Interviewing for a job is very much like dating when you’re single: it’s exciting and interesting when you’re young and starting out, decidedly less so when you’re mature and seeking a new challenge after years involved with someone else. It’s awkward, just like dating, involves getting to know others from scratch, just like dating, and – most importantly – isn’t enjoyable for either party. Everyone hates the interview process, and for good reason. In looking for a job or a date, we end up kissing a lot of frogs who fail to transform into a gorgeous princess or handsome prince.
Science informs us that the concept of your ‘gut,’ or intuition, isn’t a lot of baloney – there is some real scientific basis to the idea that you often are capable of making complex decisions within a few seconds of meeting someone or entering into a scenario. We have all had that experience of regretting delaying a decision because we look back and see clearly that we knew what the decision should have been almost immediately. That’s not our imagination – it works.
Speed Interviewing, as the name might suggest, takes its inspiration from Speed Dating. The basics are the same: you bring a large number of candidates into a room, and you spend a very short period of time with each. In Speed Dating this ranges from one minute to several minutes. At the end of the period everyone changes partners and repeats the process. It’s the same in speed interviewing: you meet via video each candidate and interact with them for about sixty seconds. And the benefits are enormous.
ONE: No wasted time. You’re an advertising firm and candidate number one has absolutely no marketing experience and tells you right off the bat he skips the commercials when he watches TV and that advertising is dumb. An awkward silence follows – but happily it only lasts forty-five more seconds.
TWO: Laser Focus. If you’ve ever handled ten interviews in one day for an open position, you know that by the end of the day you simply have no more small talk left. Hearing about hobbies and pleasantries is wasted time: with a speed interview there’s no chit-chat. You ask the two most important questions you have and get your answers.
THREE: No misconceptions. Candidates and Dates are always studying you for clues – does the fact that they kept me an extra fifteen minutes mean they’re interested (when the fact is you simply lost track of time)? Does the fact that they think my resume is funny mean they like my quirky personality (when the fact is they were alarmed and the laughter was nervous)? With Speed Interviewing, the playing field is level. No one gets more than sixty seconds.
FOUR: Instant analysis. Speed interviewing allows everyone involved in the interview process to offer up immediate reaction, which very quickly narrows down your candidate pool. Just like speed dating allows you to eliminate everyone with a cat, speed interviewing clears out the people who would be a waste of time for the position.
Technology sometimes seems to crowd our time with new tasks and constant intrusions, but it also gives us new tools to control our time. Speed Interviewing can make the interviewing process faster, leaner, and more enjoyable. Refrek’s Speed Interviewing allows you to configure and schedule video interview under 60 seconds.
It is important for your company to make use of the latest hiring technology, as for sure your competitors are. 6 out of 10 companies are making use of online / video interviewing to hire best talent worldwide. In spite of changing technologies the biggest challenge in front of hiring managers and employers still remain is avoiding discriminatory hiring practices.
Video interviewing is 100 percent compliant with all EEOC regulations, but still the question of discrimination remains whether it is in-person interviewing or video interviewing. EEOC once quoted, “Employers and recruiters [should] continue to structure their recruitment and selection processes to be nondiscriminatory and to consistently focus on the job qualifications of all job seekers, regardless of technology or of the information available by virtue of that technology.”
It’s amply clear that discrimination is not done by methods of hiring but by people using those methods, final decision is taken by a humans, technology is just a mean.
Online / video job interview not only cuts down the recruitment cost drastically but also shortens the hiring time. It also allows the recruiters to know the candidate and his qualities beyond their resume. Job interviews also can be recorded and reviewed by the managers or higher officials again in case of any doubt or just for choosing the best by comparing eligible candidates. To top it all many companies provides their services for free. You want to make sure your company is taking advantage of all the latest hiring technology, because it’s certain your competitors are.
Hiring appropriate candidate for a particular position can be a very stressful task for the employer, especially if it is one to one face interview. Sorting out candidate’s based on qualification, pre-screening, them and finally a face to face interview, is a long, tedious, stressful, expensive and time consuming process.
Also these kinds of interviews allow only one person from the company the opportunity to hire the candidate in their opinion, which means other staff members have no say at all, as to how good this candidates is and if in fact they are the best candidate for the job. Also the interviewer has to take into consideration all of the ethical and legal issues and requirements involved while conducting an interview.
Online Video Recorded Interviewing.
Video recorded job interviews make the hiring process easier and smooth. Interviewers can make a pre-determined format and same set of questions can be asked to all the candidates. There by providing faster, more consistent and reliable process.
Video interviewing permanently captures the moment, thereby giving employers flexibility to replay, review, rate and share with other members of the company for their views and suggestions.
Interviews visual material helps employers to identify outstanding candidates; they better associate a candidate’s name to a face thereby providing a more personal touch.
Time is at premium for human recourses department at all time, video interviews permit a large number of interviews in a short or same time, in a different time zone, city or country.
Video job interviewing has drastically cut the recruitment cost by 80 %.