NO TALENT TO WASTE

Copyright © Cammio 2013

Job market developments, candidate preferences, recruiter challenges and technological developments present organizations with new opportunities for personal online interaction with applicants during the selection procedure.

Job interview 2.0whitepaper

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NO TALENT TO WASTE

INDEX

SummAry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

SOCIAL TrENDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Viva la pensionado. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 The candidate can choose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 An enormous amount of latent job-seekers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5� 3DUW�WLPH�DQG�ÁH[LEOH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Global professional nomads. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 mobile employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

WhAT DOES ThE mODErN CANDIDATE WANT? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Cut down travel time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Limited free time already. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Just a proper conversation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 A fast procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7� 0RUH�ÁH[LELOLW\ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

WhAT DOES ThE mODErN rECruITEr fACE? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Over 100 interviews per year. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9� 'HFLVLRQ�ZLWKLQ�ÀYH�PLQXWHV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 more interviews in less time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9� 6FKHGXOLQJ�GLIÀFXOWLHV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 missed interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9� 7UDYHO�H[SHQVHV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

TEChNOLOGICAL DEVELOpmENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10 Europe is racing on the internet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11 from show yourself video to webcam interaction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11 Applications via the browser. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12 recruitment gets automated and integrated. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

CONCLuSION: JOb INTErVIEW 2.0. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13� ,QVSLULQJ�ÀOPV�LQ�D�VLQJOH�WDNH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 Interactive video . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 Nothing new . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 first impression in 30 seconds. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14 better chances for the best candidate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14 beat the competition now . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14 Safe and stable software . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

SOurCES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

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NO TALENT TO WASTE

SummAry

(PSOR\HUV�XVLQJ�ZHEFDPV�WR�FRQGXFW�ÀUVW�URXQG�VFUHHQLQJ�interviews online are able to meet more candidates while LQFUHDVLQJ�UHFUXLWPHQW�SURFHVV�HIÀFLHQF\��7KH\�VKRUWHQ�WKHLU�time-to-hire, reduce cost and save valuable time of both recrui-ter and hiring manager. more importantly, they increase their chances to hire the best candidates.

This is important, because in the years ahead the total number of job interviews will rise dramatically based on growth in temporary project staff, reduced working hours and on average shorter employment periods. This puts increased pressure on the recruitment process and teams, but also on hiring mana-JHUV�WR�NHHS�WKHLU�RUJDQL]DWLRQV�VXIÀFLHQWO\�VWDIIHG�

research shows that candidates will continue to appreciate the possibility to present themselves in a personal interview, EXW�DW�WKH�VDPH�WLPH�WKH\�ZDQW�WR�DSSO\�TXLFNO\��HIÀFLHQWO\�DQG�ÁH[LEO\��%RWK�KLULQJ�PDQDJHUV�DQG�FDQGLGDWHV�SUHIHU�WR�KDYH�MRE�LQWHUYLHZV�RXWVLGH�RI�RIÀFH�KRXUV��2Q�WKH�RWKHU�VLGH�of the table, recruiters struggle to get interviews of 15 to 30 minutes scheduled, even though they usually make up their PLQG�ZLWKLQ�WKH�ÀUVW�ÀYH�PLQXWHV�

The widespread availability of broadband internet, combined with the high percentage of computers with webcams and strong familiarity with video conferencing technology, makes it SRVVLEOH�WR�HDVLO\�FRQGXFW�ÀUVW�URXQG�MRE�LQWHUYLHZV�RQOLQH�

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NO TALENT TO WASTE

The tighter the job market, the more important wishes and preferences of the applicants are. Companies taking that into account keep ahead of their competitors. Dutch researcher TNS NIpO investigated what candidates in the Netherlands want these days. To that end more than 600 people between ages 20 to 50 have been interviewed, all of whom had been actively ORRNLQJ�IRU�D�MRE�LQ�WKH�SUHFHGLQJ�VL[�PRQWKV��8QOHVV�RWKHUZLVH�QRWHG��WKH�ÀJXUHV�DQG�VWDWLVWLFV�LQ�WKLV�FKDSWHU�DUH�EDVHG�RQ�the results of that study (TNS NIpO, 2011).

Cut down travel time0RVW�HPSOR\HUV�DVN�VHOHFWHG�FDQGLGDWHV�WR�FRPH�WR�WKHLU�RIÀFH�IRU�D�ÀUVW�LQWHUYLHZ��%XW�IRU�DOPRVW�D�TXDUWHU�RI�WKH�MRE�VHHNHUV�(22%) the travel time in particular can be a reason not to apply. They simply cannot be bothered anymore to spend a full morning or afternoon on an interview of half an hour or an hour, while chances are it will lead to nothing. Of course, WKLV�DSSOLHV�VSHFLÀFDOO\�IRU�ODWHQW�MRE�VHHNHUV��ZKR�KDYH�WR�combine a job interview with their current job. for 70% of the candidates, their most recent job interview took two hours or more, including travel time. Without travel time they were more inclined to apply.

/LPLWHG�IUHH�WLPH�DOUHDG\Almost half of the job-seekers (47%) would be more inclined to apply for a position if they would not have to take time off ZRUN�IRU�WKH�ÀUVW�MRE�LQWHUYLHZ��,Q�DOPRVW�KDOI�RI�WKH�FDVHV��those who get invited for an interview take a (part of a) day off. Someone with a job in business with ten applications, and IRU�H[DPSOH����KROLGD\V��LV�ORRNLQJ�DW�PRUH�WKDQ�D�ZHHN�RI�holidays out of the window.

,W�FRPHV�DV�QR�VXUSULVH��WKHQ��WKDW�RQH�LQ�ÀYH�FDQGLGDWHV�������KDV�RFFDVLRQDOO\�XVHG�D�GRFWRU�YLVLW�DV�DQ�H[FXVH�IRU�DEVHQFH�from work. Only 3% straightforward mentions going to a job interview.

Just a proper conversationApplicants still greatly value a personal conversation. Of all respondents, 43% indicates that it is the most important part of the entire selection procedure.

No less than 84% of the job-seekers even insist that only in a personal conversation they can present a proper picture of themselves. They reckon that that is not possible in a CV (9%) or a letter (4%). Almost no one (1%) considers a telephone conversation as an suitable option. A webcam, on the other hand, seems like a good alternative.

A fast procedureThe speed at which the selection procedure is carried out also appears to be an important factor. If candidates can choose between multiple employers, three-quarters (76%) select WKH�RQH�ZKHUH�WKH\�FDQ�JHW�LQWHUYLHZHG�ÀUVW��)RXU�RXW�RI�WHQ�(40%) have aborted an ongoing selection procedure sometime or another, because another employer invited them for a job interview sooner. many applicants actually have multiple applications going in parallel. That applies to half of the respon-dents (51%).

Figure 3 Applicants want to present themselves in a conversation in which both speakers can see each other

Figure 4�7KRVH�ZKR�FDQ�LQYLWH�FDQGLGDWHV�TXLFNO\� have an advantage

Most important during selection procedure

Personal contact (see each other)

Speed (e.g. first response, making an

appointment, interview follow-up)

Position transparency (terms

of employment, team)

Getting good picture of organization

(culture, possibilities)

0

10

20

30

40

5043

20 19 17

Speed at which an interview is possible at multiple employers

22

26

54

58

52

19 2018

4 4 41 2

0

16

Very important Important Not important, not unimportant

Unimportant Very unimportant

0

10

20

30

40

50

60

Population under age 20

Population age 65 and older

Population age 80 and older

WhAT DOES ThE mODErN CANDIDATE WANT?

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NO TALENT TO WASTE

Company recruiters have their challenges too. One poll LQYHVWLJDWHG�ZKDW�WKHLU�H[SHULHQFHV�DUH�LQ�RUGHU��WR�SURYLGH�a perspective from the other side of the job interview table. To that end 500 people responsible for recruiting in the uK have been interviewed in April 2012. They were either hr personnel or staff who deal with recruitment as their primary UHVSRQVLELOLW\��8QOHVV�RWKHUZLVH�QRWHG��WKH�ÀJXUHV�DQG�VWDWLV-tics in this chapter are based on the results of that study (One poll, 2012).

2YHU�����LQWHUYLHZV�SHU�\HDUIt is not just the candidate who wants to use his time more effectively. The current interview processes cost businesses more than ten working days a year interviewing.respondents have an average of 2.5 interviews per week (sometimes even PRUH�WKDQ�VHYHQ���EXW�WKH\�DOVR�VSHQG�DQ�DYHUDJH�RI�VL[�KRXUV�travelling to meetings with candidates each week, which takes up an additional 16% of the working week.

'HFLVLRQ�ZLWKLQ�ÀYH�PLQXWHV:LWK�WZR�WKLUGV�RI�SHRSOH�FODLPLQJ�WKH\�GRQ·W�KDYH�WLPH�WR�KROG�second round interviews, the pressure is on for candidates to LPSUHVV�WKH�YHU\�ÀUVW�PLQXWH�WKH\�HQWHU�WKH�PHHWLQJ�URRP��One in four (25%) recruiters stated that in a typical interview they sometimes make a decision about whether to hire the FDQGLGDWH�ZLWKLQ�WKH�ÀUVW�ÀYH�PLQXWHV�

A vast majority (87%) have even been in the position of thin-NLQJ�¶ZK\�GLG�,�LQYLWH�\RX·�DV�VRRQ�DV�WKH�FDQGLGDWH�VWHSSHG�LQWR�WKHLU�RIÀFH��HYHQ�EHIRUH�WKH�DFWXDO�LQWHUYLHZ�VWDUWHG�DQG�despite being initially impressed with the CV. Almost 11% of WKH�UHVSRQGHQWV�UHJXODUO\�H[SHULHQFH�WKLV�GHFHSWLRQ�

More interviews in less timeStill, the average face-to-face interview lasts 25 minutes, which means recruiters drag out the process unnecessarily. They could meet more candidates if they would schedule shorter interviews, and still get a good impression of the candidate.

but that appears to be a challenge. for a typical job appli-FDWLRQ��VHYHQ�SHRSOH�DUH�LQWHUYLHZHG�ÀUVW�WLPH�URXQG��:KLOH�many recruiters usually have enough time to interview all of the candidates they would like to, 22% sometimes are unable to schedule the time required, and 11% complain they always H[SHULHQFH�D�ODFN�RI�WLPH�

6FKHGXOLQJ�GLIÀFXOWLHVA quarter (23%) of recruiters would interview more candidates if they had the time, but over half (55%) claim they often are XQDEOH�WR�VFKHGXOH�PRUH��0RUH�WKDQ�RQH�LQ�ÀYH�������FLWHG�LW�LV�RIWHQ�GLIÀFXOW�WR�DUUDQJH�ÀUVW�URXQG�PHHWLQJV�EHFDXVH�FDQ-didates are already employed and this could be attributed to WKHP�KDYLQJ�GLIÀFXOWLHV�WDNLQJ�WLPH�RII�IURP�ZRUN���$QG�ZKLOH�four out of ten people polled reported that they always get candidates to meet the person they will report to before hiring them, 12% will hire someone without meeting their managers since they simply are not available.

Missed interviews$FFRUGLQJ�WR�UHFUXLWHUV��WKH�PRVW�FRPPRQ�H[FXVH�IRU�FDQGL-dates missing interviews is travel time and public transport LVVXHV��������IROORZHG�E\�H[LVWLQJ�ZRUN�FRPPLWPHQWV�������DQG�FKLOGFDUH��������7KLV�LV�FRQVLVWHQW�ZLWK�ÀQGLQJV�LQ�WKH�previous chapter, with many candidates complaining about travel time.

7UDYHO�H[SHQVHVfor employers, recruiting costs are an additional aspect. On average, candidates spend 43 minutes travelling to interviews HDFK�ZHHN��DQG�WKH�DYHUDJH�UHFUXLWHU�UHLPEXUVHV�WUDYHO�H[SHQ-ses to the tune of £17.86 a week. With around 47 working weeks that amounts to £3,286 a year per recruiter. Almost 5% of recruiters even spend more than £50 per week.

WhAT DOES ThE mODErN rECruITEr fACE?

Figure 6�$�PDMRULW\�RI�UHFUXLWHUV�KDV�UHJUHWWHG�D�MRE�interview before it started (One poll, 2012)

+DYH�\RX�HYHU�LQYLWHG�FDQGLGDWH�V��WR�\RXU�RIÀFH�IRU�D�ÀUVW�round interview based on their CV and on meeting them, thought: “Why did I invite you?” before the interview even started?

Sometimes 53,20%

Often 23,80%

Regularly 0,5%

Never 12,20%

Despite scheduling issues, companies spend a lot of time and money on a huge number of face-to-face job interviews. most of these interviews FRXOG�KDYH�EHHQ�FRQFOXGHG�ZLWKLQ�ÀYH�PLQXWHV��but recruiters are often prisoners of their habits, wasting valuable time and resources..