Recorded Video Interviews Help Recruiters and Hiring Managers Play Nicely Together
Both recruiters and hiring managers are clearly part of the same team and have the same objectives -- to identify and entice the best applicants -- but how can they work together most effectively?
Video screening may be the answer.
But first, some definitions: “recruiters” typically work outside a particular organization (on a retainer or a contingency basis) to source candidates for “hiring managers,” who work in-house, who often make the final decision on a candidate, and who may have responsibilities beyond hiring.
The number one stumbling block in the often delicate recruiter-hiring manager relationship is good communication. And that’s where video screening comes in.
Too often, when a recruiter interviews an applicant in a one-on-one live setting, the recruiter may think the candidate is perfect for the job, but is unable clearly to tell the hiring manager why. The recruiter may not have written down clear notes from the interview or may simply not recall how a particular candidate “aced” a key question. In contrast, the recruiter who has pre-screened a candidate on video can share the actual video with the hiring manager (simply by sending a link), thereby instantly communicating why the candidate is right for the job. Seeing is believing. Communication problem solved.
Video screening also lets recruiters and hiring managers work collaboratively – but not at the expense of taking up too much time. For instance, a “hands on” hiring manager might develop the interview questions together with the recruiter (in fact, this is highly recommended) and might review all the video responses or just the recruiter’s top picks. The advantage of the hiring manager’s reviewing all responses is that he or she can point out features of certain candidates that are desirable (and that the recruiter might not be aware of) in order to refine the search. A hiring manager who reviews only the top picks clearly has faith in the recruiter to cut out applicants without the hiring manager’s input. But this can be a risky proposition, since the requirements for the position may evolve over time, as the organization’s needs change and positions are filled.
Either way, with recorded videos, the hiring manager is less likely to blame a recruiter for wasting time by making the hiring manager participate in a final round, live interview of a candidate who the hiring manager knows immediately is unsuitable for the position.
After all, recorded interviews speak for themselves. Literally.
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Ziggeo lets you quickly and easily pre-screen candidates by watching their videos. Candidates simply record short videos of themselves for your own private viewing.