[Ebook] Video interview guide 2016

[Ebook] Video interview guide 2016

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  Your Guide toUsing VIDEO INTERVIEWS Effectively for Hiring
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  Contact Us 14 OurClients 13 About Talview 12 Hiring Effective Salesforce 04 Talview Products 11 Implementing Ultimate Technical Hiring Solutions 06 Simplifying Campus Recruitment with Online Interviews 08 Proctored Assessment to Hire the Brightest 07 Video Interviews To Find Best Matched Candidates 03 CONTENT
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  Revolutionize Hiring with VideoInterviews Recruiting has moved a long way from pen and paper format to online job boards, social media and now video interviews. The best way to showcase to potential hires that you are agile and long sighted as a company is by using modern recruiting solutions. Video Interviews are a boon for employers and candidates in multiple ways. It allows recruiters to save time, effort, and hire better talent at the click of a button and equip the candidates to find the best matched opportunity. For screening candidates, options available are automated interviews, code evaluation and written assessments. At a later stage, if the candidate matches recruiter’s requirement, they could invest time into live interviews. This works well for campus hiring, technology and sales hiring as well, where recruiters have to screen and select candidates for a handful of positions in a short span of time. In the next few pages, we will delve into the details of hiring via video interviews, written assessments, and code evaluation in the field of tech, sales and campus hiring. Video Interviews allows recruiters to save time, effort.
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  Delivering Better Achieving Salesforce Mostorganizations have a very widespread network of salesforce. With an ever- expanding consumer needs, organizations are also looking to expand in terms of salesforce. This leads to a situation where organizations put the onus of recruitment on various sales managers scattered across the country. Though this enables them to have a larger sourcing base, it also has a telling impact on quality. This approach also leads to significant increase in time-to-hire as several rounds of interview need to be conducted to put in place some control. Biases also creep in the hiring process as majority of the hiring happens through referrals which will have a direct impact on the business as a below-par field force leads to non-achievement of quotas and a smaller internal pool for succession planning for First Level Managers. In a decentralized hiring strategy, video interviews are very helpful. Notonlyitcanleadtoasignificant improvement in quality of new hire, it can also reduce the time to hire drastically. Video interviews are helpful in decentralized hiring strategy. Most effective when sales managers are scattered across the country.
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  Reach out tocandidates through referral drives. Call candidates to regional offices for assessments Bulk emailing to global candidates provides you with a larger candidate pool as compared to referral hiring Administer written assessment to document their skills Call up the candidate for the telephonic interview If the candidate is a match, direct selection Employ automated video interviews Review the recorded interviews at your convenience Select candidates based on peer review to avoid prejudice Hiring in haste could land you in misfits This will inherently lead to an inefficient team and effect the company’s overall performance Better candidate choice allows your team to be efficient This in turn improves the performance of the company Inept candidates must be let go The cost of a bad hire reflects on the ROI Productive employees add to the growth of the company This reduces ROI on hiring and increases company success Conventional v/s Intelligent Sales HiringHiring Candidates with Niche Skills
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  Implementing Ultimate Technical HiringSolutions Today, every company is a software company in some way or the other. Developers are the ones who are often tasked with pushing the envelope, helping you simulate, iterate and innovate faster than ever. Regardless of the industry your company is in or its size, hiring talented developers is critical for business to thrive. They are also in high demand, and not easily wooed by free passes or weekend retreats. Best tech hires are critical resources at work and do not have time, energy or flexibility to take a day’s leave and travel for an interview. They expect their prospective employers to understand that and pro-actively provide them convenience and flexibility. Writtentestinpersonreducesthe candidate reach again leading to missing out good candidates, as you will be restricted by geography. A plain vanilla test is not be the best case to assess a developer’s skills, you should rather employ a code test that’s concurrent with real-life code complexity.. Just technical skill evaluation does not give a full picture of the candidate even for the purpose of screening, one needs to do all round evaluation on motivation, cultural fit and suitability using tools like video interview. Candidates expect employers to provide them convenience and flexibility.
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  Proctored Assessment to Hirethe Brightest Record Video Log For Future Reference Recorded video interviews can be shared with colleagues and used as an earmark for future candidate search. Businesses can also use these videos for Stereolithography (SLA) or audit purposes. Audio Enabled Video Monitoring Candidate integrity is measured with the option of audio- visual support, it’s easy to find out if a third person is feeding answers into candidate. Global Hiring Across Time Zones You are unable to find a candidate that fits the required job profile and referral candidates don’t always cut the deal. You could find talent across time zones without spending money on travel or time to schedule an interview. Written Assessment Developer Expertise Demonstrated Most online tests lack an option of using a library of their choice for coding - when developers are given this option, their potential tested to the greatest heights. Built-In checks Against Plagiarism Candidate integrity is most important to businesses; finding out that the employee only plagiarizes codes will do no good. An option to block controls like ‘copy+paste’ helps you identify real talent. Checks Programmers Language Skills Code Evaluation Engine gives panelists the ability to measure developers’ knowledge in using libraries, code style, C.R.A.P, cyclomatic complexity, etc. Not only can you test coding ablities, you now have in- depth insight into the programmer. Code Evaluation
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  MODERNTRADITIONAL Online Automated Interview/ VideoProctered Written Test Shortlist Candidates Online Campus/ Live Interview Best Candidate Selected On-Campus/Career Fair Resume Review Test at Venue Shortlisted Candidates Face to Face Interview Candidate Selected 1 2 3 4 5 6 1 2 3 4 VOLUME HIRING
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  Simplifying Campus Recruitment withOnline Interviews With traditional process time is spent on travel, logistics and paperwork. Not candidates. As employers recruiting on campus, you have a lot to work on; class schedules and part-time jobs, not to mention other employers competing for the same talent. However campus hiring teams are still very conventional and even today use pen and paper tests for the initial screening. The recruitment teams often visits the campuses or participate in career fairs, conduct paper and pen assessments for the initial screening and then spend hardly 10 minutes per candidate for face to face interview. While a lot of time goes into travel, logistics and paperwork in this conventional process there is very little time spent in evaluation of the candidate. In addition many of the students are employed either on- or off-campus or taking additional courses. This means that some students are working and studying for at least the equivalent number of hours of a full-time job, and therefore fewer students will be available to attend every career fair, information session and recruiting event on-campus. Instead, they’ll likely take their job search online when they have time around their work and studies.
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  Expedited Hiring Solutions
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  Talview Products To provideinsights and to help reach out to more candidates that are accurate with IBM Watson Analytics Beta Video Assessments A mobile first - application to manage entire candidate lifecycle and automation of routine recruiter activities Candidate Interaction Platform Complete video interview suite that comprises of Asynchronous, Live, and Proctored Tests. Employ MCQ/Essay/Typing Speed Tests to husk through candidates. Engage and attract best talent; build an on-demand talent engine Talent Engagement Find out how our products can expedite hiring process Visit Us Contact Us
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  About Talview Has enabledover three million video responses across 102 countries. Talview is a video-mobile recruitment technology platform that helps businesses build a high performing workforce by reaching out to & screening more candidates using lesser time than traditional hiring processes. Talview is the second largest global player in video-mobile recruitment technology space and is a pioneer in hiring technology augmented with talent engagement and state of the art analytics. Enabling over three million video responses, Talview has grown to be a preferred partner to leading organizations across the globe. Talview has always conceptualized and designed all the products bearing its users in mind. Hence, the products and the interfaces are always user-friendly.
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  Our Clients
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  Ask for therecruiter-friendly hiring automation. UK US Singapore India CLICK HERE