From January, 2012

Video Interviewing: 5 Things You Need to Know before Choosing a Provider!

Video interviewing is quickly gaining prominence among HR professionals and hiring managers thanks to its ability to reduce costs and save valuable time during the interview process.  (Please visit my previous blog “10 Reasons to use Video Interviewing in 2012” to understand how this tool can benefit your organization.)  Thanks to increased webcam penetration, higher bandwidth, and the need to cut costs in the hiring process, more and more companies are exploring this solution, but not all interviewing providers are created equal.  Determining which solution is best for you can be challenging if you’re new to the technology.  Here are five questions you need to ask before choosing a provider. 

  1. Does the video interviewing system provide both one-way automated, and two-way live interviews?  Some hiring managers prefer the live solution because they can ask impromptu questions, while many prefer the automated solution because candidates can interview themselves on their own time with little inconvenience to HR or the hiring manager.  Not all providers support both solutions so it is important to evaluate these options.
  2. Does the solution have the ability to record the interviews?  Some providers don’t provide this technology which can be a huge drawback.  Recorded interviews can be reviewed repeatedly, compared against other candidate interviews, and shared with colleagues.  Because recorded interviews are indexed by question, the candidate’s recorded interview can be screened in much less time than it takes to interview a candidate face-to-face.
  3. Does the solution allow candidates to redo their interview more than once?  While some customers  prefer allowing candidates to retake their interview to increase the candidate’s performance and appeal, most employers prefer seeing a video interview that closely replicates an in-person interview.  In a face-to-face interview candidates would not have the opportunity for a “do-over”.  Allowing it during a video interview may not present an accurate picture of the candidate.
  4. Does the solution integrate with most major applicant tracking systems?  Incorporating your  video interviewing solution into your ATS may be important to your hiring process!
  5. Does the solution allow customizable questions?  If you’re employing an automated solution, you’re definitely going to want the ability to upload your own questions specific to each position you’re trying to fill.  A few providers provide only their default databank of questions. 

Obviously there are additional bells and whistles to evaluate while choosing a video interviewing provider, however these five key features are a must if you want to take full advantage of the benefits that video interviewing provides.

Employee Satisfaction: Is it as BAD as you think?

It seems like a new employee job satisfaction survey is released every week.  The results of these often gloomy surveys are then blogged about, tweeted, and posted on social sites such as Linkedin.  I’ll admit that I’ve often blogged about such surveys and offered my opinion on how the results affected products our company offers to hiring managers and recruiters.  Yesterday while reading the results of yet another survey I paused as the results seem to contradict what I had been reading for the past year.  This made me re-consider the validity of the data in these surveys.  Here’s why I’m scratching my head. 

In January 2010 reported on a survey of 5,000 households conducted by the Conference Board.  This survey indicated that only 45% were satisfied in their jobs, the lowest level ever recorded since they began tracking employee satisfaction in 1987. 

In March 2011 MetLife released a study that indicated employee morale was at a three year low.  Now morale isn’t exactly the same as employee job satisfaction but I think we can make a connection between low morale and low satisfaction. 

In April 2011 consulting firm Blessing White’s survey of 11,000 employees revealed that only a third were actively engaged at work.  Again, we can probably make a connection between low engagement and low job satisfaction.  While these three studies don’t report on exactly the same variable, what we can glean from low satisfaction, low morale, and low engagement is that workers are not happy. 

In May 2011 the Gallup-Healthways Well-Being Index revealed that, despite job satisfaction being lower now than in 2008, still 87.5% of U.S. workers were satisfied in their jobs.  A contradictory data point? 

Finally a survey conducted by SHRM as recently as January 2012 revealed that 83% of employees were satisfied in their jobs even though only 43% were happy with their career development and opportunities. 

So on one side we have three surveys suggesting that employee satisfaction is at a 22 year low, that employee morale is at a three year low, and that only one in three employees are actively engaged at work.  But then we have two surveys revealing that job satisfaction isn’t below 50% but rather  hovers somewhere between 83% and 87%.    The SHRM study is particularly perplexing as it indicates high satisfaction but only 43% of employees were satisfied with their career development.  Can these seemingly contradictory results all be correct? 

What can we take from this conflicting data?  Well not all surveys are created equal and many results are skewed by the age of the employee, their tenure with the company and probably their career level.  While some surveys paint a gloomier picture than others one thing among all these surveys remains constant and that is employee satisfaction is declining despite some results showing that it is still very high.  Don’t ignore this sobering fact.  Your employees, even the ones actively disengaged, are your company’s most valuable commodity.   

For tips on how to boost your employee morale and increase employee retention, please visit one of my previous posts.   

Top Reasons your Social Profile could be Hurting You!

Social Media Monitoring Server, Reppler, conducted a study recently and found that 91% of recruiters and hiring managers have visited a candidate’s social profile on Facebook, Linkedin or Twitter as part of the screening process.  This figure is much higher than I suspected and it demonstrates the due diligence many recruiters are using in trying to find the best candidates.  Maybe even more surprising is that 69% of those surveyed admitted to rejecting a candidate based on the content found on their social profile, while an almost equal number hired a candidate based on their positive social presence.

Here are the top reasons why a candidate was rejected and ones to which all job seekers should pay attention.

  • Lied about their qualifications
  • Posted inappropriate photos/comments
  • Posted negative comments about their previous employer
  • Demonstrated poor communication skills
  • Made discriminatory comments
  • Posted content of themselves using drugs

With competition for jobs so intense, don’t many of these blunders seem too obvious to make, or are job seekers underestimating the screening process of the companies to which they’re applying?

I’ll admit that I didn’t realize so many managers were reviewing these sites, but a candidate has to understand that a search of their social profiles could happen and that pictures of them partying at the local watering hole are not going to paint the flattering image of a good employee.

Candidates need to be conscious of the fact that their profiles are not off limits to everyone but their friends.  Your profile is a glimpse into your private life or rather the real you, not the dedicated, hardworking employee you portray during the face-to-face interview.  You may look great on paper, in a video interview, or even in person but if company XYZ has a choice between choosing a guy whose Facebook pictures show him crossing the finish line of a 15K or you crashing through a pyramid of beer cans, which job candidate is going to get the job, much less the interview?

So in looking at the top reasons above the moral of this story is simple.  Don’t lie, don’t bad mouth your past employer, don’t do drugs, and for heaven’s sake, curb your racist tendencies or better yet just don’t be a racist at all!  Or at least don’t advertise it on the internet.

10 Reasons to Use Video-Interviewing in 2012

10 Reasons to Embrace Video Interviewing in 2012 

Video Interviewing, the process of interviewing job candidates live over the internet, or having them interview themselves with their webcam, is a solution gaining in popularity.  For those of you who have yet to adapt this effective, time-saving hiring tool, here are ten reasons why you should embrace video interviewing (or screening) in the New Year.   

  1.  Save money – Video interviewing reduces travel costs associated with bringing candidates in for face-to-face interviews, while online video screening saves valuable staff time spent scheduling and conducting phone screening interviews.
  2. Save time – Are your hiring managers wasting valuable time interviewing bad candidates?  Video screening allows your hiring managers to more effectively select the best candidates to bring in for a face-to-face.
  3. Eliminate scheduling hassles – The demands of  scheduling interview times between busy hiring managers and job candidates impedes your time to hire.  Allowing candidates to interview themselves at times convenient to them boosts the speed of your hiring process.
  4. Discover and attract top talent – Video interviewing allows you to affordably screen more top candidates outside of your immediate geography while the technology demonstrates to them that your organization is on the cutting edge.
  5. Hire more effectively – A video interviewing solution that allows you to record the interview (one-way and two-way, something Skype doesn’t offer) enables you and your team to compare candidate responses to one another and review responses repeatedly thus allowing you to hire more effectively.
  6. Go Green – What better way to promote the environment’s health than by reducing the carbon emissions associated with flying in candidates for interviews?
  7. Reduce discrimination – Administering an automated interview provides a structured interview setting where each candidate answers the same questions thereby reducing discrimination.  Seeing and hearing the candidate reduces biases formed from resume viewing only.  Recorded interviews provide evidence of your non-discriminatory practices.  (And video interviewing is acceptable to the EEOC.)
  8. Increase collaboration – Recorded video interviews allow you to share your candidate’s responses with colleagues and members of the hiring team so a more informed decision can be made.
  9. More revealing than a phone screen – A large proportion of communication is visual.  Using video, you can better gauge a candidate’s enthusiasm for the job by seeing as well as hearing them.
  10. Get an edge over your competitors – In the war for attracting top talent, video interviewing will allow you to see more candidates and move top candidates more quickly through the hiring process than can your competitors, ensuring you a better shot at landing them as employees.