How Video Recruitment Cuts The Cost Of Finding New Staff

Today's Guest Post is from a company that offers a new exciting service for leaders, managers and human resources departments.

Guest Post

By Andy Law, HuddleRecruit.com

Finding new staff is a headache for any business. It involves a lot of time, organization and cost (for example, the UK recruitment industry reports that on average a new hire costs over £5,000). But now video recruitment offers a way of not only cutting costs but making the recruitment process as effective as possible. It’s an option that every business should consider.

The growth of video on the web has been phenomenal and people now create, edit and share videos online as a matter of course. This means that a huge number of job seekers are now video literate and entirely at ease with recording themselves. So if you’re looking for new employees, it makes sense to tap into this ever-growing resource of video-savvy candidates.

And it is easy to do - in fact you probably already have all the equipment you need. A new wave of video recruitment companies provide the ability to start recruiting via video immediately. They have created all the software and the systems to do the job seamlessly - all you do is pay a small monthly fee to use the service.

Here’s how it works:

1. Sign up for an account - the cost is minimal and the power you have at your fingertips is staggering.

2. Record your interview questions. Don’t worry if you’re a bit reticent to see yourself on video: the software allows you to practice and record as many times as you like - at no additional cost.

3. Invite candidates to apply. How you do that is entirely up to you - you can use traditional methods, advertise on a job site, post the job on your own site - whatever you like.

4. Candidates login, see a video of your questions and then record their answers. All the answers you receive are recorded and stored for instant access.

5. Review the recordings and then invite your chosen candidates to take part in a live video interview. That saves you time and expense - and does the same for the candidate. No longer do they have to make the trip from say Glasgow to London, you can see and interact online and decide who to take to the next stage.

6. The final step is to invite a select group of candidates you’re already familiar with, to a final face-to-face interview.

Many businesses take a ‘wait and see’ approach to new technology. But the potential of video recruitment, the low cost and the ease of use makes this a resource any business should consider. Click here for a free trial.

About The Author:

Law is the Chief Marketing Officer of HuddleRecruit.com, an online video interviewing platform based in London and serving clients throughout the world. He has recruiting experience across many industry sectors and has unique insights on how to build strong teams using the latest video recruitment technology. You can follow Andy on Twitter @huddlerecruit

Comments

10 Quotes From The 5 Levels Of Leadership -- John C. Maxwell

Soon I'll post my full review of John C. Maxwell's latest book, The 5 Levels of Leadership . In the meantime, here are some of my favorites quotes from the book that I believe should become a must-read book by any workplace/organizational leader: Good leadership isn't about advancing yourself. It's about advancing your team. Leaders become great, not because of their power, but because of their ability to empower others. Leadership is action, not position. When people feel liked, cared for, included, valued, and trusted, they begin to work together with their leader and each other. If you have integrity with people, you develop trust. The more trust you develop, the stronger the relationship becomes. In times of difficulty, relationships are a shelter. In times of opportunity, they are a launching pad. Good leaders must embrace both care and candor. People buy into the leader, then the vision. Bringing out the best in a person is often a catal...

How To Maximize Your Chances Of Landing The CEO Role

In the new book, CEO Ready , authors Mark Thompson and Byron Loflin reveal what you need to do to maximize your chances of being the one who secures the top spot. Specifically, they detail the seven key stakeholders who weigh in on whether to choose you as CEO. “Collectively, we have coached more than 200 executives who have been selected by their board members to become CEOs,” share the authors. “We can help you prepare to be a great CEO either in your current organization or elsewhere. We will share tools you can use to get objective feedback from all stakeholders, so you have complete visibility into what you’re up against.” As you seek the CEO role, the authors explain that leadership selection isn't the methodical, objective process that one often imagines. They add that decisions aren't made by robotic executives ticking boxes for attributes such as strategic fit, core competencies, or cultural alignment. Instead, the process is deeply personal, emotional, a...

How To Be More Respectful In Life And In The Workplace

“It is respect for one another that builds healthy relationships. It is mutual respect that creates friendships and enables societies and their organizations to function effectively. It is respect that establishes trust between individuals and groups,” states Robert L. Dilenschneider , author of the new book, Respect: How to Change The World One Interaction At A Time . “While my books typically have been for a business audience—and this one is perfect for entrepreneurs to directors to CEOs—it also will resonate with anyone at any point in their life who wants to improve interpersonal communication and relate to others with authenticity,” adds Dilenschneider. Drawing on his decades of leadership experience and insights from respected voices in healthcare, education, business, politics, nonprofit foundations, and the arts, Dilenschneider offers a clear roadmap for building stronger connections and communities. As you read the book, you will learn: Why self-respect...

My Favorite Leadership Quotes From The 5 Levels Of Leadership Book

Here are some of my favorites quotes from John C. Maxwell 's book, The 5 Levels of Leadership that I believe should become a must-read book by any workplace/organizational leader: Good leadership isn't about advancing yourself. It's about advancing your team. Leaders become great, not because of their power, but because of their ability to empower others. Leadership is action, not position. When people feel liked, cared for, included, valued, and trusted, they begin to work together with their leader and each other. If you have integrity with people, you develop trust. The more trust you develop, the stronger the relationship becomes. In times of difficulty, relationships are a shelter. In times of opportunity, they are a launching pad. Good leaders must embrace both care and candor. People buy into the leader, then the vision. Bringing out the best in a person is often a catalyst for bringing out the best in the team. Progress comes only from taki...

How To Tap Into The Wisdom Of People Around You

“Too often, we don’t find out what’s truly on others’ hearts and minds because we don’t know how to ask the right questions in the right ways,” explains Jeff Wetzler , author of the book, ASK . In his timely, must-read book, Wetzler shows you a powerful method called The Ask Approach™ , based on a simple premise: that tapping into what other people truly think, know, and feel is a game-changing superpower for leaders. Wetzler explains that the only thing that allows you to understand what’s on another person’s mind better is just asking them. Following the powerful The Ask Approach™ method will lead you to smarter decisions, more creative solutions, and deeper relationships. Also, by asking more questions you’ll help break down barriers, resolve challenges, encourage collaboration, and imagine new ways of doing things. The five practical steps of the research-based, pressure-tested The Ask Approach™ m...

7 Honest-Feedback-Extracting-Questions To Ask When Hiring

Awhile ago, the Harvard Business Review published some great questions that Gilt Groupe CEO Kevin Ryan asks when he is checking references. Ryan serves on the board of Yale Corporation, Human Rights Watch, and INSEAD , and is a member of the Council on Foreign Relations. He holds a B.A. from Yale University and a M.B.A from INSEAD. His main seven honest-feedback-extracting-questions (and follow-ups) are: Would you hire this person again? If so, why and in what capacity? If not, why not? How would you describe the candidate's ability to innovate, manage, lead, deal with ambiguity, get things done and influence others? What were some of the best things this person accomplished? What could he or she have done better? In what type of culture, environment, and role can you see this person excelling? In what type of role is he or she unlikely to be successful? Would you describe the candidate as a leader, a ...

How To Provide Caring Criticism

Negative feedback is part of growing as a leader -- both delivering that feedback and sometimes receiving that type of feedback. Keith Ferrazzi , CEO of Ferazzi Greenlight , a research-based consulting and training company, suggests practicing " caring criticism ," as he explained it in the Harvard Business Review . "Negative feedback can hurt, but usually it's a gift aimed at helping the recipient improve performance or avoid mistakes. We should deliver and receive it that way," says Ferrazzi. "Use phrases like 'I might suggest' and 'Think about this'" when giving feedback. And, then Kerrazzi suggests when receiving candid feedback, that you thank the person who offered it and make clear the points on which you agree. He's found that if you think of the person giving you honest feedback as generous, rather than critical , you become less defensive and more open to changing your behavior.

The 12 Ways Marriott Practices Good Leadership And Customer Service

The next time you stay at a Marriott hotel look in the nightstand drawer for Marriott's booklet that highlights its milestones and tells the Marriott story. In the booklet, you'll find the following 12 ways that Marriott practices good leadership AND customer service : Continually challenge your team to do better. Take good care of your employees, and they'll take good care of your customers, and the customers will come back. Celebrate your people's success, not your own. Know what you're good at and mine those competencies for all you're worth. Do it and do it now. Err on the side of taking action. Communicate. Listen to your customers, associates and competitors. See and be seen. Get out of your office, walk around, make yourself visible and accessible. Success is in the details. It's more important to hire people with the right qualities than with specific experience. Customer needs may vary, but their bias for quality never does. Elimin...

Discover Your True North And Internal Compass

In his book, True North , Bill George shows you how to discover your true north - your internal compass that guides you successfully through life. "Only when you discover your true north can you unlock your full potential as a leader and human being," explains George. In the book, published a couple weeks ago, George shares with you how to: Cultivate self-awareness Define your values Find the "sweet spots": of your motivated capabilities Build your support team and lead an integrated life Make the journey from "I' to "We" as an empowering leader Become a global leader Bill George George shares profiles and stories from more than 100 leaders who in their own words explain how they discovered their true north. He also explains the characteristics differences needed to be a leader in the Twenty-First Century versus the Twentieth-Century. Today's leaders, he says need to be: Purpose-drive versus charismatic Globally focused versus U. S.-centri...

How To Build A High-Performing, Resilient Organization With Purpose

“It’s time to get intentional about organizational culture and to make it strong on purpose,” explain James D. White and Krista White , authors of the new book Culture Design: How To Build A High-Performing, Resilient Organization With Purpose . “Strong company cultures, deliberately shaped, are the difference between businesses that are great versus those that are just good enough,” they add. The authors define organizational culture as a set of actions, habits, rituals, and beliefs that determine how work gets done, how decisions get made, and how people experience their workplaces. "Strong cultures don't emerge by accident," share the authors. "They're built—with clarity, consistency, and design. This book is your guide to intentionally designing a culture that is resilient, inclusive, powerful, and effective." Informed by over thirty years of operating experience across sectors and in the boardroom, the authors offer these strategies for desig...

Eric Jacobson On Management And Leadership

Search This Blog