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Research findings from the Candidates’ perspective

Sonru.com White Paper No. 02/2011

The Candidate Experience of Video Interviewing


The Candidate Experience of Video Interviewing © 2011

Table of Contents 2

Research Methodology This research was conducted between June and October 2011 from a random sample of candidates completing automated video interviews for Sonru clients in the engineering, technology, gaming, healthcare, educational and financial services sectors.

Sample roles included Graduate Recruitment, Multilingual Customer/Client Services, Software Development/Testing, QA, Engineering, HR, Marketing, Public Relations, Student Placements, Sales and Business Development.

No part of this document may be re-used or re-printed without reference to the

source and due credit given.

“This white paper clearly demonstrates the acceptance and preference among candidates for online screening technologies such as automated video interviewing while at the same time providing recruiters and hiring managers with gains in validity, accuracy and cost effectiveness.

The use of new media technologies in the recruitment process fits with candidates’ current usage in work, education and life and provides an ‘impressive’ means for employers to interact with potential recruits in a medium that is both natural and convenient to them. Reciprocation is an essential element to the mix as the smart companies use the technologies available to engage with and give constructive feedback to candidates leading to a positive impact on their employer brands.”

David Barrett, Managing Director, Cut-e Ireland – UK – Singapore – India – Southeast Asia

1.0 Awareness & Attitudes

1.1 First Impressions

1.2 Feelings Towards the Hiring Company

2.0 The Candidate Experience

2.1 Pre-Interview Findings

2.2 Post-Interview Findings

3.0 Candidate Conclusions

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3

3

5

5

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1.0 Awareness & Attitudes 3


1.1 First Impressions Figure 1 illustrates the key themes that emerged when respondents were prompted to outline their first impressions when invited to complete the automated video interview. Over half (53%) recorded positive first impressions such as being ‘Impressed’, ‘Excited’ or ‘Happy to progress’. Although 47% appeared Apprehensive / Unsure of what to expect, many fears were allayed through appropriate communications and use of the system.

“I was hesitant at first but found the introduction and training to be excellent.”

“WOW WE REALLY ARE IN THE 21ST CENTURY!”

“I thought perfect example of innovation.” “To tell you the truth - blown away. A video interview by CERN - it doesn’t get much better than that. ”

Sonru clients are pioneers – early adopters of automated video interviewing technology. Just under a quarter (22%) of respondents were aware of automated video interviews prior to receiving the invitation to their interview. Only 2.3% of respondents had completed an automated video interview before their Sonru interview.

1.2 Feelings Towards the Hiring CompanyThe majority of respondents (75%)recorded positive feelings as illustrated in Figure 2.

Figure 1Dominant First Impressions

Apprehensive

Surprised/TheUnexpected

ExcitedtoGainNewExperience

Impressed

MakesSense

Happytoprogresstonextstage

Figure 2“Which best describes your feelings toward the hiring company when you received the invitation to complete the automated video interview?”

VeryPositive

Positive

Neutral

Negative



1.0 Awareness & Attitudes continued 4

When asked an open-ended question to probe deeper into these positive feelings, the responses grouped across the primary categories as illustrated in Figure 3.

Almost half of the respondents were ‘impressed’ with the concept of an automated video interview as evident from the statements below. Convenience and the prospect of gaining a new experience also emerged but to a lesser extent.

“Progressive, forward thinking, innovative - qualities that appeal to me in an organization.”

“It implies that the hiring company is ‘with the times’. I belong to generation Internet, so it makes a favorable impression on me.”

“Made me feel special and this new technique impressed me making me want to work for this company more than ever.”

“It seemed fitting that a software company seeks a software solution for their recruiting needs.”

Figure 3Dominant Themes

Impressed

MakesSense

HappytogetInterviewed

“They come across as very proactive and I want to be involved with such a company.”



2.0 The Candidate Experience 5

2.2 Post-Interview Findings Very high levels of satisfaction (almost three quarters) were recorded in terms of the overall candidate experience as illustrated in Figure 5.

2.1 Pre-Interview Findings The majority of respondents (94.9%) felt sufficiently informed about what was required prior to starting the interview. Three quarters of respondents logged into the video interview account prior to completing the actual interview with over 60% completing two or more practice interviews.

It is hardly surprising that such high levels of confidence (87%) were recorded given the positive findings in relation to respondents feeling sufficiently informed and the amount of pre-interview preparation.

This section presents the findings in relation to the candidates’ actual experience of completing the video interview from the information they received, the practice interview and their opinions and levels of satisfaction when the interview had been completed.

Figure 4“How confident did you feel about how the automated video interview tool worked before proceeding to the actual interview?”

VeryConfident

Confident

NotConfident

Figure 5“Now that you’ve completed an automated video interview, how satisfied were you in terms of the overall candidate experience?”

VerySatisfied

Satisfied

Neutral

Dissatisfied



Video Interviews are the preferred interview formatWhen questioned on their preference for future screening interviews, the following key points emerged:• Morerespondentswouldpreferavideointerview(automatedandlive)

toaface-to-faceinterview.

• 5timesasmanyrespondentswouldpreferanautomatedvideointerviewtoatelephonescreeninginterview.

When asked an open-ended question to describe the biggest benefit in completing an automated video interview, the responses grouped across the five key themes as illustrated here in Figure 6.

Whenever you wantThe flexibility offered to candidates to choose the time and date of the interview emerged as the key benefit. Not having to take time off work and general convenience (time / cost savings) was also advantageous.

Wherever you want Eliminating the need to travel to the screening interview emerged as the second most popular benefit with the majority of these respondents electing to take the interview from home. A signifcant proportion (30%) of this group commented on travel cost savings.

Who you areFinally, some respondents liked the interview format as it enabled them to reflect and ponder their responses and also showcase their personality and communications skills.

IChoseTime

NoTravel

ExperienceGained

Convenience

InterviewFormat

“It was convenient, being able to prepare and then do it at a time of my own choosing.”

“I could do it when it suited me without having to rearrange my schedule.”

“Being able to interview for a job in another country.”

“Less stress as you can complete it in the comfort of your own home.”

“No travel expenses!”

“Given the minute or so to review the questions and think about the answers was really helpful to me during this interview process.”

“Easier to show your personality than a telephone interview.”

3.0 Candidate Conclusions 6



About the Authors

“Asynchronous video screening by Sonru - it’s excellent! Thoroughly recommended.”

James Purvis, Head of Recruitment,

Programmes & Monitoring Group

CERN

“We’ve been tracking about a 70% conversion rate of offer from face-to-face interview. If we hadn’t been using Sonru, we wouldn’t have been able to get to that level.” Sarah Powell, Recruiter,

BioWare (a part of EA Games)

Sonru, a multi-award winning automated online video interview solution for screening candidates, replaces first round phone and on-site interviews.

Sonru is a global leader in the field of video interviews and video screening. As recognised leaders in this field we have established the effectiveness and validity of using video in the recruitment process. Companies like Volvo, Johnson & Johnson, PaddyPower, BioWare (a Division of EA Games), Allianz Worldwide Care and CERN have innovated in their talent acquisition processes by using Sonru’s video interview solution.

Daniel Richard, Manager Director, Sonru UKPrior to joining Sonru, Daniel spent 10 years at Taleo helping build the company from a small regional start-up to a true industry leader. Daniel held a variety of sales and consulting positions on various continents, including the US and Europe. His last responsibilities included managing direct and indirect sales for EMEA from his base in Amsterdam.

Previously he held a position in HR with Bombardier, a global aerospace and rail transportation manufacturer. Daniel has a Master’s degree in Organizational/Occupational Psychology from Queen’s University in the UK.

David Barrett, Managing Director, Cut-e Ireland- UK – Singapore – India – Southeast Asia David is a business focused occupational psychologist and has designed recruitment, selection and assessment processes for clients including Intel, Wyeth, SR Techniks, AOL, Microsoft, Deustche Bank, Novartis and MCI Worldcom.

David has a deep understanding of European and Asian business cultures from Norway to Kazakstan and almost every country in between. In 2005 David founded Cut-e UK and Ireland and has developed services for national and international clients such as HSBC, Deloitte and Accenture. David has an honours Psychology degree from Trinity College Dublin and a MSc in Occupational Psychology from Queens University Belfast.

Joy Redmond, Senior Researcher, SonruJoy’s research career began in 1996 as Research Fellow in DIT where she conducted extensive research on the International Expansion of Indigenous Irish Software Companies. For 4 years she was a lecturer in Research Methodology and E-business in DIT and was Course Director of the Masters in Business & Entrepreneurship. As Senior Researcher with Catalyst-MC, she led both qualitative and quantitative projects for clients including eircom, NTL, JC Decaux, McKinsey, Barnardos and Bord Glas. Joy has been published widely in both academic and trade publications and joined Sonru in 2010.

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“We definitely brought better quality candidates through to the face-to-face interviews through the use of the Sonru tool.” Marian Cormack, Recruitment

Specialist, Johnson & Johnson


Email:[email protected]

UK/IrelandFreephone: +800 24 00 44 44

RestoftheWorld:+353 53 923 7602

No part of this document may be re-used or re-printed without a reference to the source and due credit given.

EuropeanHQ: Sonru House, EETC, Milehouse Road, Enniscorthy, Co. Wexford, Ireland.

UK: Sonru.com, EI House, 2nd Floor, Shaftesbury House, 151 Shaftesbury Avenue, London, WC2H 8AL

AsiaPacific: Sonru Asia Pacific Pte. Ltd., 12th Floor, 146 Robinson Road, Singapore 068 909

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Sonru.com White Paper No. 02/2011 The Candidate Experience ... · Resa rch findsicfigfao Research findings from the Candidates’ perspective Sonru.com White Paper No. 02/2011 The