Top recruiters and hiring managers in today’s market are very selective with how they spend their time, maximizing productivity. Digital recruitment tools are taking away the repetitive nature of HR and creating actionable data points to make informed decisions earlier.

1. Automated screening

“Time is precious” applies not just to yourself but also your candidates. Top recruiters and HR managers leverage technology to pre-screen their candidates. Gone are the days of having to ring each potential candidate and ask them screening questions. It can all be automated now through most ATS and digital recruitment platforms. Put the onus on candidates to pass your screening criteria before you even consider looking at their resume.

2. Fewer interviews

Only interview the very best candidates. Have you ever known 2 minutes into a job interview that the candidate was not a good fit for the role? Gone through the motions and spent the next 15 minutes or so politely conducting the interview questions? Involve automated video interviews in your hiring process and never waste your time like this again. Instead of just reading a resume, see the candidate on video answering questions specific to the role, it gives you a much better feel for their personality, team fit etc.

3. Don’t miss out on that perfect candidate

If your recruitment process is too drawn out, by the time you make an offer to that perfect candidate they are already receiving other potentially more lucrative offers. Resume’s can pile up before you get around to viewing them and then further delays occur when scheduling interviews. With one-way video interviews the candidate is invited to answer screening questions and submit a short video interview as soon as they apply for the position. Within 24-48 hours you can see them in action and make an informed decision on whether it’s worth getting them in for an interview immediately and securing their services.

4. Remote hiring

This is especially relevant for multi-national companies but also companies who operate in multiple cities. Sure you can do Skype interview but nothing beats an in-person interview. Recorded video interviews really help you to get a feel for a candidate so far away and whether it is worth making a trip for an in-person interview.

5. Technical assessments

Dev positions requiring coding skills can be difficult to assess in a traditional in-person interview. Ideally, anyone reaching this stage should be vetted knowing they have the technical fundamentals required to perform. Automated screening allows you to ask candidates to answer technical questions, ideally with a text box where they can type their answer. Nothing too rigorous, for example asking them to type a line of code required to finish the piece of work in front of them. A time-limit would be set so that they couldn’t enlist the help of Google!

6. Bi-lingual positions

A recorded video interview is a perfect way for someone to demonstrate their ability to speak in multiple languages, something that simply can’t be achieved in a resume. Additionally, questions can be asked in multiple languages, and answers can be provided by typing in text boxes so you see written as well as their verbal abilities.

Get an edge on your competition and transform your hiring process today with a digital recruitment platform!

Sam Reid on Email
Sam Reid
Customer Success Leader @ Venterview
Sam Reid is the Customer Success Leader at Venterview. He brings 13 years of service desk experience in the banking sector, including a role at HSBC London. With 6 years in management overseeing teams of 40+ and handling recruitment responsibilities, he has a keen understanding of how to overcome hiring challenges. His current role involves aiding HR recruiters with their digital transformation.