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Description:
You’ve seen our previous articles harping on how using video helps improve the candidate experience, which ultimately improves your employer brand.

It may be easy to overlook those statements if you haven’t really thought about how the candidate experience becomes better, simpler, and easier. Here, we will look at how video helps address five major complaints that job seekers often have.

Complaint #1: There is a lack of trust and communication between the job seekers and employers.

One of the biggest complaints from job seekers is that there is a lack of trust and communication between job seekers and employers.

Many job seekers are used to being ghosted while many hiring managers are used to getting applicants that are applying to a job just to apply. Being ghosted by hiring managers lowers employer brand and makes candidates less likely to apply to or recommend future jobs from that same company. On the other hand, employers may feel like because they have wasted their time reviewing unqualified candidates, they don’t owe the candidates an explanation.

This is a never-ending cycle that continuously perpetuates the lack of trust and communication between job seekers and employers. This is something that video can help break. By using video, candidates actually see the hiring manager pitching the job. Adding the visual element helps add a level of trust because the candidate sees the job is real, the hiring manager is real, and the company is genuinely searching for someone like them to fill that role.

On the other hand, candidates are able build trust with employers by allowing hiring managers to see the person behind the CV. Video allows hiring managers to see the way candidates communicate their skills and experiences. Hiring managers can then judge candidate’s competency based on that video interaction, and more video interactions if they decide to do video screenings.

Complaint #2: I never know if my resume was seen.

Another huge complaint from job seekers is that they never know if or when their application was viewed. This places a large amount of uncertainty on job seekers because they don’t know if they should apply to other jobs or keep pursuing the job they applied for.

A video hiring process is the perfect way to immediately meet someone and monitor the progress of video applications. When you have the opportunity to immediately meet someone while searching for a job, the chances of your application being viewed or you being updated about your application status increases because you are creating a human connection with that person.

Not only that, but video platforms, such as Introview, gives candidates the opportunity to follow whether their video application has been viewed, so the employer doesn’t have to continuously engage in mass emails to appease the candidates.

From the hiring manager’s side, immediately meeting the candidates could cause employers to be more genuine during the hiring process. They may see or meet applicants that are naturally skilled and earnest, but just might not be the best fit. The genuine connection that video can create could encourage employers to send “rejection videos”, which would just thank the applicant for applying and encourage them to keep track of the company’s hiring cycles.

This would increase candidate’s confidence that their resumes are being seen, and lead them to believe they have a chance if they were to apply to the same company again.

Complaint #3: There are no human elements in the traditional hiring process.

During any stage of the hiring process, candidates just want to see or hear from somebody who is not a computer or an automated message. Candidates feel like once they submit an application, it goes into a black hole and they never get to explain anything or hear feedback from the hiring manager.

There is no better way to add human elements to the hiring process than by using video. Yes, hiring managers could spend all afternoon making phone calls and skyping all the candidates that applied, or they can post a video job description, watch some of their favorite candidates’ videos, and send a short video back.

Also, by adding human elements to the hiring process, it allows candidates to show off the strengths and skills they mention in their resume. It becomes their first video presentation. Often times, candidates want a chance to talk to the person they are sending in their application to. They may want to clarify something, or maybe they just want to show off some of the presentation skills they mention in their resume.

Either way, adding the human element via video to your hiring process would mean a lot to applicants who feel they are often communicating with invisible hiring managers.

Complaint #4: Applications are so long.

Over time, the application process has become longer and longer. One reason that the application process has become longer is because hiring confidence has been compromised with the advent of online hiring. So many people can apply to one job that it leaves hiring managers unable to be decisive when coming to a hiring decision. Therefore, hiring managers turn to cover letters and multiple levels of long screening tests to weed out candidates.

Though some of these methods MIGHT be helpful to hiring managers, it makes the application process painstakingly long, and if you are someone who has been looking for a job for weeks, it can really put a damper on your candidate experience.

The use of video helps mediate this issue. Video can help get rid of the need for cover letters, in particularly, because it is in itself a visual cover letter. Applicants can replace time condensing information, formatting and editing documents, and finding templates with creating a minute long video talking about their relevant experience.

Even when it comes to screening methods, hearing someone talk about their level of skills in a particular area or hearing them speak about how they would handle issues in the workplace not only shortens the amount of time candidates have to spend completing questionnaires, but it could also potentially save them hours of test-taking.

Complaint #5: Now more information is spread about ATS systems.

There have been many complaints and lawsuits filed against companies, and ATS systems happen to be the culprit. From age discrimination, to sexism, and even racism, ATS systems seem to be pushing legal limits and making the job searching process for applicants unfair.

Though some hiring managers may be blind to the ill effects of ATS systems, it does not negate the fact that there are inherent flaws in some systems that could cause biases in companies’ hiring processes.

ATS systems were first used to help eliminate a lot of the manual work that went into hiring processes, but eliminating the manual work also took out some human intuition. It may be time to reintroduce a process that involves more human intuition. This can be done with video. It is not only time-efficient, but it also allows hiring managers to skip faulty algorithms, and make more confident decisions.

Hiring managers will not have to worry about potential lawsuits from undetected biases, and candidates can worry a little less about a piece of technology standing in the way of being considered for their dream job.

Conclusion

The majority of common complaints from job seekers can be mediated by using video hiring processes. As an employer, you want the best candidates to be encouraged to apply to your jobs at your company, but if candidates are hearing that the application process is a nightmare, then you may not get the applicants you are looking for. As we are being propelled through the digital age, it will become more important than ever to create better candidate experiences through the use of video.
Video transcript

In an Ever growing digital age. Video can help applicants create a more impactful and personal first, impression making the whole hiring process more. Human. Here are a few ways. How hiring managers see the person behind the resume through video employers? Can see your value beyond your resume. It gives them an opportunity to see you for you, rather than simply through a block of text. A way to immediately meet. Someone employers, are better equipped to get a good first impression of You by meeting you via video York. Communication skills can help to not get overlooked during the selection process. The best cover letter some spend hours on their cover letter, not anymore. In a minute and a half video. All you need is a lovely appearance, a neutral background, and most importantly, an answer or a pitch. Your first video presentation in a world. Shifting more towards digital communication, creating a video Java application shows employers that you can effectively communicate in a digital medium. Help eliminate bias, often resumes are processed by hiring algorithm because these systems are Always neutral, you could be eliminated before your application, even reaches humanize a video job application can fix this. Skip the algorithm and hiring managers to you. Firsthand, by utilizing the video aspect of interview. It makes the entire hiring process, a more personal, and fundamentally Human Experience for both employers and potential candidates.