The Benefits of Video Interviewing

Photo Source: Wowzer

Recently, I have come across the company, Wowzer, which specializes in video screening and interviewing. Being a remote recruiter, I was extremely interested in learning more during their recent webinar that took place this January. At first, I assumed it was generally going to tell me about the features of their service but I was thoroughly impressed by the fact that video interviewing can go beyond screening candidates. In addition to this benefit, it can also be utilized for employer branding.

Some interesting take-aways from this webinar:

  • Video recruiting can cut down time: recruiters are overwhelmed with resumes and often need to take time to call these candidates before they determine if they meet the basic requirements. Video interviews with predetermined questions can allow candidates to pre-record their answers and help recruiters cut down phone screen time.
  • Video recruiting can cut down costs: instead of flying out potential employees and paying for hotel rooms, video recruiting can help employers get a better feel for candidates before determining if they can make it to the final interview stage. Essentially, it can even cut out the need to fly out candidates for a face-to-face.
  • It can help everyone be on the same page: having a recorded interview can allow hiring managers, HR, and recruiters to all review the same thing. This can cut down biased opinions, help reduce missed information, and document things accurately. This way, everyone can make more informed decisions based off of the SAME interview, rather than reviewing notes from those who interviewed the candidate. It can help make the interview process fairer for candidates.
  • Candidates can be stronger interviewers: sometimes resumes and phone interviews don’t present candidates the best way possible. Some candidates are superstars during face to face interviews. Video interviewing can help even out the playing field and give these candidates the option to put their best foot forward.
  • It can help brand your company: video doesn’t need to just be used for candidate screening. Companies can pre-record videos or even do live interviews of their company, the culture, and so on. This can help create transparency of the organization, allow companies to personalize their employer brand, and help build engagement efforts to attract candidates.

I’ve always heard of video interviewing but never realized how much more it had evolved over the years. The benefits seem to be increasing by the day and as technology allows recruiters and HR professionals to be more mobile/remote, this can be a fantastic option for them to do their job effectively while cutting down time and costs.

More Links:

Wowzer

Video Tips to Attract and Identify Talent

Video Interviewing Research Report by Sarah White & Associates

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Can HR Upgrade to 2.0?

This past Wednesday’s #TChat was quite an interesting one. Of course, I loved it because it dealt with Human Resources, technology, and keeping up with the fast-paced business changes. Apparently, though, I wasn’t the only one who found this topic thought-provoking. 340 contributors on Twitter had taken the time to participate in our hour long chat which had resulted in 2,100 tweets and 11.7 million impressions. I definitely want to say thank you to those who contributed- your offerings made the chat one of the most enjoyable ones to date. And of course, you have helped spark ideas for today’s blog posting: why HR sometimes seems to lag during fast business changes.

Can HR be agile like the rest of business? Sure they can be, but their purpose is much more complex than that and being agile could potentially prevent them from doing their proper due diligence. Human Resources are there to protect the company and also the employees. They must edit their plan of action to not only protect them presently, but also in the future. This involves careful planning. With every organizational change, HR needs to consider and update the following:

  • Job descriptions: sometimes these organizational changes can also change the roles of the employees. This means HR needs to reconsider the descriptions, duties, and expectations for these new roles.
  • Compensation Benchmarking: HR now needs to consider and compare the new roles against others in the industry. They must ensure that they are now compensating employees properly to be competitive.
  • Career path planning: HR may need to restructure some of the paths that these new roles will lead up to. After all, they wouldn’t want to create a job that ends there with no room to move upwards or laterally. That could ruin their efforts of retaining talent.
  • Performance reviews: new criterion and expectations need to be created to ensure that employees are meeting the requirements satisfactorily. This means that management and HR need to create new objectives to ensure that the role is progressing appropriately for business needs.
  • Recruitment efforts and assessments: recruiters will now need to know what the new profile and basic requirements are to help them discover the best talent. New assessments will have to be created to help recruiters determine that candidates have the appropriate skills and knowledge to perform well at the new role.
  • Employer branding: HR needs to determine what marketing and branding efforts will need to be restructured to ensure they are presenting the company in a way that is aligned with the new changes. These efforts need to be carefully thought out to appropriately attract new talent and retain current talent.

Some individuals may question why HR can’t keep up with “the speed of business”, especially with new technology emerging. Yes- technology has helped HR exponentially. However, a lot of the functions above require a “human” touch to review, plan, and consider long-term effects. HR is the department that keeps the organization and workforce ecosystem steady. Therefore, their role in organizational changes may be a little bit slower, but overall, their efforts make more of a difference than some may realize.

If you like topics like this, be sure to join #TChat on Twitter – Wednesdays at 7pm EST.

More links to this week’s chat:

HR Shifts to the Fast Lane by Kathleen Kruse

#TChat Storify by Sean Charles

5 Ways to Rock Star HR Leadership by Meghan M. Biro

Talent Culture

Photo Source

Spotlight on PeopleMatter: Company Culture and HR Technology

A little over a year ago I started realizing that I needed to research deeper when it came to finding an ideal company that offered all (or most) of the things I wanted and valued. I was tired of submitting a resume to the same generic job posting. I hated that unsure feeling I’d get when I would interview with companies. And I really hated when I started a job and was almost instantly disappointed. With all of these thoughts floating through my head, I decided to start my employer search by simply Googling two things I loved: human resources and technology. I clicked on the first company located in Charleston, SC (where I currently reside) and my mouth instantly fell open as PeopleMatter’s webpage loaded on my screen. I was awestruck.

PeopleMatter encompassed HR and technology in a way that I could have never imagined. The technology was practical, efficient, visually appealing, and mobile. It made it easy for busy managers to manage their talent. PeopleMatter’s platform consists of the following SaaS areas:

  • Hire: The Hire platform handles all of the recruiting, tracking, and on-boarding processes from start to finish. It organizes the company’s:  applicant tracking system (ATS) functions; background checks; job assessments; tax credits; I-9s; and on-boarding paperwork and processes.  Being that I’ve worked in HR before, I’m well aware of how frustrating it can be to have multiple logins for several vendors that handle these processes. It was a relief to see that PeopleMatter found a way to take the hassle out of the on-boarding process.
  • Learn: Assigning and tracking employee training has never been easier. This learning management system allows managers to easily select and assign specific training for different job functions. Managers can upload PDFs, videos, and other training material for employees’ review. Managers can use this tool to keep track of an employee’s progress and test scores. Additionally, this system can run reports to show metrics of which training materials seem to be working and which might need to be tweaked.
  • Schedule: Scheduling is a breeze with this platform. Managers can create schedules and effortlessly share it with employees. Employees can even use the free mobile app to view schedules, request time off, and switch shifts on the go. Managers can use this system to ensure that all shifts are covered and to ensure that the company isn’t incurring unnecessary costs by double-scheduling employees. Efficient and effortless.
  • Engage: This area will be coming out soon but will be sure to grab managers’ attention. The tool will be designed to create incentive programs to help motivate and engage employees (every manager’s dream!)

But PeopleMatter’s sleek and engaging SaaS platform isn’t the only thing that caught my attention, it was also their impressive company culture. After reading about their company culture, I was sure to track their growth and development via social sites like Twitter, Facebook, and LinkedIn. As the year went on, I saw that their company was getting bigger and better in all areas. Employees generally seem to love working here. Some of the reasons why PeopleMatter’s culture rocks:

  • CEO, Nate DaPore, actually takes the time to use social media to tell the world about exciting news going on within the company, his employees, and his clients. To see a CEO of a company that is this openly invested in the business, his people, and his customers… well, there are no words. Judging by what I’ve seen, I’m sure he has an infectious passion that inspires those around him.
  • VP of San Francisco, Mark Deaton, took the time to have a phone call with me. When we ended our conversation, all I could think was, “Wow.” Mark had a management style that moved me. He talked about how he truly cares about his employees and that he has a drive to help them succeed professionally and personally. His conviction was tangible. He believes in his ability to do to good by his employees so much that he actually invited me to connect with some of them to discuss his management style. That level of confidence seems to prove that he follows through with what he says.
  • PeopleMatter involves all their employees in events to support and promote their clients, both new and old. It’s nice to see that everyone is involved in the company’s success and all the pictures seem to show that they’re having a good time.
  • PeopleMatter is random which makes the employees excited to see what’s in store for them each day they come into the office. From firing random cannons, to Mario Kart wars, to randomly doing a cross-country RV road trip- who knows what they’re going to get into next.

I wanted to put a spotlight on this company today because it does have a lot of great qualities to it. The technology is amazing and I can’t wait to see what new platforms and features they come out with in the future. Additionally, their culture is one that I can easily say that people would feel lucky to work for or with them.

Links:

PeopleMatter. 

PeopleMatter Platforms.

PeopleMatter Culture.

Twitter: @PeopleMatterHR