The Democratization of the Recruitment Process

Sep 14, 2015
woman on phone at computer

A recent LinkedIn Talent Solutions report identified 3 Must-Know Recruitment Trends for 2015; prioritize your company’s employer brand, investment in new recruitment technology, and the democratization of recruitment.

The democratization of recruitment is an exciting concept and often overlooked by a company. Can you be democratic while hiring new candidates? Will it draw out the process, taking too many resources and too much time? A recruitment team’s function is to recruit candidates for all roles across various departments and verticals. They are experts at sourcing, screening, interviewing, and recruiting candidates. It is not easy to be an expert on the skills and qualities necessary for every role.

The main aim of the recruitment process’s democratization is to involve relevant stakeholders earlier. These hiring managers will help create a better-structured interview by telling recruiters the questions they need to be answered, and there will also be increased buy-in for the hiring manager. This will ultimately lead to higher quality hiring decisions and a better experience for candidates, recruiters, and hiring managers.

One of the most significant benefits of video interviewing is that it ultimately facilitates recruitment’s democratization. There can be increased collaboration between all departments and offices. If your recruitment function is centralized from your company HQ, recruiters can easily share interviews with relevant hiring managers in a regional or international office, giving them more control and showing that their opinion is valued. Concern Worldwide, an international NGO, operates its entire recruitment team from their HQ in Ireland. Since introducing Sonru video interviewing, they can efficiently work with relevant team members in some of the world’s remotest locations.

Hiring managers can be involved in the interview structure and questions, leading to a more effective and productive process. Hiring managers will know what qualifications, skills, and qualities are needed for the role. So-called ‘killer’ questions can be a great addition to an interview. These are questions that indicate a specific skill or ability required for a particular role. For example, if you are recruiting for a sales role that requires fluent French, you could ask the candidate to respond to the question in French.

Completed interviews can be securely shared with relevant managers for input. Rating all or groups of candidates and adding comments allow hiring managers to hear their opinions. Our client success team has some excellent advice for hiring managers invited to review a completed video interview.
Overall, video interviewing can lead to a more harmonious process, and better quality hires.

This article was created by Sonru Video Interviewing and includes contributions and research gathered from Sonru clients and candidates between 2011 to 2020.