The second half of the year’s graduate intake will soon be upon us so now is a good time to start thinking about how you are going to assess all those applications. For those of you who are already using video as part of your graduate assessment programme, you may want to refresh your video interview question skills with our latest HowTo Guide to Producing Successful Video Interview Questions. If structured correctly, a video interview can guide the candidate through the process and get you the information you need without any unnecessary waffle.
For those of you who have not used video interviewing before, here are just a few reasons why recorded video technology works so well for graduate recruitment.
Filtering volume applications
Many of The Needle’s customers start video campaigns by sourcing their pool of applicants, sifting through CVs and then creating a long list that they will progress to the video interview stage. This might be fine if you have a couple of dozen applications and CVs to go through, but what if you literally have thousands? Our clients also tell us it is difficult to assess early on in the recruitment process whether a candidate is committed to the job application.
When a graduate prepares for, and participates in a video interview, this already tells you something about them. They are willing to put some effort in to see the job application through. Video interviewing provides an excellent platform to filter out those who are only ‘luke warm’ about your opportunity or your company and these are not the candidates you may want to take through your entire recruitment process, to then have them drop out due to indifference. A research report completed by Highfliers Research showed that last year (2016) 800 graduate positions remained unfilled due to candidates reneging on job offers. I don’t know about you, but overwhelmingly I found that when I was recruiting, candidates who were committed to a job and company, very rarely reneged on a job offer. So, it’s important to get it right early in the piece.
The Needle offers a video tool called ‘Campaign Mode’ that suits this filtering perfectly. Campaign Mode gives you the opportunity to invite everyone to the video interview process. Those who show interest by registering, have shown to have a very high completion ratio due to commitment early on and you only use a credit for these candidates. Those who don’t register will be filtered out automatically by default, resulting in a high quality group of individuals that you take through your whole process, and no time wasted chasing people who are only mildly interested.
Your competitors are using video
You can bet your bottom dollar that your competitors are using video technology in exactly the ways we describe in this blog. They are already harnessing the power of video and finding the best applicants in potentially the same talent pool that you are fishing in. So, it’s important to ensure you are using at least the same tools, to assess as many graduates in that pool as your competition do.
CVs don’t tell the full story
From one graduate CV to the next, outside of differing pass grades in academic qualifications, it’s natural to expect that many graduates have not had a lot of work experience. This is not necessarily a detractor. The one thing that needs to be evident in anyone irrespective of their actual work experience, is a good attitude towards work. This can be fleshed out in a video interview by asking questions relating to their attitude and aptitude e.g. ‘What motivates you to get out of bed in the morning?’ or ‘Tell us a time when you went over and above the call of duty to help someone?’ These kinds of video responses don’t have to necessarily relate to a work situation but the answers will give you the insight into what makes them tick. People’s personalities and values don’t change fundamentally from personal to work life. You can be the judge of that one in any case, but using video will give you an effective tool to test the softer skills like attitude, aptitude and communication skills.
Our clients are a testament to video working in exactly the ways we describe above. Assessment, is a vital part of the recruitment process and if you have the right tools in place such as video assessments and the right complementary testing, you will give yourself the best possible chance of finding the right graduates for your business.
Some of our clients using video include, William Jackson Food Group, Clydesdale Bank, Home Retail Group, Northumbrian Water, MVF Global, Doosan Babcock, KPMG, Casio and many more.
Book your free consultation
If you think that video interviewing can help you with your graduate programme, book your free consultation with one of our team today and learn about how to successfully add video interviewing to your graduate programme. We look forward to hearing from you.
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