Here at Chapple, we’ve been aware of the increasing use of video in the recruitment process over the last few years, but even we were astonished to see these statistics courtesy of Firefish:
We could just leave it there, so powerful are these figures, but the advantages to using video in recruitment is actually even more compelling than this, and worth discussing in a little more detail.
The first, most vital point to make is these figures are referring to videos within candidate attraction and not within the interview process. This too is being done and mostly with great success, but as our last two blogs were about diversity in recruitment, it feels essential to point out at this stage that all the great work being done in preventing prejudice in recruitment against the disabled and ethnic minorities could come to nothing if video interviewing became routine.
If the statistics above have piqued your interest, you will be encouraged to know that there are even more reasons to include video.
Maybe not a surprise to anybody that Apple might have one of the best recruitment videos. They have the money and the resources after all, but it isn’t because it is flashy or full of clever special effects. It is because it is simple and passionate. You watch it and you think ‘I want to work there’ which is, of course, the point.
You don’t have to be one of the highest-grossing companies in the world to make a great recruitment video though. Equilibrium, a wealth management firm based in Wilmslow, Cheshire, which has been named one of The Sunday Times top ten best small companies to work for in the UK for three consecutive years, also has a great video and website.
As discussed above, using video in the interview stage does open up the risk of unconscious bias when so much has been done to reduce or eliminate discrimination against minorities. But most companies will carry out a final face to face interview anyway and a video interview is arguably no different, just earlier in the process and can significantly reduce time and cost. If it is used, it is important to align it with other diversity friendly recruitment strategies within the organisation.
According to the BBC, video interviews and screening is rising, and used by over half of employers in their recruitment already. But with many candidates it is unpopular, with nearly half (45%) aren’t happy with video interviews and most (91%) feel face to face is best. It can be very intimidating and make candidates self-conscious, but millennials have grown up with using video communication with Apple FaceTime and Skype and are more comfortable with it. Coaching is available to improve your video interviewing techniques, and it is possible to practice with a friend in advance of any real situation.
Video CV’s are also being used and there have been examples of candidates being rejected from their paper CV, only to be called in (and hired) when a video CV was sent instead and some recruitment firms are now sending their initial screening video interview to the client to give them further insight into the candidate.
Video is here to stay, not just in recruiting but in our everyday lives and the software to produce and share these videos is improving with lightning speed. You no longer need a 20 strong film crew and post-production team to produce a video. Anyone can do it, anywhere and often with equally professional results. The statistics make a compelling case to get started and reap the rewards.
Note: As we like to practice what we preach, expect to see more video content from us on social media over the coming months!
At Chapple we specialize in sourcing candidates in external and internal communications, employee engagement, change, HR and business transformation roles.
Contact us on 020 7734 8209 for more information about how we can help you find your next role or indeed find the right people for your business.