Technical
Grads On Film
Conducting interviews with graduates using video is a growing trend. We asked five employers why they
have chosen to embrace video interviewing and whether the approach is reaping results…
1. Overcoming geographical difficulties Sector: EEI Scottish Water began working with Sonru in August 2012. Each year the company recruits 10 graduates, 10 modern apprentices and 10 internships, totalling 30 across all programmes. In 2013 it received approximately 1,250 applications to the programmes, and carried out around 160 video interviews.
Carolyne McCreath, People & OD Consultant, Scottish Water says: “We decided to use video
interviewing to allow Scottish Water to conduct talent selection in a more efficient and effective way. We cover the length and breadth of Scotland from the Highlands and Islands to the Scottish Borders. Our workforce is spread across these locations so video interviewing is a great way of bringing hiring managers and candidates together regardless of geographic region.
“We are using video interviewing as part of our second stage shortlist. After application an initial shortlisting process is conducted based on skills and experience and application specific areas and, if successful, candidates are invited to participate in video interviewing and online skills/ psychometric testing. If candidates are successful at the video interview and testing stage they are invited to attend an assessment centre.”
Results - Reduction in time spent in face to face interview. “If we use the example of our graduate and modern apprentice programme the benefit is huge. 156 hours of face to face interviews versus 39 hours, a saving of 117 hours of manager / People & OD time (75% reduction). That’s a saving of over three weeks work (based on one full time employee) in this programme.
- Reduction in travel time for candidates and managers (by recording and viewing at anytime from any location). “This not only produces a cost saving but also supports our carbon reduction agenda. Scottish Water has a flagship project to support Agile working, and video interviewing is an enabler of this agenda. This year we had candidates relocate from Greece, Ireland and Dublin to join our graduate programme.”
- Supports our equality and diversity agenda by assisting candidates with access or mobility needs. “This enables us to interview candidates by video and identify suitable roles which they can carry out at Scottish Water. For example, working in a convenient or suitable location without experiencing travel or mobility difficulties.”
2. Inclusion of international stakeholders Sector: Retail Kingfisher worked with Tazio to help implement its graduate campaign in 2012. The company recruits about 20 graduates each year, but because the Kingfisher group of companies is global, it was clear that having all its stakeholders as part of the selection process was going to prove difficult. It wanted to trial something that would allow more flexibility and inclusiveness.
Mhairi Buckley, formerly Interim Group Senior Talent Manager at Kingfisher, and now MD
at Gillanders Ltd, says: “The initial trial was to assist with the Kingfisher Commercial Graduate Programme’s shortlisting. The year before, after our external partner had shortlisted, we telephone interviewed about 40 candidates, which was resource heavy and hard to manage in the time we had. Last year we were able to successfully shortlist 50 to 30 over a one week period, where location and time had no constraints.”
This not only 10 Graduate Recruiter |
www.agr.org.uk
produces a cost saving but also supports our carbon reduction agenda.
Results - Saved time. - It has been a useful PR tool. “Students do not necessarily view DIY retail as technology focused, but we are. This has given them some insights into our drive for new channels to market.”
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36