Issue link: https://www.e-digitaleditions.com/i/330423
[ 36 ] HRO TODAY MAGAZINE | JUNE 2014 Tech Report can do when you're not starting at the initial point, so you can really further that discussion and go to a deeper place, ultimately conducting a better interview," says Weinblatt This process is also conducive to finding more suitable hires. "We're seeing candidates that were hired through the use of WePow that have proven to be better quality hires," says Martinez. Access a larger candidate pool. By utilizing asynchronous— or pre-recorded—video interviews, hiring managers and recruiters are able to "conduct" many more interviews in a fraction of the time compared to phone screens or face- to-face interviews. It not only allows access to a larger amount of candidates, but also allows access to candidates in different geographical locations that would have otherwise been inconceivable to even find. With the growing population of workers who telecommute or are part of the contingent workforce, this is an important function. Create collaboration ease. Due to the nature of technology, recorded video interviews can be viewed an unlimited number of times by as many team members as needed. Heikkinen says it's becoming more common for several people within an organization to meet the candidate before coming to a decision—and video interviewing eases the processes. "Those people oftentimes aren't located in the same place. They're traveling. They're on different schedules. Video allows them to meet the candidates more quickly and allows them to collaborate around a decision, because through our platform, you can record an interview and share that with many stakeholders," he explains. "They get deeper insight quicker, they can collaborate with their feedback, and make a more effective hiring decision." What's Next As video interviewing becomes more widely utilized, taking advantage of the technology for other aspects of the recruiting process is the next logical next step, and the path has begun with sourcing candidates. Organizations are realizing that as the millennial workforce grows, they need to cater their processes to attract this young set of workers. One way to tackle this is through technology and innovation. "They have a different expectation in terms of engagement. The traditional interviewing process just does not meet the expectations and needs that they have," says Heikkinen. Preferences of millennials are driving organizations to experiment with newer ways to leverage video technology— like sourcing and screening. "We're still fairly new in exploring the right way to deploy [video] for the maximum results, but our robust intern program (100+) and next intake of graduate program candidates seems a great starting place for us to evolve it," says Moyer of Thomson Reuters. An interesting new approach to source candidates by leveraging video is through virtual career fairs. Candidates log online during a designated time to connect with participating organizations. This creates a much larger talent pool for a lot less. "There's tremendous cost savings when you don't have Generationally Friendly In the past, it was uncertain whether all generations would be accepting of video interviewing, but now that video has become so deeply immersed into personal and professional lives, the concern is diminished. "The fit with millennials used to be a big driver about two years ago, but now employers better understand video interviewing and how it can be used for all generations," says Christopher Young, CEO of Async Interview. As head of talent acquisition, Lisa Corso Moyer shares that the millennial population was not the principal reason for Thomson Reuters invoking video interviewing. "As a seasoned recruitment leader, it was easy to find the value after seeing a demo," she says. Neil Cohen, vice president of organizational development and human resources at Affiliated Distributors, echoes the sentiment, as the millennial workforce was not a primary driver for his firm to begin using video interviewing. "For us it was more about video interviewing's applicability to the type of positions we're recruiting for and our expectation [regarding] candidate adoption."