September 29th, 2020 | Industry News
The most recent report exploring the global recruitment software market says that market value will reach £2.3 billion by 2027 growing at a compound annual growth rate of 6%. This prediction recognises the impact of COVID-19 on the recruitment sector, which has been an acceleration of demand due to the need to source, recruit and onboard people remotely.
It’s a rare positive prediction in a world that’s become increasingly challenging for employers, recruitment professionals and recruitment agencies.
Video interviewing – the future?
There’s a growing interest in video interviewing, which is not the same and a Zoom or Google Hangouts interview. Both the latter are live activities whereas a video interview, particularly for senior and executive positions, is a pre-recorded activity that amplifies a candidate’s CV and gives a deeper, more three dimensional understanding of the individual. Recruiting software has a great role to play in this process as it allows recruiters, whether HR departments or recruitment consultants, to revisit the process that has led to shortlisting and will result in the interview process and pick out questions for the candidates to answer that will illuminate their fit for the role.
How video interviewing can work for any industry:
There are three major advantages to the video interview, setting aside the necessity to somehow engage with candidates during the pandemic:
1 – The best recruitment CRM deepens the understanding of what a candidate needs to demonstrate to be the best fit for the role. This permits the creation of specific and insightful questions that will lead to the optimum decision based on the answers provided by video.
2 – Video interviews can be revisited and reviewed and compared with one another to allow interviewers to establish a deep understanding of each candidate by comparing like with like without the restrictions of a real time interview.
3 – Video interviews allow interviewers who can’t be present on the day to have input to all or part of the interview process. This is particularly valuable where a role requires both technical and non-technical skills which need a different set of individuals to review the candidates’ performance.
There’s another advantage – sharing video interviews with a range of people can reduce the unconscious bias that everybody brings to the interview process. This gives all candidates a much more level playing field when it comes to succeeding at interview as different viewers will have different responses to candidates based on their own preconceptions and ideas about the role.
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