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TM
iMeet for HR | Your interview room is waiting.
Your room is waiting.
Online Video Interviewing How Leading HR Organizations Find the Right Talent & Streamline Hiring
TM
iMeet for HR | Your interview room is waiting.
The Need for Speed (& Efficiency)
WHILE THE JOB MARKET HAS CHANGED,
HIRING AND INTERVIEWING PRACTICES
LAG BEHIND
In the wake of the recession, most
companies operated lean, filling only
mission-critical positions and often
waiting until the last moment to add
workers. But with clear signs of an
economic uptick, hiring activity is
increasing. As the war for talent heats up,
companies can no longer afford the risk
of waiting to find the “perfect” candidate
among a huge number of applicants.
Yet, though the labor market is shifting
rapidly, many HR organizations still rely
on the same old screening, interviewing
and hiring processes. At some companies,
recruiting and hiring move at the same
pace, no matter how tight the labor market
or how urgent the business need. Consider
that, in 2010, managers typically invited
five or six candidates for second-round
interviews, twice as many as in 2007,
according to The Wall Street Journal.
No wonder it can take months to fill
positions. And when the quest for the ideal
applicant drags on, the business suffers
due to higher administrative costs, lower
productivity and missed opportunities.
Like the business itself, most HR
departments have been leaned out during
the recession. That means they too must
do more with less. Reviewing more
resumes and applications (often via online
job boards and web-based submission
forms). Screening more candidates. Getting
offers out faster. Onboarding new hires
more efficiently. HR has embraced some
technology to help with these tasks, though
efforts have not yet paid big dividends
in shortening the path to great hires.
Many firms still rely on inexpensive but
not hugely effective or efficient phone
screening as the first filter.
While productivity and speed in hiring are
critical, HR is not just a volume game. Every
dollar invested in new talent must produce
tangible value. Competitive pressures have
increased expectations for all administrative
departments. Studies show that 60% of
CEOs are examining their HR departments
in terms of their ability to advance the
company against its core business
objectives. That’s why recruiters must build
value into every process in a way that
benefits their business stakeholders and
internal customers.
The bottom line is that, finding, filtering
and attracting the right talent – skilled,
experienced and a good cultural fit – may
be harder than ever. But the HR groups
that get it right make direct, bottom-line
contributions to the business. And with so
many workers available, winning the talent
war equates to competitive success.
PHONE SCREENING BEFORE
FACE-TO-FACE – IS THERE A BETTER WAY?
There’s no going back to the days of big
travel budgets for HR, or wining and
dining candidates to check out their table
manners. Interestingly, HR departments are
comfortable using time-saving technology,
TM
iMeet for HR | Your interview room is waiting.
sourcing candidates via online search
services, using automated resume screening,
communicating by email and reaching out
through social media. But surprisingly few
recruiters have explored ways to replace or
enhance the initial phone interview.
Indeed, the initial encounter over the old-
school land line still holds an honored place
in the search and hire process. It is common
practice for HR staff to call candidates for a
pre-screening before inviting them in for a
personal interview with executives. This is
certainly a low-cost and high-efficiency way
to assess basic communications skills, gauge
levels of interest and share background
information about the position and the
company. Still, it’s worth asking just how
effective phone interviews are. Sure, they
may eliminate completely inappropriate
applicants and the least qualified candidates.
But preliminary phone screenings are not
exactly a precision tool. There is always a
great deal more to a person’s background
and skill set than recruiters can hear over
the phone.
By necessity, a phone interview is only
a precursor to a face-to-face interview,
which remains the gold standard for
finding candidates – and for good reason.
Research has found that at least 80% of
human communication is non-verbal. Some
experiments have broken down the non-verbal
cues even further, finding that the human face
conveys 55% of all communication, the tone
of voice 38% and actual words a mere 7%. As
business guru Peter F. Drucker once said, “The
most important thing in communication is
hearing what isn’t said.”
Why Hiring Practices Matter
Over the years, HR surveys (such
as that conducted by Development
Dimensions International in 2002)
have confirmed that hiring practices
and tools are closely linked to
an organization’s success. Such
studies show that companies with
more effective hiring systems rank
higher in financial performance,
productivity, quality, customer
satisfaction, employee satisfaction
and retention. There is even evidence
suggesting interactive technologies
are the new hallmark of HR success.
While lean HR teams shoulder a
greater workload today, the right
web-based technology enables a
large leap forward in productivity
and efficiency, which points the way
to broader business success.
Suffice it to say that impressions made
in a face-to-face interview setting are
overwhelmingly important. The way a
candidate waits in the lobby, walks across
the room to shake hands, makes eye
contact, smiles or doesn’t, dresses well
or poorly may all reflect the behaviors
and outlooks recruiters deem necessary
for success in the job, as well as the
fit with an organization’s culture and
environment.
TM
iMeet for HR | Your interview room is waiting.
HELP WANTED: BETTER TECHNOLOGY
FOR BETTER HIRES
Online video interviewing combines the
simplicity, reliability and cost-effectiveness
of phone screening with the huge
advantages of in-person interviews. With
user-friendly, webcam-based interviewing
“rooms,” companies can more rapidly and
fully evaluate candidates’ skills, attitudes
and personalities. Stronger interpersonal
connections reinforce the “human” in HR –
allowing companies a well-rounded view of
applicants, and the applicants a clearer look
at the job and company.
There is simply no substitute for seeing
a candidate. Actions speak louder than
words even on a small screen. Though
recruiters can’t feel the handshake,
video conferencing allows them to see
many telling physical signals, including
those that telegraph attitude, interest
and attentiveness. You can see facial
expressions that equate to energy or lack
of it, and how posture suggests confidence
or anxiety. And of course clothing, hair
and grooming speak volumes about
professional and personal standards.
Video interviews also provide companies an
opportunity to sell themselves to top talent.
HR groups can show that their organizations
are innovative, value communication and
believe in a personal touch.
This is a critical consideration for
Generations X and Y, and for Millennials,
the huge demographic group that’s
transforming the workplace. These younger
candidates expect to communicate digitally
and are often more relaxed in front of
a webcam than in traditional interview
settings. They are also comfortable with a
less formal approach, and are attracted to
formats that can inject a little fun.
THE BENEFITS GO BOTH WAYS
Video interviewing offers breakthrough
gains in efficiency without adding
significant expense or risk to the hiring
process. For HR organizations, the
benefits include:
» Lower hiring costs based on
reduced travel expenses for
candidates
» Faster hiring cycles by narrowing
the field and eliminating
inappropriate applicants more
quickly and precisely
» Increased confidence that only
strong candidates will be invited
to face-to-face interviews with
business stakeholders
» More persuasive tools for “selling”
the company to top talent
And when it’s time for onboarding, video
meeting rooms can help integrate new
hires into the corporate culture faster and
more efficiently, a hallmark for long-term
employee success. Leaders can share
welcome messages with new hires, while
HR staff can provide access to necessary
orientation documents. They can even
invite employees to “drop by” their
online meeting rooms anytime they have
questions or just want to chat.
TM
iMeet for HR | Your interview room is waiting.
But it is important to recognize that
candidates realize important benefits, too,
including:
» A richer and more detailed view of
the corporate culture and specific
job opportunities
» Quick access to company information
and the ability to ask questions
» More engagement and interaction
with recruiters
» The opportunity to make a great first
impression and demonstrate their
skills and qualifications
» Video interviews allow HR
professionals to do more with
less and take a shorter route to
finding and onboarding successful
candidates – perhaps even the
“perfect” ones for the business
What to Look for in Online Video Interviewing Technology?
EASE OF USE: Ideally, a video
conferencing service should
be as easy as making a phone call
or signing into a website.
AFFORDABILITY & RELIABILITY:
Many corporate video networks
are costly, complex and prone to
technical difficulties. Internet-based
services largely avoid such issues.
SIMPLICITY: Online meeting
platforms typically distract users
with too many features, clunky
interfaces and required downloads.
Focus on technology that is ready
for everyone, emphasizes the people
communicating, and allows sharing
of simple content, like videos,
documents and social media links.
PRIVACY: HR users should have a
private room or space to conduct
interviews or other meetings.
ALWAYS-ON AVAILABILITY: Because
schedules are tight, look for tools
that enable spontaneous video
interviews, without arduous set-ups
and scheduling process.
SUPPORT FOR MULTIPLE USERS:
The ability to conduct group
interviews can streamline the overall
hiring process.
TM
iMeet for HR | Your interview room is waiting.
Welcome to iMeet®
The Proven Way for HR to:
» Find better candidates
» Evaluate them more effectively
» Hire them sooner
» Onboard them faster
iMeet is as simple as a phone call, but
much more enriching, powerful and fun.
That’s why we believe the world’s greatest
interviews happen in iMeet.
iMeet combines crystal clear, HD-like
multipoint video (up to 15 web cameras
simultaneously turned on) in a virtual,
personal meeting room that’s perfect
for interviews and initial screening of
job applicants. Designed for clarity and
instant access to anyone, it combines the
best parts of conference calling, video
conferencing, and social networking – all
cleaned-up, simplified and ready for HR.
» No difficult downloads or complex
interfaces – all you and candidates
need is a webcam and a browser
» Your iMeet room is always
ready, for formal interviews
or “drop-by” discussions
» Individual rooms ensure interview
privacy, but are perfect for groups
“iMeet is giving my team an edge in attracting and placing top talent. We needed a way to build the pipeline faster and the video interviewing in iMeet is helping us cut a lot of time out of the process. We’re rapidly solving our clients’ staffing needs.”
Greg Malever
President & CEO, The Lanta Group
TM
iMeet for HR | Your interview room is waiting.
BETTER THAN A PHONE INTERVIEW
Get to know candidates:
» Assess communication skills
» Gauge confidence, enthusiasm
and interest levels
» Visit the social media links for
a full view
» See the dazzling smile
(or gaudy tattoo)
MAKE A GREAT FIRST IMPRESSION
& ATTRACT TOP TALENT
» Engage Gen X and Y, and Millennials
in their favorite formats
» Easy links to CEO messages,
corporate video, job descriptions
and other documents
» Position your company as
people-centric, innovative
and communicative
PUT THE HUMAN BACK INTO
HUMAN RESOURCES
With iMeet, HR recruiters can get to know
candidates and employees faster and
more personally. And your candidates can
understand your company and specific
opportunities more clearly. It’s all about
enabling real conversations and meaningful
collaborations during the hiring process –
and what could be more human than that?
TM
iMeet for HR | Your interview room is waiting.
About iMeet
iMeet is a simple, elegant, wide-open space
where you can get together any time. It’s
your own personal meeting room where
you can see everyone and learn more about
them. Simply put, iMeet is the best parts
of conference calling, video conferencing,
and social networking, all cleaned-up,
simplified and ready for business. Our
goal? Do away with soul-sucking meetings
and make get-togethers as enjoyable as
possible. After all, great things can happen
when we’re all in the same room. iMeet is
the brainchild of PGi, a company that hosts
over 4 million meetings every month for
businesses around the world, including
75% of the Fortune 100 (needless to say, our
technology is rock solid). Thanks for reading
and hope to see you around.
iMeet.com
©2011 American Teleconferencing Services, Ltd. |PGi
iMeet comes to you from