We understand recruiters and other talent acquisition professionals rarely have a minute to spare. In case you’ve missed out on our blog series recently, here’s a quick round-up of our most popular articles. We hope you’ll find information you can use!
Video Interviewing: What Does the EEOC Say?
What many people don’t know is that the EEOC has evaluated video interviewing and given a favorable opinion. According to the EEOC, video interviewing and in-person interviewing are equivalent. Once you make the decision to fill a position, you’re not incurring any more risk by video interviewing than you are by interviewing candidates in the more traditional in-person way. Learn more about the extra steps Modern Hire takes for further protection for our clients, and check out our webinar presentation by Les Rosen, employment attorney and founder and CEO of Employment Screening Resources.
4 Need-to-Know Facts About Job Candidates in 2016
In our quest to design strategies for engagement, and plan out what we want job seekers to know about our organization, it’s easy to lose sight of a simple fact: Engagement is a two-way street. If TA strategies for engaging job seekers don’t account for their preferences and behaviors, our best work won’t deliver on the goal. So as we prepare to engage candidates this year, I thought it would be helpful to take a look at how candidates searched for jobs in 2015. We know 40% of job candidates are choosing mobile for their Modern Hire video interviews. Yet here’s another piece of data: 72% of the job families our clients hire for using video interviewing could be categorized as professional or salaried. When we cross these two data points, it’s clear that it isn’t just new job seekers choosing to use mobile to do their job interviews; it’s a mix of both entry-level and higher company positions.
Video Interviewing & Discrimination Risk: What TA Leaders Need to Know
Video interviewing contributes toward protection against discrimination. Get the download on a whitepaper about video interviewing and its relationship to discrimination concerns. The paper is by Les Rosen, a regular speaker on the SHRM circuit and author of The Safe Hiring Manual The Complete Guide to Employment Screening Background Checks for Employers, Recruiters, and Jobseekers.
According to Rosen, video interviewing’s core functionality helps limit and even eliminate discrimination concerns. The technology aids in monitoring and tracking and creates a fair and equal process through four key benefits:
- Transparency: what you see is what you get
- Consistency: everyone’s experience is the same
- Non-Discriminatory: the focus is on standardized interview questions
- Record Retention: storage of data over time is automatic
Why Add On-Demand Video Interviewing to Your Hiring Process?
As video interviewing technology gains traction with talent acquisition professionals, the benefits of live video interviews have become well-known. Less understood is on-demand video interviewing, and the reasons for integrating it into your hiring process. At its core, the value proposition of on-demand video interviewing is time savings and speed to hire. Companies that use it as a pre-screening step find they’re able to transform their hiring process and elevate their hiring results.
For many talent acquisition teams, on-demand video interviewing has become a critical step in their hiring process. Says Colleen Diercksen, Assistant Director of Talent Acquisition Operations at Penn Medicine, a Modern Hire client, “I joke with my VP that we screen while we sleep. After sending the on-demand video interview invites, we come in the next morning and have anywhere between 30 and 70 completed interviews to review. We can quickly identify about half of those people to submit to our hiring managers.”