Graduate recruitment is a challenging exercise. Recruiters are inundated with a flood of applications, resumes, cover letters, and distinguish between graduates, often looking the same on paper. What can companies do to ensure that they find the right talent and spend less time doing so? Video interviewing can offer a more streamlined approach to this issue.
Recruiters face many challenges with graduate recruitment:
Lack of Work Experience: Your candidate pool is eager and willing to get to work, but they’ve just finished their education and often have little or no relevant work experience on which you can base their suitability for your role.
Volume: A massive talent pool and a short recruitment window can leave recruitment teams swamped. Initial screening alone incurs enormous costs and consumes vast amounts of recruiters’ hours each day.
Differentiating: With potentially thousands of applicants with the same background, there is very little separating your potential star candidates from unsuitable ones. No candidate’s resume is more limited than that of a graduate, leaving the recruiter with the difficult task of differentiating between them.
Candidate Engagement: Recruiters aren’t the only ones with a choice problem. The number of graduate programs offered means that candidates themselves have the luxury of picking and choosing where they want to work. Companies risk losing the best talent if their recruitment process and employer brand don’t stand out from their competitors.
How Video Interviewing can help:
There are many benefits Video Interviewing can bring to any recruitment process, whether it is for graduates, executives, or all the roles in between.
Technology like Video Interviewing allows you to:
- Send out hundreds of interviews with the click of a button.
- Fit recruitment around your schedule.
- Screen on the go with your mobile device.
- Share recorded interviews internally with multiple decision-makers.
- Interview candidates on a global scale.
- Rate, comment, and review to quickly find the best candidates.
Graduate Specific Benefits
Some of our clients had seen some astounding results when they introduced video interviewing into their graduate recruitment process. In addition to the general benefits above, they have reported some key advantages specific to their graduate hiring.
Wider Net: Video Interviewing has no geographical limits meaning you are not restricted to candidates in your immediate catchment area. In addition to this, it takes minutes to send and review your interviews, meaning you can screen a far larger graduate candidate pool than traditional phone or face-to-face interviews.
Employer Branding: All Video Interviewing accounts are branded with your logo, allowing you to build on your employer brand with graduates. This enables companies to have a unique touchpoint with your candidates. Let’s not forget; these candidates could be your customers. From your first email to them, through the site landing page and video interview itself, bringing graduate candidates to a branded and engaging video interview results in a highly favorable impression of your brand.
Engaging the candidates: As a company, you need to set yourself apart from your competitors, looking for the same top-class graduates as you. Using video interviewing in your recruitment process shows your candidates that you are a progressive, technology-savvy, and innovative company. The star candidates in your talent pool will have their pick of employers; video interviewing can ensure you are top of the list.
Your candidate brought to life: Resumes can only go so far in giving you an overview of your candidates. By carrying out video interviews, you can see your candidate and better understand their skills and personality. Getting this full picture of a person at an early screening stage removes the risk of taking unsuitable candidates through your process, saving your time and theirs.
Video Interviewing is a way of quickly and reliably assessing candidates based on your tailored questions, allowing you to select only those who pass your criteria, saving your time, reducing your recruitment costs, and resulting in a smaller group of higher caliber candidates coming through to the next stage.
This article was created by Sonru Video Interviewing and includes contributions and research gathered from Sonru clients and candidates between 2011 to 2020.
