Video interviewing is growing in popularity as technology advances and the benefits of such a tool become more apparent. Besides speeding up the interview process and making it easier, video interviewing allows candidates and recruiters to build a relationship they may have not had through a traditional phone interview. By taking the interview a step further and making that connection, your chances of syncing up the right person with your company’s brand are much greater.
With that in mind, there are many reasons why companies are using video interviewing so we listed out a few of the top reasons.
• Expedited hiring process: The industry standard time to fill a position is around 45 days. We know from experience that video interviewing can speed up an interview process by allowing the hiring manager a genuine face-to-face interaction, thus cutting back on the number of interviews needed with a traditional phone interview.
• Improved Productivity: Hiring managers can conduct multiple interviews in the time it would take to do one face-to-face interview. They can ask their candidates a series of important questions and be able to see their communication style and personality before the first meeting.
• Increased employee satisfaction: When employees know you are staying up-to-date with the most advanced technologies and investing in the company it will confirm you will invest in them. By ensuring your confidence in them, they will want to work towards the company’s goals alongside you.
• Cost savings: Video interviews allow hiring managers the ability to conduct interviews at the candidate’s convenience. Traveling for interviews can be virtually eliminated, saving time and money for companies and their clients.
With that being said, WilsonHCG is excited to partner with Wowzer and bring video interviewing to our organization and our clients. In an effort to show the talent acquisition community why it is so important, we will be presenting a webinar hosted by Wowzer, alongside Sarah White, HCM Strategy Analyst, on “Video Interviewing Tips to Attract and Identify Top Talent.”
When: Thursday, January 17th at 2 p.m. EST
WilsonHCG has been busy in 2012 and this has without a doubt been a great year for us and our clients. To better serve our clients and continue to provide valuable insight, we are always striving to create the most relevant and thought provoking content.
We’ve assembled a few of our blogs that generated the most feedback in 2012 to help your 2013 be the best year yet.
1. Hurry…these Boomers are leaving
A point well made-knowledge transfer and mentoring programs are key to ensuring business’s success in 2013. With the Baby Boomers leaving and new Millennials and Generation X moving in, it is important for HR professionals to understand how to tap into the knowledge of the Boomers and transfer it to the younger generations. Learn More >>
2. Hiring a Veteran
Veteran recruiting is quickly becoming a hot topic for 2013, and understandably so. Figuring out the best way for veterans to effectively communicate their skills and employers understanding how those skills translate into the workplace is essential to both veterans and employers. WilsonHCG is gearing up to launch Operation Transition this spring and summer, an initiative to help veterans transition back into the workforce. Stay tuned for an upcoming webinar as well. Operation Transition >>
3. Smart Investments-Big Pay Offs
Investing in how you recruit and the human capital behind it will be the difference between a mediocre organization and a great organization. Staying up-to-date with trends and understanding that recruitment techniques are constantly changing will keep your company ahead of the rest.
4. Creating a GLOCAL Talent Acquisition Strategy
Glocal is the new “buzz” word in the talent acquisition community and for good reason. The think globally, act locally mentality applies to many different businesses and recruiters in particular. Understanding your organization’s core values and customizing those values to the market you’re serving will drive candidate flow and provide a positive experience.
5. Getting Creative with Old Methods & New Tools
Thinking outside of the box and using a combination of old and new sourcing tools is the key to being a successful sourcer. Coupling modern conveniences and traditional sourcing methods allows for covering a large market and adds a personal touch. Check this article out for information on how to shake up your sourcing techniques.
WilsonHCG is looking forward to a new year with new trends and topics that we can share with our networks in 2013! Happy New Year!
Glocal (glōkəl) adj. reflecting or characterized by both local and global considerations
Today’s technology has literally brought the world into the palms of our hands where we can access the weather, our bank accounts, and sports scores all while on the go. Companies around the world are adapting their products to suit local markets. A well-known example is McDonald’s Little Chorizo Melt (England), McItaly burger (Italy), and Ebi Filit-O (Japan). Within the U.S., Macy’s Department stores adjust the size and colors of products on a store-by-store basis, even changing sweater weights per climate zones.
Companies want a unified brand and message, with the flexibility to adapt to localized markets. From a Talent Acquisition standpoint, this makes perfect sense. But how does one create a Talent Acquisition Strategy with a strong “global” message that can be tailored to local markets?
First, ensure that your Talent Acquisition team (whether internal or outsourced) understands your “global” message. Can they explain what you do and why you do it? Do they know your audience? Do they show an understanding of Corporate “DNA” and core values? Ensure that your team is knowledgeable at branding your organization in a consistent manner.
In customizing your “global” message, utilize Recruiters that are “regionalized.” If your team is in-house, assign them geographic regions to become “experts” in. If part of your team is outsourced, request Recruiters that live or have expertise in priority regions. Some Outsourced Recruiting or RPO companies offer virtual teams across the globe, with built-in networks and the ability to drive your message face-to-face.
Lastly, arm your team with the tools necessary to “act locally” on your “global” message. Allow them to customize your message to drive candidate flow and provide a positive experience. Allow your team to focus on University Recruitment and growth opportunities in regions near colleges. Push work/life benefits or flexible scheduling in family-oriented markets. Customizing your message will drive more and higher quality candidates within your local market.
Glocal is the new “buzz” word in Talent Acquisition for good reason. With increased technology, the qualified candidates have more options. Use technology to your advantage. Leverage social media to target specific audiences and locations. Utilize an Applicant Tracking System that monitors how candidates visit your career site. Give your team the resources and flexibility to “think globally” and “act locally.” Your company will undoubtedly see an increase in qualified hires with longer tenure.
As an employer, you know what makes your business the best that it can be – your employees! Regardless of the industry, your employees directly impact the quality level of the products and services that you provide to your clients.
When seeking highly trained candidates that have the capacity to lead and innovate, a veteran may be the perfect fit for the position. Armed with years of specialized training, a respect for established procedure, and an unparalleled work ethic, veterans have proven to be desirable employees that demonstrate a higher rate of retention.
Even with a laundry list of outstanding characteristics and dynamic skill sets, many veterans face unthinkable challenges upon entering the workforce. Yet, their loaded résumés are still not enough to pique the interest of every potential employer. In addition, not all employers have mastered the art of cracking the ever-changing code of military acronyms that embody a veteran’s experience.
In order to progress past these issues, it is essential that businesses are equipped with the proper education on military culture and skill translation during hiring initiatives. Consider the following when implementing such a program:
Design a Strategy: Identify the key needs of your organization and how the skills sets of a veteran candidate may prove beneficial.
Welcome & Educate: Take the time to learn about military experience and culture, including solutions to the problems that veterans face in your workplace.
Actively Recruit: Broaden your knowledge of where and how to find veteran candidates.
Proactively Retain: Develop and promote vet-to-vet peer mentorship programs within your organization.
Tools & Resources: Utilize social media to keep yourself informed and up-to-date on trends and issues affecting our transitioning veterans.
Despite years of military service, a four-year degree, and security clearances, many transitioning veterans are still unable to find employment. Given the incredible sacrifice made by members of our armed forces and their families, employers should be strong advocates in increasing the opportunities available for those brave individuals – not based on a sense of obligation, but based on their unique set of qualifications that set them apart from other candidates.
This Veteran’s Day, let’s honor our many esteemed veterans by employing them!
Written by: Cari Castillo
Connect with Cari on LinkedIn
Gone are the days where employee files are jam-packed with paperwork and stuffed in endless rows of filing cabinets; say goodbye to walk-in applications. These situations are a thing of the past now that technology has come into the Human Resources world. Thankfully, these times are now filled with options to make the life of an HR professional much more efficient. Technology makes an impact in HR and Recruitment from all angles of the industry.
Recruitment functions are especially influenced by these upgrades. Think about a work day without the ability to use Applicant Tracking Systems (ATS) or where candidates could not apply online to a position. I know it’s a crazy thought, but this record keeping was all once done by hand. Also consider the instantaneous capabilities of posting a job online and attracting candidates from around the world in seconds. This changes the entire recruitment landscape and standard of candidate quality across the board and was not possible just a few decades ago.
Attracting and retaining talent is one of the biggest hot buttons in HR today and technology is the shining star of this show. Social collaboration tools, like Yammer, allow employees to easily collaborate with one another, also making their presence more visible to HR and leadership acting as a key tool for internal mobility purposes. Employers are also branding themselves to attract talent by creating videos about their work environment through social media forums, reaching candidate pools they would have never dreamed feasible in the past. Even the use of Gamification, such as GOLD, can spice up the way an employee feels connected to their company. HR can use Gamification as a way to not only engage employees, but also use it as a reward and recognition tool.
The overhaul of the industry has also dramatically impacted the way employees are trained and skills developed. Training software, like the PeopleMatter “Learn” platform, allows managers to easily create training material, offer training resources, and even test employees. Assessments are also a great way to assess candidates or employees in their abilities, skills and areas of strength. This enables HR to know if the individual meets the job requirement needs and areas of potential growth within an organization. All of these tools can quickly be updated and function in real-time, optimizing efficiency and managing change at levels we have not seen in the past.
Technology has completely changed the way Human Resources industry functions. As processes continue to develop and are streamlined to become more fluid, agile and efficient, we will continue to see the workforce benefit in the best ways possible. These are exciting times and I’m sure this is only the beginning of a long marriage of technology and the HR world.