I used to consider myself pretty lucky. About a year ago, I found myself in the role of job candidate – again – after back-to-back layoffs. My employers? Two large technology companies that were reorganizing themselves, again. This time, I thought to myself, I will take my time and find a company where I can be part of the team and feel like I’m contributing to the bottom line. After some pretty painful interview experiences, I did find the right company. Even better, they made me a job offer. Here’s the best part: I thought this role and this company would be a good fit for me, and it’s proving to be true. I know that for many job candidates, the ending is not so happy, so I do feel lucky. It’s been an interesting journey….
Glassdoor.com to the Rescue
After the second layoff, I was tired of being a cog in a large company’s wheel. I made a list of the things in an ideal employment situation for me, and starting using Glassdoor.com to research companies. My experience is in technology, so I decided to stick with it but at a smaller tech company. I also changed up the kind of role I was looking for. Previously, I’d been on the post-sales side, helping customers learn to implement and optimize their new platform. Now, I would seek a pre-sales role so I could see more of the front end of the business. Because I was focused heavily on company culture and fit, Glassdoor.com was an invaluable tool. I was able to read reviews and gain some real insight from employees about their experiences working for a company. Toward the end of my job search, I had two offers on the table. I turned again to Glassdoor.com and found that one of the employers had an overall review rating of 2.8 out of 5. 30% of reviewers would recommend this company to a friend and 45% approve of the CEO. The other company had an overall review rating of 4.8 out of 5, with 100% saying they would recommend it to a friend and 100% approving of the CEO. This had a big impact on my decision.
Job candidates use Glassdoor.com data in selecting one company’s job offer over another.
Suffering Through a Poor Candidate Experience
Before this most recent job search, I’d never been invited to do a video interview even though I work remotely. In both of my previous roles, I was hired through phone conversations without ever having a face-to-face interview. This time, I was asked by three different companies. The first two requests were for on-demand video interviews. I got started with the first one, and was dismayed to find out that for each question, I would have 30 seconds to read it and then three minutes to respond. There was no option to re-record. Even though the questions were common, the pressure was on and I stumbled through my answers. By the end, I felt pretty low. Here was a job opening I thought was a good fit, but I felt that I could not present myself well in this format.
Moving on to on-demand video interview #2 with a different employer. Unfortunately, it turned out to be the same video interviewing software, and just like before, my presentation was not stellar. By that point, I was getting upset. I understood the need to evaluate quick thinking skills, but weren’t these companies interested in getting an accurate picture of their job candidates? Or, providing a positive experience for future employees?
Candidates have a better video interview experience when they can re-record responses.
“This is where video interviewing is going.”
By the time I was invited for a third video interview, I was skeptical. But, the job looked interesting, the company fit my profile, and the Glassdoor reviews were positive. Fortunately, this interview was via Modern Hire’s video interviewing platform, and the experience was completely different. I completed a live video interview, then was invited into an on-demand video interview which featured unlimited think time and the option to re-record until I was satisfied with my answers. I remember thinking, “This is the direction video interviewing is going.” Both times I came away feeling positive about my presentation, and I learned enough about the company to feel like I could make a well-informed job decision. Finally, I’d found a company that’s dedicated to a culture of teamwork and positivity as well as innovation and leadership in its market.
Allowing more think time improves the on-demand video interview experience for candidates.
By now you may have guessed my new employer is in fact Modern Hire. And, as you read this blog you may expect I am a little biased. However, keep this in mind: The most successful companies today are those whose external strength in serving customers is driven by the internal strength of its team. Modern Hire is one of those companies. By design, Modern Hire has formed a solid team that believes in its brand promise: Transforming the hiring experience one smile at a time.
Jenny Huthman is a Solution Consultant with Modern Hire, where she devotes each day to helping TA professionals understand the impact video interviewing could have in their organizations. She enjoys being a problem-solver for others, showing them ways to make their lives easier and jobs more efficient with technology. Reach Jenny at firstname.lastname@example.org.