26 October 2017 / / Recruitment technology

Pre-screening: Telephone vs video - Which is the best option?

Pre-screening your applicants is a key step in recruiting your future colleagues. Today there are several ways of automating or outsourcing what can often be a time-consuming stage. In this article we outline the candidate journey using the EASYRECRUE solution. You’ll discover the differences between a traditional phone call and a pre-recorded video interview. Telephone vs video pre-screening. Which is the best option? Everything you need to know about a fast-changing process.

Telephone pre-screening

Traditionally, a pre-screening phone interview is carried out to produce an initial shortlist of applicants who are a good fit for the job and its responsibilities. The images below show the fairly traditional scenario of someone who applies for a job on an attractive jobs website.

Take a look at how the pre-screening process works for both the recruiter and the applicant.

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It all ends with a sense of frustration and uncertainty. On the one hand, the applicant is not at all sure how to judge how the interview went. It’s easy to see why: the timing was wrong, and they were only able to express themselves on the basis of a strict set of questions within an allotted time. In this case, neither their hard skills nor soft skills are really assessed. The situation is no better from the recruiter’s point of view: a lot of time is wasted without even confirming their initial assumptions, or at least, only to a limited extent.

Does that all sound familiar?

Pre-screening using pre-recorded video interview

Did you know that a headhunter spends an average of 89 minutes a week on voicemail and a lot more on the phone? This represents a lot of time and money for the business but also a lot of energy. How about changing the way we pre-screen applicants? Now let’s look at the pre-recorded video interview solution.

Pre-recorded video interviews follow the same logic as telephone pre-screening: the aim is to produce a shortlist of the most promising applicants but not only that! A lot of applicants with unusual profiles are automatically discarded from the selection process because of a lack of time. With pre-recorded interviews, you open the field to more applicants and thus increase your chances of finding the elusive star performer.

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While a pre-recorded video interview gives you the opportunity to assess more applicants, it also allows you to save time since applicants record their video interview in optimal conditions outside your working hours, and you can then view them without the risk of getting their voicemail or calling at a time that doesn’t suit them.

Does the pre-recorded video interview live up to its promises?  Here’s the same scenario again but this time, the applicant is pre-screened using a pre-recorded video interview.

In this scenario, the applicant is taking part in a digital revolution by participating in a pre-recorded video interview and appreciates the efforts the recruiter has made to help and support them to create the best possible conditions and get ready to face the camera.

So, are you ready to change your pre-screening processes?

What do businesses think about pre-recorded video interviews?

The video sector is expanding fast in recruitment processes, which are becoming increasingly digitised. Businesses find the pre-recorded video interview particularly attractive. Skype is the most common method used for live interviews but it has its limitations, since it doesn’t offer pre-recording and means installing the software, which is not particularly convenient for either applicants or recruiters. The pre-recorded video interview in SaaS mode is changing the landscape: this modern, efficient technology offers a multitude of advantages.

Businesses appreciate the flexibility offered by the pre-recorded video interview, which allows recruiters to avoid expensive travel costs and applicants with a busy schedule to arrange an interview more easily. The pre-recorded video interview also offers the opportunity to save time and money on the recruitment process, which is often time-consuming and expensive. On average, a poor recruitment decision costs €35,000. The pre-recorded video interview helps to improve the quality of applications and avoidpoor recruitment decisions.

More and more businesses are attracted by pre-screening using a pre-recorded video interview. They include Heineken, Natixis, Klee, GMF and others. Find out what our customers think about pre-recorded video interviews by reading our success stories.

If you would like to know more about pre-screening your applicants, you are welcome to download our e-book on the subject.

 

 

Published by Tom
on 26 October 2017

Tags
Recruitment technology

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