The Case for Video interviewing in your

Recruitment Process: The Tesco Bank

Experience

Rae Ranasinghe

Resourcing Manager – Volume and Graduate Recruitment

• Graduate Recruitment (Edinburgh – up

to 25 hires each year)

• Volume (Contact Centre – Newcastle,

Glasgow and Edinburgh – up to 800

hires a year)

• Head Office (Edinburgh) – up to 400

hires per year)

• Profiling the brand as an employer of

choice

• Securing the right talent

• Candidate experience

• Value add service to the business

• Efficiency (Cost and Time)

• Innovate

Recruitment Context

This time last year......

• Value adding or Emperors New Clothes?

• A piece of technology that will disengage the job-seeker?

• Is it impersonal?

• Will I get the evidence I need (content,depth,values) to

make a decision or does it become subjective?

• Cost

• Time

Experience 1 – Graduate Recruitment

Introduced video interview as part of the screening stages to replace the

telephone interview:

On-Line Application Form (1008)

Ability Tests (564)

Video Interview

(302)

Short-List (124)

Assessment Centre (62)

2013/2014 –

Telephone Interview

handled by an

external agency

2014/2015 – Video

interview handled in-

house

Important for it to:

• Be an engagement tool

• Showcase the brand and personality

• Be candidate friendly

• Elicit evidence against the leadership behaviours

The Candidate Experience

The Candidate Experience

The Evidence

Your questions – what you want to get from the interview

• Competency or StrengthsDescribe a time when you spotted an opportunity and made it happen

Describe a time that you’ve had to show confidence and resilience

Tell us about a time when your communication skills enabled you to bring others with you on an idea or a plan. What

did you do to be effective

• Commercial AcumenWhat are the primary challenges currently facing Tesco Bank, and how can the Risk** team play a key part in

mitigating against them?

• MotivationWhy Tesco Bank, and why are you passionate about this particular programme / side of the business?

Why should we choose you?

Each question evaluated against a set of criteria anchored to our Leadership

framework

The Results

COST

66% Cost saving against previous outsourced telephone interview

CANDIDATE ENGAGEMENT / EXPERIENCE

93% Response rate (no chasing, no re-organising or re-arranging)

61% of candidates said that they preferred the video interview to a telephone

interview

100% of candidates satisfied or very satisfied with the video interview experience

“Easier to complete

than I thought. A

comfortable

experience”

“Weirdly enough, it was

fun!”

“I can tell than Tesco Bank take

technology seriously. From the

customer website through to

this interview. I’m doing my

interview from my bedroom!”

The Results

HIRING MANAGER EXPERIENCE

“Added context to the CVs and test results. It brings the candidates to life”

“ I found it helpful in terms of assessing personality as well as using the CV for the technical ability”

“ When meeting the candidates, feel like you already know them a little”

“ I’m much more engaged with my candidates, because I’ve already met them”

SUCCESS RATES AT ASSESSMENT

3 of the top 4 at

VI were offered

places on our

Digital &

Marketing

scheme

Top VI ranked

candidate

secured the

place on our

Risk programme

4 of the top 5 at

VI were offered

places on our

Digital

Development

scheme

2 of the top 4 at

VI for IT &

Change

successful at

assessment

centre

Top VI ranked

candidate

secured the

place on our

Gen. Leaders

scheme

The candidate

offered a

position on our

Banking scheme

was in the top 3

ranked VI’s

Top VI ranked

candidate

secured the

place on our

Insurance

scheme

Experience 2 – Professional Hire

Customer Service Operations Manager – Newcastle

Salary up to £50,000

Expectation of higher volume of applications

All experienced – difficult to differentiate from CV

Leadership ability key

Cultural fit key

Specific questions:

At Tesco Bank we operate in a non targeted environment. How do you see driving performance and

growing the business within this type of culture?

Tell us about a time when, as an effective leader, you were able to bring your people with you

towards your vision or significant goal.

When have you been the driving force behind a service improvement?

Tell us about a time when you challenged the thinking of your peer group or senior stakeholder group.

Results:

52 applications

18 invited to video interview

5 invited to interview

3 invited to 2nd interview

1 offer, 1 talent switch offer for another role, 1 reserve

“This intervention has enabled me to spend my time with a set of quality candidates which resulted in

two great leadership hires. Thank you for saving me hours of my life that I would never have got

back” – Head of Site – Insurance Operations

My Tips

Invest in bringing your brand to life on the welcome page.

Transparency for the candidate journey

Tailor your questions – remember it’s one way, so no probing

Normal approach applies in terms of evaluation

Don’t cram – it needs to be short and punchy for the candidate, you and the

reviewing managers

Encourage utilisation of the mobile portal option to your reviewing managers

Don’t be afraid to innovate

Next Steps for Tesco Bank and Video

Interviews

• Evolve and adapt the tool for 2015/2016 Graduate campaign

• Trial role out across other professional hires

• Research and benchmark for usage within high volume roles for

Contact Centre recruitment

Thank You. Any questions?