Video interview guide gives a complete insight into using video interviews perfectly for an efficient hiring.

1. Your Guide to Using
VIDEO INTERVIEWS
Effectively for Hiring

2. Contact Us 14
Our Clients 13
About Talview 12
Hiring Effective Salesforce 04
Talview Products 11
Implementing Ultimate Technical Hiring Solutions 06
Simplifying Campus Recruitment with Online Interviews 08
Proctored Assessment to Hire the Brightest 07
Video Interviews To Find Best Matched Candidates 03
CONTENT

3. Revolutionize Hiring with
Video Interviews
Recruiting has moved a long
way from pen and paper
format to online job boards,
social media and now video
interviews.
The best way to showcase to
potential hires that you are agile
and long sighted as a company
is by using modern recruiting
solutions. Video Interviews
are a boon for employers and
candidates in multiple ways. It
allows recruiters to save time,
effort, and hire better talent at
the click of a button and equip
the candidates to find the best
matched opportunity.
For screening candidates,
options available are automated
interviews, code evaluation and
written assessments. At a later
stage, if the candidate matches
recruiter’s requirement, they
could invest time into live
interviews. This works well
for campus hiring, technology
and sales hiring as well, where
recruiters have to screen and
select candidates for a handful
of positions in a short span of
time.
In the next few pages, we
will delve into the details of
hiring via video interviews,
written assessments, and code
evaluation in the field of tech,
sales and campus hiring.
Video Interviews allows recruiters to save time, effort.

4. Delivering Better Achieving
Salesforce
Most organizations have a
very widespread network
of salesforce. With an ever-
expanding consumer needs,
organizations are also looking
to expand in terms of salesforce.
This leads to a situation where
organizations put the onus of
recruitment on various sales
managers scattered across the
country. Though this enables
them to have a larger sourcing
base, it also has a telling impact
on quality. This approach also
leads to significant increase in
time-to-hire as several rounds of
interview need to be conducted
to put in place some control.
Biases also creep in the hiring
process as majority of the hiring
happens through referrals which
will have a direct impact on the
business as a below-par field
force leads to non-achievement
of quotas and a smaller internal
pool for succession planning for
First Level Managers.
In a decentralized hiring strategy,
video interviews are very helpful.
Notonlyitcanleadtoasignificant
improvement in quality of new
hire, it can also reduce the time
to hire drastically.
Video interviews are helpful in decentralized hiring strategy.
Most effective when
sales managers are
scattered across
the country.

5. Reach out to candidates through referral
drives.
Call candidates to regional offices for
assessments
Bulk emailing to global candidates provides
you with a larger candidate pool as
compared to referral hiring
Administer written assessment to document
their skills
Call up the candidate for the telephonic
interview
If the candidate is a match, direct selection
Employ automated video interviews Review
the recorded interviews at your convenience
Select candidates based on peer review to
avoid prejudice
Hiring in haste could land you in misfits
This will inherently lead to an inefficient
team and effect the company’s overall
performance
Better candidate choice allows your team
to be efficient
This in turn improves the performance of
the company
Inept candidates must be let go
The cost of a bad hire reflects on the ROI
Productive employees add to the growth of
the company
This reduces ROI on hiring and increases
company success
Conventional v/s Intelligent Sales HiringHiring Candidates with Niche Skills

6. Implementing Ultimate
Technical Hiring Solutions
Today, every company is a
software company in some
way or the other. Developers are
the ones who are often tasked
with pushing the envelope,
helping you simulate, iterate
and innovate faster than ever.
Regardless of the industry your
company is in or its size, hiring
talented developers is critical
for business to thrive. They are
also in high demand, and not
easily wooed by free passes or
weekend retreats. Best tech hires
are critical resources at work
and do not have time, energy or
flexibility to take a day’s leave
and travel for an interview.
They expect their prospective
employers to understand that
and pro-actively provide them
convenience and flexibility.
Writtentestinpersonreducesthe
candidate reach again leading
to missing out good candidates,
as you will be restricted by
geography. A plain vanilla test
is not be the best case to assess
a developer’s skills, you should
rather employ a code test that’s
concurrent with real-life code
complexity.. Just technical skill
evaluation does not give a full
picture of the candidate even for
the purpose of screening, one
needs to do all round evaluation
on motivation, cultural fit and
suitability using tools like video
interview.
Candidates expect employers to provide them
convenience and flexibility.

7. Proctored Assessment to
Hire the Brightest
Record Video Log For Future Reference
Recorded video interviews can be
shared with colleagues and used as an
earmark for future candidate search.
Businesses can also use these videos for
Stereolithography (SLA) or audit purposes.
Audio Enabled Video Monitoring
Candidate integrity is measured with the
option of audio- visual support, it’s easy to
find out if a third person is feeding answers
into candidate.
Global Hiring Across Time Zones
You are unable to find a candidate that
fits the required job profile and referral
candidates don’t always cut the deal.
You could find talent across time zones
without spending money on travel or time
to schedule an interview.
Written Assessment
Developer Expertise Demonstrated
Most online tests lack an option of using
a library of their choice for coding - when
developers are given this option, their
potential tested to the greatest heights.
Built-In checks Against Plagiarism
Candidate integrity is most important to
businesses; finding out that the employee
only plagiarizes codes will do no good. An
option to block controls like ‘copy+paste’
helps you identify real talent.
Checks Programmers Language Skills
Code Evaluation Engine gives panelists the
ability to measure developers’ knowledge
in using libraries, code style, C.R.A.P,
cyclomatic complexity, etc. Not only can
you test coding ablities, you now have in-
depth insight into the programmer.
Code Evaluation

8. MODERNTRADITIONAL
Online Automated
Interview/ Video Proctered
Written Test
Shortlist Candidates
Online Campus/ Live
Interview
Best Candidate Selected
On-Campus/Career Fair
Resume Review
Test at Venue
Shortlisted Candidates
Face to Face Interview
Candidate Selected
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VOLUME HIRING

9. Simplifying Campus Recruitment
with Online Interviews
With traditional process time is spent on travel, logistics
and paperwork. Not candidates.
As employers recruiting on campus, you have a lot to work on; class schedules and
part-time jobs, not to mention other employers competing for the same talent.
However campus hiring teams are still very conventional and even today use pen
and paper tests for the initial screening. The recruitment teams often visits the
campuses or participate in career fairs, conduct paper and pen assessments for
the initial screening and then spend hardly 10 minutes per candidate for face
to face interview. While a lot of time goes into travel, logistics and paperwork
in this conventional process there is very little time spent in evaluation of
the candidate.
In addition many of the students are employed either on- or off-campus
or taking additional courses. This means that some students are
working and studying for at least the equivalent number of hours
of a full-time job, and therefore fewer students will be available
to attend every career fair, information session and recruiting
event on-campus. Instead, they’ll likely take their job search
online when they have time around their work and studies.

10. Expedited Hiring Solutions

11. Talview Products
To provide insights and to help reach out
to more candidates that are accurate with
IBM Watson
Analytics Beta
Video Assessments
A mobile first - application to manage
entire candidate lifecycle and automation
of routine recruiter activities
Candidate Interaction Platform
Complete video interview suite that
comprises of Asynchronous, Live, and
Proctored Tests. Employ MCQ/Essay/Typing
Speed Tests to husk through candidates.
Engage and attract best talent; build an
on-demand talent engine
Talent Engagement
Find out how our products can
expedite hiring process
Visit Us Contact Us

12. About Talview
Has enabled over three million video responses across
102 countries.
Talview is a video-mobile recruitment technology platform that helps
businesses build a high performing workforce by reaching out to &
screening more candidates using lesser time than traditional hiring
processes. Talview is the second largest global player in video-mobile
recruitment technology space and is a pioneer in hiring technology
augmented with talent engagement and state of the art analytics.
Enabling over three million video responses, Talview has grown to be
a preferred partner to leading organizations across the globe.
Talview has always conceptualized and designed all the products
bearing its users in mind. Hence, the products and the interfaces are
always user-friendly.

13. Our Clients

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