Use Video Interview Assessment to Track Your Team’s Performance

You have heard about the impact of video interview assessment from other hiring professionals. Maybe you’re even ready to add them to your strategy.

However, before fully committing, you need to prove to your executive team — and yourself — your investment in video interviews will be fruitful. If you’re one of the hiring pros who don’t track cost-per-hire, it’s time to start. You’ll need this baseline to see how video interviews impact your overall hiring process. Here are the metrics to get a full grasp of your video interview ROI:

Candidate Satisfaction Through

The candidate experience is reflective of how a company treats its people, according to a whopping 68% of candidates in a 2018 CareerBuilder survey. Another 43% say they have higher expectations of how employers will treat them as a candidate. As a result, candidate satisfaction is the top hiring process KPI. For example, when a candidate feels their time is valued, the likelihood of following through with the hiring process increases because they don’t feel taken for granted or like they’re wasting time. Improving the candidate experience also results in candidates remaining in your talent pipeline. This decreases your team’s need to spend time and money continually bringing in massive numbers of new talent. Recruiters are in need of a more efficient interview process. However, the hiring team shouldn’t sacrifice the integrity of the candidate’s experience. Video interview assessment will allow recruiters to accelerate the process while enhancing interactions with candidates.

Time To Hire

No matter what mixture of hiring process tools you’re using, time-to-hire is a critical metric. Not only because time is money for your company but also because candidates are in a job market where opportunities seem endless. Decreased candidate waiting time means your time-to-hire must constantly undergo improvements. Once you’ve incorporated video interview assessment, measure overall time-to-hire and the time you spend screening candidates, collaborating with team members, and the decreased number of hours spent performing in-person interviews solely with top talent. With the busy schedule of potential candidates and recruiters, you needed a solution that enabled your interviews to take place anytime and anywhere without sacrificing the valuable detail you receive during the interviewing process. Using EVA-SSESS, you can fill your requisitions in half the time.

Offer Acceptance

Offer acceptance is an important metric because it’s tightly tied to both your candidate experience and time-to-hire. Candidates who receive frequent communication about the hiring process and receive a quick offer are more likely to accept and follow through with the offer. Video interview assessment increases your ability to improve both. In return, acceptance rates will rise. Compare the number of candidates accepting offers, and how long it takes to accept the offer to the number of candidates who dropped out of your process after accepting an offer before using video interviews. Candidates who are not completing the video interviews are not genuinely interested in working for your business, so those candidates can weed themselves out at the beginning of the interview process.

Quality Of Candidates

Ultimately, the quality of candidates in your talent pipeline — and eventually in your business — are what determines your hiring success. Like most hiring pros, though, you only have a limited amount of time to assess candidates. It’s especially frustrating when you spend time with candidates during in-person interviews only to find they’re not even close to being who you need. Video interview assessment broadens your potential talent pool across the globe, giving you access to more quality candidates. Additionally, they allow your team to review candidates quickly. You then have the power to spend in-person interviews with only the most fitting talent. After a resume screen, you can invite candidates to a one-way video interview. With video interviews, you can gauge a candidate’s professional background and personality, which vastly facilitates our search. The insights you will get on your candidates are so complete, that you will see that those who make it through with a thumbs-up from their one-way interview will usually get the job.

Conclusion

Part of the recruitment process will be automated. The technology behind video interviews is evolving and companies are looking at approaches that use artificial intelligence (AI), or virtual reality (VR). One of the arguments in favour of video interview assessment is that it is free from bias and personal prejudice. EVA-SSESS is a next-generation video interviewing software that enables you to pinpoint and hire top talent fast by testing and evaluating the key skills and abilities through secure and unbiased video assessment interviews. Request a free demo and see how our video interview software can help you save time and make recruiting painless and hassle-free.

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