% had previously completed a video interview “SONRU – easy to use, innovative recruitment tool.” HR Role, Austria “Amazing. The world has become a smaller place and we can connect to anyone at anytime.” Finance Role, UAE “Awesome.” IT Role, Czech Republic
  13. 13. 13 Video Interviewing for Internal Roles: Client Feedback The ‘Aspire to’ programme aims to develop existing assistant store managers to become store managers of the future. Given that there are currently about 350 assistant managers across the business, EE had anticipated a high response rate as everyone was given the opportunity to apply. “Video interviewing appealed to me as a really good solution as all applicants would be coming from the same level, same role and would have already been through our external recruitment process. It would have been really hard to distinguish as opposed to external applicants we knew nothing about.” Claire Chal, Frontline Resourcing Senior EE © Sonru Internal Recruitment Snapshot: EE Interview Methods Phone & Face-to-Face Sonru Video Length of Interview 60 minutes 15 minutes Length of Recruitment Cycle 8 weeks 4 weeks Improved conversion rates Key Benefits Eliminated phone interviews 50% reduction in time to hire
  14. 14. 14 About Sonru Sonru has a varied and global client list - read about their experiences here. Email: © Sonru Conclusion As our research shows, automated online video interviewing is suitable for all roles, from entry through to senior level. As organisations have embraced video interviewing, the candidate demographic has changed. The response rates highlight the acceptance among candidates across a range of ages and roles. Sonru is proud to be part of our clients’ recruitment processes and our video interviewing platform is continuously adapting to the needs of clients and candidates alike. Happy Hiring! No part of this document may be re-used without reference to the source and due credit given. Sonru is the trusted global leader and pioneer of automated video interviewing for screening candidates. Sonru enables recruiters to replicate a live interview by replacing early stage phone or face-to-face interviews.  Recruiters and candidates do not have to be online at the same time. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates. With tailored screening questions, recruiters can immediately screen out candidates that do not meet their criteria, shortlisting only the most suitable candidates. Meet the best candidates earlier in the process, see their fit, personality, drive and motivation, and save time and money.