The Recruiter-Hiring Manager Dividewith Video Interviewing
5 Ways To Close
Sonru eBook
eBook
Introduction
Early Involvement
Scheduling
Collaboration
Nailing the Next Stage
Better Overall Process
Contents
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02
03
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Sales vs Marketing, Finance vs IT, Product vs Support - every company has its own internal rivalries. Recruiters vs Hiring Managers is often one such rivalry but with a common goal of high quality hires, Video Interviewing has emerged as the killer app in bridging the divide.
Despite some areas of divide, our research proves that recruiters and hiring managers are actually on the same page on a number of key issues. Both groups value benefits such as more time, better screening, flexibility and getting a better sense of the candidate, albeit in varying degrees. The means to the end may be different but the goal is the same - better hires and a more streamlined process.
How Video Interviewing facilitates collaboration between recruiters and hiring managers has been the diamond in the rough of this project and this eBook will walk you through the key areas where the divide is being bridged. Hiring managers from Sonru client companies volunteered to complete an online survey between April and June 2017. We will share some interesting findings from this research along the way and hear first hand from some of our super Sonru clients. Hope you enjoy!
Joy Redmond Head of Research
Intro
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Recruitment is a team sport but getting everyone on the same page from the start is a challenge.
1. Early Involvement
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Getting Hiring Managers involved in the process as early as possible is vital. They know the position better than us so should be helping more with interviews.
The early stage of the recruitment process is
only for recruiters. There is no need for us to be involved until the
candidates are shortlisted and ready
for the next phase.
Two Sides of the Story
How to Close the Divide with Video Interviewing
Have Hiring Managers contribute questions
Include technical questions related to specific role
Hiring Managers Recruiters
Remove need for Hiring Managers to brief recruiters
Build question banks as a Hiring Manager’s resource
Responsibility for the early stages
of the recruitment process often
falls solely to recruiters. Increasing
Hiring Managers’ involvement can
simply be unfeasible with
traditional screening methods but
the importance of having them
involved in this crucial stage cannot
be overlooked. Their early input
should be less about them ‘doing
the recruiters job’ and more about
expertise sharing to maximise the
success of the process.
V
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“Sonru has given us the criterion to involve hiring managers into the selection process
earlier – enabling them to watch the candidates’ responses to questions which
were created with their help and are tailored for the roles they want to fill. Sonru
has helped us to drive the project at the highest excellence level possible.”
Hiring Manager Involvement Before Sonru vs With Sonru
vsBEFORE SONRU
31%of respondents were involved in the entire recruitment process
61%have input into
the Video Interview design process
WITH SONRU
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With full calendars and heavy workloads, finding a time that suits everyone is often impossible.
2. Scheduling
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It is hard to find a time for interviews that suits me, the candidate and the hiring managers. Trying to pull hiring managers away from their day to day work is not an easy task.
My schedule is hectic so I can’t dedicate much
time to recruitment. Operations can’t suffer because of interviews,
recruiters need to work around my availability.
Two Sides of the Story
How to Close the Divide with Video Interviewing
Remove all scheduling conflicts
Recruitment not dependant on individual schedules
Hiring Managers Recruiters
Hiring Managers review interviews at their convenience
Risk of last minute cancellations is removed
The core of a successful
recruitment campaign is the ability
to fill empty positions, with the
best people, in the shortest
amount of time. Delays in the
process caused by scheduling
conflicts can have a huge impact
on a hiring manager’s operational
efficiency. Recruiters are in the
tricky position of trying to balance
Hiring Managers’ busy schedules
and candidates’ availability, not to
mention their own full calendars.
V
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“Instead of relying on people to get back to you, you can block out time in your diary
and watch the videos back-to-back with no interruptions. Everyone appreciates
putting time back in their diary!”
Providing Flexibility for Hiring Managers
of respondents found Flexibility/Time benefits to be the main difference to the recruitment process since using Sonru
1/4
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Bringing different opinions and agendas to the table can be a recipe for disaster if not done correctly.
3. Collaboration
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We often have numerous recruiters and hiring managers involved in a recruitment project. Getting everyone on the same page when we’re assessing different aspects is tough.
Getting feedback from recruiters after they
have carried out phone interviews is time
consuming. It’s also difficult to understand a
candidate based on a second hand account.
Two Sides of the Story
How to Close the Divide with Video Interviewing
Remove reliance on recruiter feedback or interview notes
Rate and comment on completed interviews within the application
Hiring Managers Recruiters
Easily share with all stakeholders involved
Reduce the risk of unconscious bias
Internal collaboration during the
shortlisting stage is crucial, however it
is not without its challenges. Recruiters
are often more focused on soft skills,
culture fit and overall aptitude. Hiring
Managers on the other hand are more
concerned with technical skills and
ability to perform in a specific role.
Both set of criteria are equally
important and striking a balance
between the two is the key to finding
the perfect candidates.
V
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“I also like the collaborative review process - there were some candidates one person
would have rejected that others wanted to see face-to-face - we subsequently hired
these candidates showing that getting many views is valuable.”
How involved are Hiring Managers in the assessment of Video Interviews?
of respondents view all interviews and
are actively involved in shortlisting candidates
11%View Both Depending on Role
View Shortlisted VideosView All & Shortlist
25%
64%
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Fail to prepare, prepare to fail. Optimising face to face interviews is key to candidate selection.
4. Nailing The Next Stage
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We try to meet the requirements of the Hiring Managers before bringing candidates through to the next stage but without full knowledge of the role at hand or with vague job specs, it can be a challenge
Recruiters can’t fully understand what I’m
looking for when bringing candidates to me. Being
stuck in a face to face interview and knowing the
candidate is unsuitable after the first five mins is
frustrating.
Two Sides of the Story
How to Close the Divide with Video Interviewing
Remove the likelihood of unsuitable candidates
Uncover areas from Video Interview that require further probing
Hiring Managers Recruiters
Re-watch Video Interview to refresh your memory of candidates
Cover standard interview questions in video stage to allow for more efficient face to face interview
The face to face interview is the
best opportunity for Hiring
Managers and Recruiters to really
get to know a candidate.
Problems can arise however as
recruiters do not have the same in-
depth knowledge of a role as the
Hiring Manager. With traditional
screening methods, it’s likely that
unsuitable candidates will slip
through the cracks.
V
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“We have been better informed in advance about where to probe more in
depth for those who make it to the interview stage.”
70%
of Hiring Managers say Sonru has resulted in better quality candidates coming forward to the next stage
of the recruitment process
Better Candidates Brought Forward
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Problems with your recruitment process affects everyone and can leave candidates with a poor impression of your company.
5. Better Overall Process
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Two Sides of the Story
How to Close the Divide with Video Interviewing
Better assessment reduces the number of bad hires
Create a talent pool to remove reliance on single candidates
Hiring Managers Recruiters
Lower cost per hire reduces organisational impact of turnover
Faster recruitment process results in reduced operational downtime
One thing that both Hiring
Managers and Recruiters firmly
agree on is that hiring the right
person is the number one priority.
Research has shown that it can cost
up to £20,000 to hire a new recruit.
In the event of a bad hire, these
costs, coupled with operational
losses, can have a significant impact
on any organisation.
Short retention of a new hire is the worst case scenario. Finding out a candidate is unsuitable after
a long and cumbersome recruitment process and having to start again from scratch is a nightmare.
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“It is very simple to use. Enables to put clear questions - the same for all candidates - and with limited time to use,
so the candidate does not disperse. It forces the candidate to have an elevator pitch, and enables the manager to have an overview on the best candidates in a way that
provides equity to all candidates, and the same base of comparison. Very good to the fact that we can revise the
interviews in case of any doubt, and that more than 1 stakeholder can check the interviews (e.g. manager of the
manager, HR, peers).”
Better Quality Candidates at Next Stage
Smaller Shortlist of Candidates
Faster Recruitment Cycle
More Confidence in Hiring Decisions
Accommodated Panel Interviews
Better Impression of Company for Candidates 11%
19%
22%
33%
48%
70%
What Process Changes Do Hiring Managers Find with Video Interviewing?
(Multiple Responses Allowed)
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Interested in Video Interviewing?
Get in touch with one of our experts in your region to find out more.
Europe Americas Asia MENA Australia
Conclusion
We have seen throughout this eBook that even though Hiring Managers and
Recruiters often have opposing views, both sides are focused on one goal,
finding the best talent with the least organisational disruption. Sonru offers a
platform to reach this goal and removes many of pain points that have
historically hindered both sides of the process.
Sonru clients often tell us about the positive impact Video Interviewing has had
on the relationship between Hiring Managers and Recruiters. By increasing
involvement in the early stages, removing scheduling conflicts, increasing
collaboration and making the most of face to face interviews, the entire process
can benefit.
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