How Do Video Interviews Impact Your Industry?

The recruitment challenges call centers experience can be massive. From daunting administrative challenges to a high employee turnover resulting in a never-ending recruitment process, it’s no wonder human resources departments are looking for ways to make the system easier. Video interviewing software can help by keeping all your candidates organized in one customizable system and easily filter out unqualified candidates early in the recruitment process. By being able to do this, the system helps recruiters eliminate some administrative challenges. The innovative technology can also help attract candidates looking to join a modern workforce and test them to make sure they have the skills to succeed, which can reduce employee turnover.

Due to the number of candidates looking for full-time positions and the standard teachers are held to, it can be really difficult for a recruiter to find the perfect employee in a timely manner. Not only do recruiters have to put their candidates through a difficult vetting process, but it may also end up not working out depending on how the candidate performs in the classroom. It can be very hard for recruiters to determine how a teacher runs a classroom without multiple interviews and skill tests. Video interviewing makes it easier to evaluate this specific element of hiring teachers by combining the software with a skills test where you could see how a teacher would react to certain classroom scenarios. This makes it easy to see which candidate has the same teaching values as your school.

Partners at law firms are constantly hoping to hire the brightest lawyers, paralegals, or law students. The problem is that during most recruitment processes, it takes too long just to get through the screening stage. Once they get through that process, though, it’s even harder to find a time everyone is available to collaborate on which person is best for the job. Fortunately, a video interviewing system can help. Video interviewing software streamlines the screening process with little work for the recruiters. The system speeds up filtering by automatically getting rid of candidates who are not qualified to work at your law firm. Once that’s done, recruiters can easily share recordings with other employees for convenient collaboration purposes.

Attending campus hiring expos is a great way to meet and attract young, ambitious employees to your company. The problem with campus hiring, though, is it’s usually unorganized, focused on traditional hiring methods, and very competitive. To leverage this situation in your favor, companies should be showcasing the video interviewing software used in the recruitment process to attract the best applicants. Putting this software front and center will attract students to your modern process and even allow them to apply for open positions right then and there. Utilizing this software can make a lasting impression on the candidates you meet during a campus hiring expo.

Most non-profit organizations do great things for its community and, as a result, direct the majority of funds towards community initiatives. This means there’s not much money available to spend on the long and complicated process of finding good volunteers. Having great volunteers on your non-profit team is essential, especially if your non-profit commonly works with children or at-risk families. In these situations, the non-profits need to spend a lot of time on interviews, reference checks, and skill tests just to make sure they can trust everyone who registers as a volunteer. The problem is, most non-profits have much bigger priorities than volunteer recruitment, so it’s usually forgotten about or rushed.

Health-care workers spend their days with the sick and injured, providing treatment and comfort to all patients. Because of this intimate experience, it’s important for recruiters to be 100% certain the people they hire are qualified for the job. Doing this requires constant checking and rechecking of facts and certifications each applicant has and gets more intense if the applicant is applying for a position with more responsibility. The problem is this significantly lengthens the recruitment process and makes it difficult for recruiters to fill open positions in a timely manner.