Hiring is a numbers game, and video can increase your odds of a good hire.
Hiring is like sales. They’re both numbers games. The more prospects you can process, the higher your odds of achieving a favorable outcome.
There are tools that have been designed to help process a greater number of job candidates, just as there are tools to help process more sales leads. Applicant tracking systems, resume parsing software and social tools such as Linkedin Recruiter come to mind.
These tools have been created at least in part by identifying roadblocks in the hiring process. One significant roadblock is the screening that takes place early in the hiring process. Because resumes are often exercises in creative writing, there has to be a way to reach behind the resumes and screen for those candidates who should advance in the hiring process, and conversely who should be weeded out.
Phone screening is a standard methodology for early candidate screening. But phone screening has two major flaws that create speed bumps in the hiring process:
- Phone screening is a scheduling nightmare.
- Phone screening success is limited because it only employs one human sense, hearing.
The solution to both these problems is automated online video screening.
The scheduling process is simplified and automated since the candidates literally “screen themselves”. Video screening systems, like Interview4, allows the user to set up the candidate who is then sent an email with instructions for their 1-way video “interview”. Using a webcam, the candidate logs in and answers the questions presented on-screen. The screening interview is recorded. The hiring manager or human resource professional is alerted when the virtual screening interview is complete. They log on at their convenience to review the candidate.
In reviewing a candidate using online video screening, both the sense of hearing and sense of sight are employed. It’s hard to describe how much more information is communicated about the candidate by being able to see as well as hear him or her. Just think of how many times have you been surprised when that candidate walked through the door!
Video screening allows you to review more candidates more thoroughly early in the hiring process. You’ll have a greater number of candidates to pick from as you decide who to bring in for the face-to-face. And that stacks the odds of a successful hire in your favor.
A recent study of 11,000 participants by Blessing White, show that only 1 in 3 employees are actively engaged, while 1 in 5 are actively disengaged and 2 out of 3 are looking for new jobs. This means only 33 percent of your workforce is doing their job! This doesn’t mean they’re doing their job well, it just means they are putting all their focus on doing it. The 2 of every 3 employees that are looking for a new job could very well be a number of your top performers. How much money is your company losing while your employees surf the web looking for new opportunities or worse, checking to see who’s on Maxim’s list of the sexiest 100 women?
Before you get mad at your employees you need to ask yourself why 66% of your workforce wants to jump ship. The study suggests that engaged employees stay for what they can give while disengaged employees stay for what they can get. Huh? What the heck does that mean, Ryder? Well it means that employees will stay longer if given training in addition to opportunties to apply their talents and move up the ladder. Each employee needs to know that all their hard work will move them towards a promotion. They also need to be placed into positions where their talents can best be applied. If their talents are not used properly or to maximum effect, this can create dissatisfaction within the employee and they will look for opportunites where they can contribute more effectively.
Identifying the behavioral traits of your employees will assist you in placing them into the proper roles as well with the manager who can best supervise them. If your employees want to learn more and further develop their careers, then paying for additional training might be a good way to engage them and prevent them from leaving. The cost to replace that employee, which is often times 20% of their salary, will be much more than it costs to replace them.
According to US News & World Report, it seems a new trend is starting among law firms. Frustrated by superficial interviews, law firms are trying out new interviewing techniques that can more easily help interviewers tell a good candidate from a great one. One example of this is the firm Pepper-Hamilton in Philadelphia, where they crafted a three part interview process that requires the candidate to discuss and argue the facts of their writing sample with one of the firms attorneys. By putting the candidates into a realistic scenario, they can more easily tell which candidates have the skills and personality required for their firm.
According to a survey of 2,000 U.S. workers, 59 percent say they have had an office romance but around 30 percent say it affected their personal or professional relationships with others. Despite this 65% would be willing to do so again. Is this a good idea?
Well if they are married and carrying on with a co-worker who is not their spouse then “yes” this is definitely problematic. Adultery in the workplace should never be tolerated because once it is revealed, all sorts of distractions are created that can effect your worker’s productivity. Nothing distracts a man or woman more than an offended spouse on the warpath. How much money do you think divorces amongst their workers cost companies in lost productivity and absences from work each year? According to a 2006 study, employees in failing relationships cost companies 6.8 billion dollars a year.
If they are single a problem still exists? If the two work closely in the office and an eventual break-up causes friction between the two then this could prevent them from working effectively together. Can management prohibit office romances? Probably not and who has the time to enforce it?
Why do people do it? The answer is obvious. When you work closely with someone day in and day out with no time to develop personal relationships outside of work, dating a co-worker makes the most sense. Thirty-three percent even admit to having a tryst in the office and four percent have admitted to getting caught. The survey doesn’t define “tryst” but I don’t believe 33% have risked pulling a George Constanza at work though I’m sure it happens.
What do you think? Are office romances a problem?
For many job seekers, searching for a job is a drag! You search the tiny black and white print of the Sunday paper or you hit the job boards and submit your resume along with 100 other people and hope it doesn’t get lost in the shuffle. In fact you may submit your resume to so many companies that you can’t remember having done it when their recruiter calls. Then you are caught stumbling through your answers while trying to recollect the company from which the person is calling.
Though we believe responding to job postings, print ads., or even attending job fairs might be our best chance at landing a job, these are actually not the best sources from which companies source candidates. According to the “10 th Annual Source of Hire Report” by Career Xroads, job boards are the second highest source of hires accounting for 25% of external hires while print and career fairs accounted for only 2%.
This means that aside from job boards companies source most of their external candidates from a source you might not likely consider and that is the good ole referral. Yep, referrals account for nearly 27 percent of external company hires. If you think it through, it makes good sense. The company hires an employee that one of their employees vouches for and the candidate joins a company for which their friend vouches.
So the next time you snub that acquaintance in the grocery store or talk rudely about them behind their back, remember that they might have been your gateway to a great job.