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EMIS UK

 
EMIS are a Leeds based organisation who develop and provide clinical systems to healthcare organisations across the UK from GP Practices and-out-of-hours services, to community care and sexual health services. EMIS employ over 1200 staff with a high proportion having technical and specialised skills. EMIS opted to apply video interviewing to the international and regional UK roles they recruit for on a regular basis.
 

Role types

For many of the roles requiring technical and specialised skills, EMIS have opted to use video interviewing as part of their recruitment process. Currently recruit using video interviewing for  some roles in England, Scotland and India.  The role types include Business Analysts, Test Analysts/Engineers, Software Developers and Business Development Managers.

Pre video - Previous recruitment process

Their original recruitment process was to source CVs and then invite suitable candidates in to perform a technical test, followed immediately by a face-to-face interview. These candidates were chosen on the strength of their CV at the point the application was made. The problem here was that often the CVs did not match the technical skills or the team fit they were looking for, therefore the time taken to establish this during the interview has proved to be valuable time wasted for both candidate and hiring manager.

With video - New recruitment process

Their current recruitment process now includes a video interview after the CV has been vetted. The questions are created by the hiring managers to cover technical ability and team fit. Then, and only then, do they invite the candidate in for a face to face interview and the technical test (which is effectively a working interview).

Results

According to Sue Mosley, Group Resourcing Manager for EMIS, specific time savings relate to the time it takes to test and interview the wrong candidates. They were spending one hour putting candidates through a technical test / working interview and then conduct a one hour face to face interview. A large portion of these candidates were failing at the interview stage due to being the wrong fit cultural and team fit, which is very important to EMIS.


In addition, Sue says that the filtering aspect of video interviews has been very useful. There is a high participation rate, but those who refuse without good reason, often don't make it through for cultural fit reasons due to lack of commitment to the job application process, which includes video. She states, this is only a handful though.


The additional benefits to time and cost savings relate to the hourly rate of the interview panel. If they are interviewing candidates who are not suitable, the 'courtesy time' spent in that interview, is costly downtime. When video assessments taking place before the candidates are invited in for the face to face interview, the panel then only interview the right candidates for the role, eliminating the 'courtesy time' they may have otherwise spent.

Challenges

In terms of challenges, Sue says that the one thing that must be done well is gaining buy in from the Hiring Managers. She said many of the managers have embraced the change, but there are always a few who need to be liaised with to ensure they fully understand the benefits and are helped through the process.

Conclusion

Implementing video has made the recruitment team at EMIS more productive, but also specifically saved hiring manager time during the interview process. Video has also enabled the technical skills and team fit of candidates to be assessed more thoroughly, earlier on in the process. The driving down of cost associated has proven video's return on investment.