From the entry level to the C-suite
Video is also a great tool for vetting C-suite candidates, says Chatfield-Taylor. Recruiting at the executive level is often a time-intensive and expensive undertaking, and video can drastically reduce both the hassle and the cost, she says.
"When I'm working for a client, they often ask me to vet candidates before they even consider bringing them in for an interview. These folks are so busy it can be difficult for them to just jump on a plane to meet with me, so it used to cost thousands of dollars and days at a time flying to meet them -- and it was a big risk if they weren't a good fit," says Chatfield-Taylor. By using video, she can eliminate the need for travel and save thousands of hours of her time while still doing effective due diligence.
Global executive searches are also much simpler, says LifeSize's Malloy. "In a recent search, we were considering a candidate in Australia. Video made the interviewing process exponentially easier because of the time difference and the fact that travel would have taken days," he says.
At an executive level, candidates also are judged on their presence and their public speaking ability, since (at least in the case of a public company) they must be able to present to a board of directors, says InterCall's Chris Brown. "Video can give you a pretty good sense, right off the bat, if that candidate has the comfort level and the presence, to be able to make presentations and arguments in front of a board. If they can't, or if they're nervous and uncomfortable in front of the camera, they might not be a good fit," he says.
While video is ideal for initial screenings, for entry-level positions, and for vetting C-suite candidates, there are places where on-site, in-person interviews are still necessary, with good reason, says Chatfield-Taylor.
"Especially at the mid- to senior-level, there's no getting around the need to meet a candidate in person. Video shouldn't take the place of that experience, especially with candidates who will need to work with and interact with a great number of people. Video, then, should be a supplement to other strategies - part of a holistic approach," Chatfield-Taylor says.
If you're just getting started integrating video into your recruiting strategy, go slowly and introduce it carefully, she says. "Don't feel you have to jump in and immediately use it for a CEO search. Maybe start with an entry-level role or two and work up from there as your confidence grows. And don't completely eliminate all the other check and balances in your recruiting process; this is not an 'instead of' technology yet. Don't use video instead of a phone call. Don't use video instead of an in-person interview. Just make it yet another tool in your hiring and recruiting best practices," Chatfield-Taylor says.
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