There’s a lot of speculation about the best way to attract and recognise talent in the recruitment industry, one of the most notable trends for 2018 being incorporating video to help stand out from the crowd but more importantly, find the right person.
Every position with the same title will have variations in the skills required, and 100% of these will involve different people and culture. Being able to distinguish these and match accordingly are essential for companies wanting to stay ahead.
For me, the most significant advantage this technology brings is the ability to automate a quick questionnaire that candidates can answer via the video platform during the shortlisting process. This extra piece of information gives you a snapshot of their character and social capabilities helping you to envisage whether they would fit into the team, not a just a job description. Hirers don’t get this information with paper-based shortlisting and are left to second guess. When you have shortlisting and have five equally good CV’s but only have three interview slots available, this will prevent any wasted interviews and make that decision a whole lot easier.
All of this may sound a bit one-sided from a candidates perspective, but the truth is it works both ways and makes life easier for both parties. If you’re the candidate and get invited for an interview, getting the time off work, the travelling required, finding parking and all the other inconveniences feel huge when you arrive and either they don’t like you or vice versa (you usually know in the first 5 minutes). Wouldn’t it be easier to find out in 5 minutes in the comfort of your own home?
Employers and Recruiters can sometimes be biased or potentially unfair, judging by diversity over talent. The problem with this is we can all be unintentionally biased, especially when hiring as it’s a part of human nature and the less information we have to make decisions, the more of these judgements we make.
Bias views happen subconsciously. Our brain is designed to respond to human identities and can be affected by almost anything which is how ‘stereotypes’ that you find in our society is formed. What backs this up is that many of the surveys done say that most job seekers consider hiring processes biased for this exact reason.
Video recruitment used properly gives more information and helps de-bias opinions made when looking at the paper version of an application on its own and assists in recalling a candidate’s response. Video interviews can be replayed to multiple staff members giving you time to analyse along with as many professional opinions as you need, decreasing the chance of any unintentional biases.
Modern interviews can be unstructured, making them more likely to be subject to bias. When using our video interviews, applicants are asked the same questions, in the same order, in the same environment, creating an equal and accurate experience for everyone.
Our AI can provide great ways to screen and identify the best candidates using algorithms to assess human qualities, bypassing assumptions we all fall victim to consequently predicting the right person for each specific role.
Click here to speak with us about our recruitment method.
We can all be unconsciously biased, but we shouldn’t dismiss talent because of it. Using technology can provide a more accurate and fair judgment as well as a better experience for candidates – are your hiring practices up to date?
People often ask me this question so I thought I’d share my answer. I named L J Doulton “the empathic recruitment consultancy” for two fundamental reasons. Firstly, I came up with the service that we offer by empathising with employers, thinking ‘what sort of service would I want from a recruitment agency?’
Secondly, I fully believe that all the candidate’s attributes that you get to see with this method are either a by-product of empathy or result from a lack of it. It is these characteristics you can observe that you previously wouldn’t when shortlisting, that I believe are often more important than what you see on paper.
An example of this would be, If you are a fantastic programmer and know every language with all the qualifications, but don’t know how to empathise, you won’t be able to think of the scenarios your end-user is in, so you won’t be able to make such a useful product. Knowledge is irrelevant if you don’t know how to apply it and it’s empathy that drives the most significant achievements.
There is the third reason: High performing teams rely on empathy to make them work smoothly. Empathy is the catalyst for turning a group of individuals into a team.. i.e. “we are all just cogs in the gearbox of life, and empathy is the oil”. Empathic teams produce better outputs and are the foundations of resilience and of long-term corporate prosperity.
It can be hard to shortlist potential candidates when you are comparing the CV versions of people. Paper-based processing has its restrictions and is open to manipulation and equally, misinterpretation. It also seems unnecessary as technology is forever growing more sophisticated making it possible to counter these problems.
That’s why amongst other emerging technologies, we include an Interactive Video Platform (IVP) tool in our shortlisting process allowing candidates to submit video responses to automated questions within the applications. This offers employers a greater insight into the suitability of each candidate and can save a significant amount of time for both while increasing the value of the shortlisting data tremendously.
Our IVP is a quick and reliable tool that offers more insight into the ethics of a person, their social capabilities, their personality, their leadership and communication skills all of which are essential when hiring the best candidate for the team.
We still assess information on their CV and it’s often this exercise that inspires some of the further questions asked in face to face interviews, but an IVP allows you to quickly get a first impression and help with the initial shortlisting. If you have 3 equal CV’s and only one interview slot, this feature will make your life a lot easier! You can also conduct live interviews online and compare these with other applicants and share them with other managers through our platform to ensure you hire the right person for the team, as well as for the job description.
Have you ever had a perfect application on paper only to be disappointed after conducting it? Not anymore!
Posting job adverts at the right time can beat the competition and helps to reach out to more of the online market. More importantly, the times that people apply vary and can be used to help predict the best times to advertise you a vacancy. People looking for work spend approximately half an hour daily, searching through and applying for different jobs or various job boards so timing this right can be a very efficient way of boosting your coverage.
One job board has 200 million visitors monthly handling 37.5 million resumes. A surprisingly large portion of which apply either midday or dinnertime from Monday through to Wednesday, but rarely at all on Fridays and weekends. Employed people have a tendency to apply in the evening and rarely in the day, and the unemployed apply frequently during the afternoon. Although the variety of different groups and the common times they apply spread the traffic out with reasonable equality day to day, Monday, Tuesdays and sometimes Wednesdays will typically win the race of the busiest times people look for jobs online.
In summary: Monday through to Wednesday is the busiest days, and the best times to post on these days will be between 10-2pm.
However, there are some variations in who tends to apply and at what times in the day so you may be better off posting on different days on occasion. A good example is, if you were hiring for a graduate position, statistics show that graduates tend to follow a similar pattern to people in work, mostly applying Monday and Tuesday, stopping from midday, and resuming in the late evening. But the most popular day that graduates have been shown to apply is Sunday evenings from 7pm onwards.
Young people leave university and are finding their first professional role, but companies sometimes will only accept the experience. Graduates have so many long-term benefits as well as lower initial salary costs and much more so when I see this it can be frustrating.
1. Graduates are enthusiastic
Getting a university degree is liberating, and now this person wants a professional career. Jobs are competitive, so graduates have gratitude when they’re employed, and tends to do well and commit for this reason.
2. Graduates are adaptable
Previous jobs give us experience and skills for new jobs. Some people do not move on and learn new skills, whilst graduates are eager to learn and to improve and adapt your companies habits.
3. Graduates know technology
Graduates are familiar with the technology, hardware, and software, (99% of people aged 18 to 24 own a smartphone); this can be a useful consideration when filling a particular role.
4. Attaining diversity
Diversity is important and improves innovation and performance when cultures merge and graduates come from all backgrounds and walks of life.
5. Nurture long-term talent
Sometimes overlooking a lack of previous experience is good, focusing on a person’s potential and progression instead is the long-term business model. Recruiting people with particular qualities encourages growth, and you may find someone great to lead your company one day in the future.
There are risks hiring less experienced candidates of course, but there are actually different but comparable risks in hiring anyone and graduates provide technical aptitude and adaptability, as well as valuable characteristics. Its a way of recruiting tomorrow’s talent today and you may just find somebody great.
Empathic Recruitment ℠ allows you access to all of these areas that previously you wouldn’t see within the application process, throwing away talent without even knowing it.